{"id":44244,"date":"2023-12-18T10:00:59","date_gmt":"2023-12-18T09:00:59","guid":{"rendered":"https:\/\/www.bizneo.com\/blog\/?p=44244"},"modified":"2026-01-27T18:33:43","modified_gmt":"2026-01-27T17:33:43","slug":"tendances-rh-2026","status":"publish","type":"post","link":"https:\/\/www.bizneo.com\/blog\/fr\/tendances-rh-2026\/","title":{"rendered":"10 tendances RH pour 2026"},"content":{"rendered":"\n

Ces derni\u00e8res ann\u00e9es, pour diff\u00e9rentes raisons (Intelligence Artificielle, nouvelles fa\u00e7ons d\u2019envisager l\u2019emploi, nouveaux contextes de travail et d\u2019organisation\u2026), marqueront toute une g\u00e9n\u00e9ration de travailleurs et influenceront l\u2019activit\u00e9 des entreprises sur une longue p\u00e9riode. Comme il se doit, certaines de leurs cons\u00e9quences dessineront les grandes tendances RH pour 2026.<\/strong><\/p>\n\n\n\n

Ainsi, les services RH continueront d\u2019approfondir des dynamiques d\u00e9j\u00e0 engag\u00e9es et confirm\u00e9es (digitalisation des activit\u00e9s, adoption de l\u2019IA, travail \u00e0 distance et hybride, nouveaux outils d\u2019\u00e9valuation de la performance), mais devront aussi relever de nouveaux d\u00e9fis li\u00e9s aux transformations de ces derni\u00e8res ann\u00e9es.<\/p>\n\n\n\n

\"\"<\/a><\/figure><\/div>\n\n\n\n

Dans ce contexte, la gestion des talents assist\u00e9e par l\u2019IA, l\u2019hyper-automatisation des processus, les plans de carri\u00e8re<\/a> personnalis\u00e9s et le bien-\u00eatre global des collaborateurs seront les piliers majeurs des tendances RH pour 2026.<\/p>\n\n\n\n

D\u00e9couvrez ces tendances et bien d’autres encore dans notre blog RH<\/a>.<\/p>\n\n\n\n

10 tendances RH pour 2026<\/h2>\n\n\n\n

La grande ann\u00e9e de l’intelligence artificielle ?<\/h3>\n\n\n\n

Ces derni\u00e8res ann\u00e9es, l’intelligence artificielle<\/a> (IA) s’est gliss\u00e9e dans la plupart des listes de grandes tendances RH<\/strong>.<\/p>\n\n\n\n

 Si, il y a quelques ann\u00e9es, on parlait surtout de son potentiel, 2026 sera l\u2019ann\u00e9e de son d\u00e9ploiement complet. L\u2019IA ne se contente plus d\u2019analyser des donn\u00e9es : elle aide \u00e0 r\u00e9diger des offres, \u00e0 examiner des CV, \u00e0 r\u00e9sumer des \u00e9valuations et \u00e0 cr\u00e9er des contenus de formation sur mesure. La tendance est de passer de \u00ab l\u2019utilisation de l\u2019IA \u00bb \u00e0 des processus con\u00e7us \u00ab par et pour l\u2019IA \u00bb.<\/strong><\/p>\n\n\n\n

Nos consultants ont d\u00e9velopp\u00e9 des contenus sp\u00e9cialis\u00e9s et totalement gratuits sur l’IA dans les RH<\/strong>. L’objectif de ce guide est de d\u00e9cortiquer ses concepts fondamentaux, de mettre en \u00e9vidence la pertinence de l’IA dans l’optimisation de chaque t\u00e2che ou fonction, d’identifier les domaines qu’elle peut dynamiser de mani\u00e8re exceptionnelle et d’aborder avec prudence ses risques potentiels.<\/p>\n\n\n\n

\"Guide<\/a><\/figure>\n\n\n\n

Workflows et automatisation des flux de travail<\/h3>\n\n\n\n

Dans le domaine des ressources humaines et de la gestion du personnel, les Workflows<\/a> (flux de travail), qui automatisent les processus de routine et r\u00e9p\u00e9titifs des d\u00e9partements, ont fait leur apparition ces derni\u00e8res ann\u00e9es.<\/p>\n\n\n\n

\"systeme<\/a><\/figure>\n\n\n\n

Recrutement intelligent et pr\u00e9dictif<\/strong><\/h3>\n\n\n\n

Mais pour d’autres, il s’agissait d’une nouveaut\u00e9 qui sera l’une des tendances RH de 2026. Les processus de recrutement et de s\u00e9lection<\/a><\/strong> \u00e9volueront eux aussi. En 2026, les logiciels de recrutement (ATS) ne se contenteront pas de faciliter les entretiens \u00e0 distance : ils utiliseront des algorithmes pr\u00e9dictifs pour identifier les candidats les plus adapt\u00e9s au poste, et les recruteurs pourront analyser automatiquement des centaines de CV gr\u00e2ce \u00e0 l\u2019IA<\/p>\n\n\n\n

\"logiciel<\/a><\/figure>\n\n\n\n

Am\u00e9liorer la communication entre les recruteurs et faciliter le suivi du processus<\/strong> pour les candidats constituent des th\u00e8mes d’actualit\u00e9 de RH 2026 qui ne manqueront pas de susciter l’int\u00e9r\u00eat.<\/p>\n\n\n\n

Le logiciel de recrutement et de s\u00e9lection<\/a> est un outil complet qui permet aux \u00e9valuateurs de noter tous les commentaires faits au cours du processus<\/strong> et optimise ainsi les d\u00e9lib\u00e9rations. Le syst\u00e8me peut \u00eatre facilement int\u00e9gr\u00e9 aux principaux tests d’\u00e9valuation des candidats<\/a>.<\/p>\n\n\n\n

\"Logiciel<\/a><\/figure>\n\n\n\n

Onboarding en ligne<\/h3>\n\n\n\n

 L\u2019onboarding avec le soutien de chatbots et d\u2019avatars IA sera l\u2019une des tendances RH en 2026 <\/strong>qui aidera le plus les entreprises \u00e0 gagner en efficacit\u00e9, car jusqu\u2019\u00e0 pr\u00e9sent tout \u00e9tait tr\u00e8s traditionnel et n\u00e9cessitait la pr\u00e9sence d\u2019une personne de l\u2019\u00e9quipe \u00e0 chaque \u00e9tape.<\/p>\n\n\n\n

\"Portail<\/a><\/figure>\n\n\n\n

Assistance asynchrone : l\u2019IA comme compl\u00e9ment dans les r\u00e9unions en visioconf\u00e9rence, tendance RH 202<\/strong>6<\/h3>\n\n\n\n

En 2026, la tendance est \u00e0 l\u2019optimisation du temps pass\u00e9 en r\u00e9union. Gr\u00e2ce \u00e0 des outils d\u2019IA qui r\u00e9sument automatiquement les r\u00e9unions,<\/strong> il n\u2019est plus indispensable que tous les collaborateurs participent \u00e0 chaque appel en temps r\u00e9el. L\u2019\u00e9quipe peut acc\u00e9der aux accords et d\u00e9cisions de mani\u00e8re asynchrone, lib\u00e9rant des heures pour des t\u00e2ches strat\u00e9giques et limitant l\u2019exc\u00e8s de r\u00e9unions.<\/p>\n\n\n\n

Les OKR dans les entreprises<\/h3>\n\n\n\n

Ce terme peut sembler \u00e9trange \u00e0 beaucoup\u2026 mais pour ceux qui le connaissent et l’appliquent, il est d\u00e9j\u00e0 synonyme de succ\u00e8s. Il est arriv\u00e9 en force et figure en t\u00eate des tendances RH pour 2026.<\/p>\n\n\n\n

C’est une m\u00e9thodologie utilis\u00e9e par les meilleures entreprises pour augmenter la performance des \u00e9quipes. Elle diff\u00e8re des KPI dans la mesure o\u00f9 ce sont les travailleurs eux-m\u00eames qui fixent les objectifs et non un seul responsable-manager qui les contr\u00f4le. Ils sont mis en \u0153uvre pour motiver les employ\u00e9s, leur permettre de se concentrer et les rendre autonomes dans l’accomplissement de leurs t\u00e2ches et de leurs r\u00e9sultats.<\/p>\n\n\n\nKPI RH et indicateurs RH\n<\/strong><\/span>
+100 exemples pour votre compagnie
<\/a><\/bzn-warning>\n\n\n\n

<\/p>\n\n\n\n

Recyclage et revalorisation des comp\u00e9tences<\/h3>\n\n\n\n

Pour la raison \u00e9voqu\u00e9e ci-dessus, les entreprises se concentreront sur la formation et le recyclage de leurs propres employ\u00e9s. Cela constituera l’un des th\u00e8mes principaux en ressources humaines en 2026. Des opportunit\u00e9s de reconversion en termes de postes, de t\u00e2ches ou de responsabilit\u00e9s pour tout membre de l’\u00e9quipe. Rafra\u00eechissement des comp\u00e9tences, recyclage professionnel et mise \u00e0 jour pour que ce soit le talent interne qui fasse grandir l’entreprise<\/strong>.<\/p>\n\n\n\nLA FORMATION DU PERSONNEL<\/strong><\/span>
Une cl\u00e9 de croissance pour votre entreprise.
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<\/p>\n\n\n\n

Un logiciel de formation permet de combler les lacunes d\u00e9tect\u00e9es chez les employ\u00e9s et facilite le suivi des formations <\/strong>par ceux-ci. Les ressources de formation peuvent \u00eatre personnalis\u00e9es au maximum gr\u00e2ce \u00e0 la grande vari\u00e9t\u00e9 de sujets disponibles et aux diff\u00e9rents formats existants.<\/p>\n\n\n\n

\"<\/a><\/figure>\n\n\n\n

La mobilit\u00e9 interne, une des tendances RH pour 2026<\/h3>\n\n\n\n

De nombreux secteurs sont touch\u00e9s par un fort turnover et une p\u00e9nurie de talents. Ces entreprises auront davantage recours \u00e0 la mobilit\u00e9 et \u00e0 la promotion interne pour pourvoir les postes les plus difficiles \u00e0 recruter. Miser sur les talents internes sera sans aucun doute une tendance RH en 2026.<\/p>\n\n\n\n

Dans ce contexte, l\u2019IA de Bizneo HR marque un tournant gr\u00e2ce \u00e0 un mod\u00e8le capable de pr\u00e9dire le turnover et l\u2019absent\u00e9isme avec 80 % de fiabilit\u00e9.<\/strong> En analysant des millions de donn\u00e9es du cycle de vie du collaborateur (performance, absences, engagement), cette technologie permet d\u2019identifier les top performers \u00e0 risque et d\u2019agir avant leur d\u00e9part. Ainsi, les RH passent d\u2019une r\u00e9action aux d\u00e9parts \u00e0 une r\u00e9tention proactive et strat\u00e9gique fond\u00e9e sur des donn\u00e9es r\u00e9elles.<\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\nComment cr\u00e9er un plan de carri\u00e8re ?<\/strong> <\/span>
Cr\u00e9er un plan de carri\u00e8re pertinent vous aidera \u00e0 r\u00e9pondre aux attentes de vos salari\u00e9s.<\/a>
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<\/p>\n\n\n\n

L’engagement au travail parmi les tendances RH en 2026<\/h3>\n\n\n\n

La r\u00e9tention des talents devrait \u00eatre l’une des priorit\u00e9s de toute entreprise et, \u00e0 ce titre, elle continuera d’\u00eatre une actualit\u00e9 RH en 2026. Une bonne strat\u00e9gie d’engagement des employ\u00e9s doit les persuader que leur meilleure option de carri\u00e8re est de rester dans l’entreprise<\/strong>. Dans ce sens, il existe un certain nombre d’initiatives diff\u00e9rentes pour y parvenir.<\/p>\n\n\n\n

L’image de marque de l’employeur est souvent li\u00e9e aux processus de recrutement, mais en r\u00e9alit\u00e9, elle est aussi \u00e9troitement li\u00e9e \u00e0 la gestion des effectifs<\/strong>. Des aspects tels que la communication interne, les espaces de discussion ou la reconnaissance des performances contribuent \u00e0 renforcer l’image de marque de l’employeur.<\/p>\n\n\n\n

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En effet, lorsqu’une entreprise a une bonne image de la mani\u00e8re dont elle traite ses employ\u00e9s, elle sera en mesure d’attirer les meilleurs talents. Il lui sera \u00e9galement beaucoup plus facile de conserver les employ\u00e9s de valeur.<\/p>\n\n\n\n

Les technologies et processus qui resteront des tendances RH en 2026<\/h2>\n\n\n\n

Les outils technologiques RH n\u2019ont pas \u00e9t\u00e9 frein\u00e9s par les turbulences de 2020\u20132025 ; dans la plupart des cas, ils se sont m\u00eame intensifi\u00e9s. L\u2019une des principales fonctions de la technologie dans les entreprises est de r\u00e9pondre \u00e0 de nouveaux besoins avec un maximum d\u2019efficacit\u00e9.<\/p>\n\n\n\n

IA g\u00e9n\u00e9rative et agents autonomes<\/strong><\/h3>\n\n\n\n

En 2026, l\u2019IA passe d\u2019outil de consultation \u00e0 agent d\u2019ex\u00e9cution. La tendance portera sur le d\u00e9ploiement \u00ab d\u2019agents \u00bb qui ne se contenteront pas d\u2019analyser des donn\u00e9es, mais g\u00e9reront des processus de bout en bout. Ces agents sont d\u00e9j\u00e0 capables de prendre des d\u00e9cisions bas\u00e9es sur des r\u00e8gles et de les ex\u00e9cuter automatiquement, transformant l\u2019op\u00e9rationnel RH.<\/p>\n\n\n\n

Plans de prime<\/h3>\n\n\n\n

Non seulement au niveau du salaire, mais aussi au niveau des primes et des avantages (indemnit\u00e9s journali\u00e8res, r\u00e9ductions dans les salles de sport), des conditions de travail (cong\u00e9s illimit\u00e9s ou conciliation familiale) ou de l’espace de travail lui-m\u00eame (loisirs, communication entre les employ\u00e9s).<\/p>\n\n\n\n

\"guide<\/a><\/figure>\n\n\n\n

Les Big Data, un incontournable qui prend de l’ampleur d’ann\u00e9e en ann\u00e9e<\/h3>\n\n\n\n

Les syst\u00e8mes Big Data sont d\u00e9j\u00e0 pr\u00e9sents dans une grande partie du tissu entrepreneurial fran\u00e7ais. Mais leur potentiel absolu est loin d’\u00eatre atteint et promet d’\u00eatre \u00e0 nouveau pr\u00e9sent parmi les tendances RH en 2026. Chaque ann\u00e9e, le volume de donn\u00e9es que les entreprises doivent traiter augmente, de sorte qu’une gestion inefficace pourrait nuire \u00e0 leur comp\u00e9titivit\u00e9<\/strong>.<\/p>\n\n\n\n

<\/div>\n\n\n\n

<\/p>\n\n\n\n

People Analytics, les donn\u00e9es au c\u0153ur de la prise de d\u00e9cision<\/h3>\n\n\n\n

L’analyse des donn\u00e9es pour prendre des d\u00e9cisions gr\u00e2ce aux technologies sera sans aucun doute la plus grande tendance RH en 2026. Les strat\u00e9gies d’entreprise doivent aller de pair avec des donn\u00e9es et des informations objectives, mesurables et analysables.<\/p>\n\n\n\n

\"Rapports<\/a><\/figure>\n\n\n\n

Digitaliser la collecte, l’interpr\u00e9tation et la visualisation de donn\u00e9es sur les objectifs et les r\u00e9sultats avec des rapports sur les ressources humaines apportera un avantage \u00e0 toute entreprise.<\/p>\n\n\n\n

Digitalisation de la gestion du temps, une tendance RH en 2026<\/h3>\n\n\n\n

La digitalisation et l’automatisation de la gestion du temps de travail<\/a> permettent une plus grande organisation et une meilleure performance de l’\u00e9quipe. Dans de nombreuses entreprises, que ce soit pour des raisons d’espace, de r\u00e9glementation ou de s\u00e9curit\u00e9, seulement un faible pourcentage de la main d’\u0153uvre va travailler.<\/p>\n\n\n\n

La rotation des \u00e9quipes permet de mieux coordonner les \u00e9quipes et donc de respecter la distance sociale dans les entreprises sans perdre en planification.<\/p>\n\n\n\n

\"Logiciel<\/a><\/figure>\n\n\n\n

Travail hybride et gestion des talents \u00e0 distance<\/h3>\n\n\n\n

Le t\u00e9l\u00e9travail est d\u00e9j\u00e0 une r\u00e9alit\u00e9 et \u00e9volue vers un mod\u00e8le hybride et \u00e0 distance. Une tendance RH pour 2026 et d\u00e9j\u00e0\u2026 pour toujours.<\/strong><\/p>\n\n\n\n

De nombreuses entreprises ont d\u00e9montr\u00e9 que le t\u00e9l\u00e9travail n’entra\u00eene aucune perte de productivit\u00e9 (elle peut m\u00eame \u00eatre accrue). Le mod\u00e8le hybride ou mixte, qui comprend des p\u00e9riodes de travail \u00e0 distance et en pr\u00e9sentiel, combine le meilleur des deux types.<\/p>\n\n\n\n

Les entreprises ne peuvent pas se permettre de passer \u00e0 c\u00f4t\u00e9 de la flexibilit\u00e9, de l’\u00e9quilibre entre vie professionnelle et vie priv\u00e9e. Ce sont autant de strat\u00e9gies de r\u00e9tention des talents qui accompagnent ce mod\u00e8le hybride\u2026 Sinon, les organisations traditionnelles ou celles qui n’adoptent pas pleinement le travail \u00e0 domicile risquent de provoquer une fuite des talents.<\/p>\n\n\n\n

\"Logiciel<\/a><\/figure>\n\n\n\n

L’automatisation et le support de r\u00f4les comme tendances RH en 2026<\/h3>\n\n\n\n

Contrairement \u00e0 ce que pensent encore certains responsables RH, une grande partie des processus de ce domaine sensible de l’entreprise peut \u00eatre enti\u00e8rement automatis\u00e9e. Pour ce faire, il est toutefois essentiel de disposer d’un bon logiciel RH<\/strong>.<\/p>\n\n\n\n

Notre logiciel r\u00e9sout les probl\u00e8mes et les d\u00e9fis de chaque fonction de l’entreprise. Voulez-vous savoir comment il les aide ?<\/p>\n\n\n\n

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<\/p>\n\n\n\n

Un grand nombre d’entreprises fran\u00e7aises ont automatis\u00e9 au moins une partie de leurs activit\u00e9s au cours des derni\u00e8res ann\u00e9es. Toutefois, la majorit\u00e9 d’entre elles pr\u00e9voit d’aller encore plus loin <\/strong>dans ce domaine au cours des prochaines ann\u00e9es.<\/p>\n\n\n\n

\"logiciel<\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"

Les services RH doivent rester en permanence \u00e0 la pointe des \u00e9volutions technologiques et m\u00e9thodologiques afin de g\u00e9rer efficacement l\u2019ensemble du cycle de vie des collaborateurs. Voici les tendances RH pour 2026.<\/p>\n","protected":false},"author":37,"featured_media":51480,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[328],"tags":[],"class_list":["post-44244","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tendances"],"yoast_head":"\n10 tendances RH pour 2026 | Bizneo HR<\/title>\n<meta name=\"description\" content=\"L'intelligence artificielle, recrutement et gestion digitale des talents seront quelques-unes des tendances RH en 2026. Et les autres ?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"10 tendances RH pour 2026 | Bizneo HR\" \/>\n<meta property=\"og:description\" content=\"L'intelligence artificielle, recrutement et gestion digitale des talents seront quelques-unes des tendances RH en 2026. 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