{"id":49046,"date":"2024-10-31T16:27:13","date_gmt":"2024-10-31T15:27:13","guid":{"rendered":"https:\/\/www.bizneo.com\/blog\/?p=49046"},"modified":"2024-11-08T11:48:01","modified_gmt":"2024-11-08T10:48:01","slug":"plan-de-ressources-humaines","status":"publish","type":"post","link":"https:\/\/www.bizneo.com\/blog\/fr\/plan-de-ressources-humaines\/","title":{"rendered":"Comment cr\u00e9er un plan de ressources humaines gagnant"},"content":{"rendered":"\n<p>L&#8217;une des t\u00e2ches cl\u00e9s du <a href=\"https:\/\/www.bizneo.com\/blog\/fr\/directeur-rh\/\" data-wpel-link=\"internal\" target=\"_blank\">directeur des ressources humaines<\/a> d&#8217;une entreprise consiste \u00e0<strong> cr\u00e9er le plan de ressources humaines<\/strong>. Il s&#8217;agit du document qui guidera les actions du d\u00e9partement et organisera tout ce qui concerne la <a href=\"\/blog\/fr\/gestion-personnel\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">gestion du personnel<\/a>.<\/p>\n\n\n\n<p>Un document essentiel pour le d\u00e9partement des <a href=\"https:\/\/www.bizneo.com\/blog\/fr\/ressources-humaines\/\" data-wpel-link=\"internal\" target=\"_blank\">ressources humaines<\/a>, dont les principes auront un impact sur des aspects aussi importants que la <strong>performance au travail<\/strong>, la qualit\u00e9 de vie au travail, les fonctions de chaque employ\u00e9, les protocoles de r\u00e9solution des conflits, etc. Il est donc crucial de l&#8217;\u00e9laborer avec soin.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">L&#8217;importance du plan de ressources humaines<\/h2>\n\n\n\n<p>Comme nous l&#8217;avons mentionn\u00e9, le plan d\u2019action RH et la planification strat\u00e9gique du d\u00e9partement sont fondamentaux pour le bon fonctionnement de l&#8217;\u00e9quipe. Pourquoi ? Parce que l&#8217;investissement dans le capital humain constitue l&#8217;un des co\u00fbts les plus \u00e9lev\u00e9s pour une entreprise.<\/p>\n\n\n\n<p>C&#8217;est pr\u00e9cis\u00e9ment pour cette raison qu&#8217;il doit \u00eatre align\u00e9 au maximum avec les <strong>objectifs commerciaux<\/strong> de l&#8217;entreprise ainsi qu&#8217;avec la culture organisationnelle.<\/p>\n\n\n\n<p>Il doit inclure tout ce qui concerne les politiques de recrutement, les r\u00e9mun\u00e9rations, les salaires, les types de contrats de travail et leur r\u00e9glementation, les<strong> <a href=\"\/blog\/fr\/plan-de-formation\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">plans de formation<\/a><\/strong>, les outils pour la gestion int\u00e9gr\u00e9e des ressources humaines, etc.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Objectifs du plan de ressources humaines<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Types d&#8217;objectifs du plan RH<\/h3>\n\n\n\n<p>Un planning RH a trois objectifs : les objectifs implicites, explicites et \u00e0 long terme.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Objectifs implicites du plan de ressources humaines :<\/strong> ce sont les objectifs qui sont implicites dans les objectifs m\u00eames de l&#8217;entreprise. Ils concernent la productivit\u00e9, la satisfaction au travail et le respect des normes \u00e9tablies par l&#8217;organisation, entre autres.<\/li>\n\n\n\n<li><strong>Objectifs explicites du mapping RH :<\/strong> ce sont ceux qui sont expos\u00e9s de mani\u00e8re concr\u00e8te. Par exemple, \u00e9viter la fuite des talents, modifier les politiques de r\u00e9mun\u00e9ration, am\u00e9liorer la motivation du personnel, etc.<\/li>\n\n\n\n<li><strong>Objectifs \u00e0 long terme du plan de ressources humaines :<\/strong> ils concernent tout ce qui a trait \u00e0 la port\u00e9e strat\u00e9gique du plan de ressources humaines, tels que les avantages g\u00e9n\u00e9r\u00e9s, la comp\u00e9titivit\u00e9, l&#8217;am\u00e9lioration des performances, et plus encore.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">5 objectifs du plan de ressources humaines<\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Optimiser le capital humain <\/strong>et les ressources de l&#8217;entreprise, ainsi que leur gestion.<\/li>\n\n\n\n<li><strong>Garantir le recrutement ad\u00e9quat<\/strong>, la r\u00e9tention des talents et la croissance des personnes qui font partie de l&#8217;entit\u00e9. Cela passe par la prise en compte des besoins futurs de l&#8217;entreprise et des travailleurs.<\/li>\n\n\n\n<li><strong>Garantir la motivation<\/strong> de l&#8217;\u00e9quipe.<\/li>\n\n\n\n<li><strong>Favoriser une ambiance de travail<\/strong> ad\u00e9quate.<\/li>\n\n\n\n<li><strong>Maximiser les b\u00e9n\u00e9fices<\/strong> de l&#8217;organisation et de ses employ\u00e9s.<\/li>\n<\/ol>\n\n\n\n<div id=\"cbox-nsSgK8Wnagb7v3dP\"><\/div>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Caract\u00e9ristiques d&#8217;un bon plan de ressources humaines<\/h2>\n\n\n\n<p>Cela dit, il existe une s\u00e9rie de caract\u00e9ristiques que toute bonne planification des ressources humaines devrait poss\u00e9der.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Tenir compte des besoins de l&#8217;entreprise : <\/strong>pass\u00e9s, pr\u00e9sents et futurs.<\/li>\n\n\n\n<li><strong>D\u00e9terminer le personnel n\u00e9cessaire<\/strong> pour r\u00e9pondre \u00e0 ces besoins d\u00e9tect\u00e9s.<\/li>\n\n\n\n<li><strong>Int\u00e9grer tous les aspects li\u00e9s \u00e0 la gestion du personnel.<\/strong><\/li>\n\n\n\n<li>D\u00e9finir correctement chaque poste de travail et d\u00e9terminer les contrats les plus appropri\u00e9s pour chaque cas.<\/li>\n\n\n\n<li>D\u00e9finir les <strong>canaux et modes de recrutement<\/strong> de nouveaux candidats, ainsi que le <a href=\"\/blog\/fr\/processus-de-recrutement\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">processus de recrutement<\/a> et de s\u00e9lection et les crit\u00e8res associ\u00e9s.<\/li>\n\n\n\n<li><strong>Mettre \u00e0 jour les informations<\/strong> sur le personnel.<\/li>\n\n\n\n<li>Pr\u00e9voir des<strong> plans de croissance et de formation.<\/strong><\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/hello.bizneo.com\/template\/logiciel-rh-roles-dans-une-entreprise\/?utm_content=post-banner-medio\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1360\" height=\"204\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles.jpg\" alt=\"Banner impact logiciel rh roles\" class=\"wp-image-31953\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-1140x171.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Phases du plan de ressources humaines<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Analyse des besoins :<\/strong> cela passe par l&#8217;identification des besoins pass\u00e9s, pr\u00e9sents et futurs.<\/li>\n\n\n\n<li><strong>D\u00e9termination de la structure hi\u00e9rarchique <\/strong>de l&#8217;organisation et de la main-d&#8217;\u0153uvre de l&#8217;entit\u00e9.<\/li>\n\n\n\n<li><strong>Cr\u00e9ation d&#8217;objectifs <\/strong>pour r\u00e9pondre \u00e0 ces besoins. Ces objectifs peuvent \u00eatre \u00e0 long terme ou \u00e0 court terme, et affecter diff\u00e9remment les d\u00e9partements de l&#8217;entreprise.<\/li>\n\n\n\n<li><strong>Mise en \u0153uvre du plan d\u2019action RH :<\/strong> sa mise en pratique.<\/li>\n<\/ul>\n\n\n\n<p>Mais explorons certains points int\u00e9ressants.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Calculer les besoins de l&#8217;entreprise, cl\u00e9 du plan de ressources humaines<\/h3>\n\n\n\n<p>Les besoins d&#8217;une entreprise peuvent \u00eatre calcul\u00e9s du point de vue de :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>La charge de travail :<\/strong> en exc\u00e8s ou en d\u00e9faut.<\/li>\n\n\n\n<li><strong>Les connaissances :<\/strong> si le personnel a besoin d&#8217;acqu\u00e9rir des concepts qu&#8217;il ne ma\u00eetrise pas.<\/li>\n\n\n\n<li><strong>Les comp\u00e9tences :<\/strong> s&#8217;il y a un manque de comp\u00e9tences et comment y rem\u00e9dier.<\/li>\n<\/ul>\n\n\n\n<p>Il s&#8217;agit d&#8217;une analyse complexe qui n\u00e9cessite de prendre en compte les besoins pr\u00e9sents, pass\u00e9s et futurs.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">L&#8217;importance de d\u00e9tecter les besoins pass\u00e9s<\/h3>\n\n\n\n<p>La<strong> premi\u00e8re \u00e9tape<\/strong> de la planification consiste \u00e0 <strong>calculer les besoins en se basant sur l&#8217;ann\u00e9e pr\u00e9c\u00e9dente<\/strong>. Pour comprendre l&#8217;importance de cette op\u00e9ration, prenons un exemple pratique :<\/p>\n\n\n\n<p>Imaginez la division des ventes de votre entreprise. Dans l&#8217;\u00e9valuation des performances, il appara\u00eet que 5 % n&#8217;ont pas atteint leurs objectifs (1 % est incapable de r\u00e9cup\u00e9rer son niveau de ventes, mais les 4 % restants ont encore des options).<\/p>\n\n\n\n<p>Le plan de ressources humaines d\u00e9terminera, entre autres, qu&#8217;il faut se s\u00e9parer de ce 1 % et mettre en place un <a href=\"\/blog\/fr\/plan-de-formation\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">plan de formation<\/a> pour ces 4 %.<\/p>\n\n\n\n<p>Vous pouvez \u00e9galement \u00e9tudier<strong> les comp\u00e9tences et connaissances <\/strong>des autres commerciaux pour mieux planifier cette formation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Les besoins futurs du plan de ressources humaines<\/h3>\n\n\n\n<p>Comment \u00e9laborer un plan de formation ressources humaines ? Bien s\u00fbr, le plan de ressources humaines doit \u00e9galement prendre en compte les <strong>besoins futurs <\/strong>du d\u00e9partement et de l&#8217;entreprise.<\/p>\n\n\n\n<p>Par exemple, un nouveau produit est en pr\u00e9paration pour l&#8217;ann\u00e9e prochaine. Cela n\u00e9cessite une formation sp\u00e9cifique, ainsi qu&#8217;une augmentation du nombre de vendeurs pour couvrir le march\u00e9. L&#8217;analyse de ces donn\u00e9es permet d&#8217;estimer les plans de formation et les <strong>d\u00e9lais de recrutement et de s\u00e9lection<\/strong>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/hello.bizneo.com\/template\/indices-digitalisation-rh\/?utm_content=post-banner\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"154\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/05\/Banner-indices-digitaliser-RH-1024x154.jpg\" alt=\"Indices digitaliser votre gestion des RH\" class=\"wp-image-46645\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/05\/Banner-indices-digitaliser-RH-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/05\/Banner-indices-digitaliser-RH-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/05\/Banner-indices-digitaliser-RH-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/05\/Banner-indices-digitaliser-RH-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/05\/Banner-indices-digitaliser-RH-1140x171.jpg 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/05\/Banner-indices-digitaliser-RH.jpg 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">D\u00e9terminer la structure hi\u00e9rarchique et la main-d&#8217;\u0153uvre<\/h3>\n\n\n\n<p>Il est \u00e9galement essentiel de<strong> d\u00e9terminer la structure hi\u00e9rarchique<\/strong> de l&#8217;organisation et sa main-d&#8217;\u0153uvre. En d&#8217;autres termes, serons-nous capables de r\u00e9pondre aux besoins d\u00e9tect\u00e9s avec notre \u00e9quipe actuelle ? Sa structure le permet-elle correctement ?<\/p>\n\n\n\n<p>Un<strong> instrument de base pour la planification strat\u00e9gique<\/strong> du d\u00e9partement des ressources humaines est <strong>l&#8217;<a href=\"\/blog\/fr\/organigramme-entreprise\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">organigramme<\/a><\/strong>. Il permet de clarifier quels postes n\u00e9cessitent quelles comp\u00e9tences et de savoir si les employ\u00e9s peuvent \u00eatre d\u00e9plac\u00e9s vers d&#8217;autres postes n\u00e9cessitant du personnel.<\/p>\n\n\n\n<p>D&#8217;autres instruments sont les donn\u00e9es issues de l&#8217;<a href=\"\/blog\/fr\/systeme-evaluation-de-la-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">\u00e9valuation des performances<\/a> et de la formation, qui permettent de mieux conna\u00eetre les<strong> comp\u00e9tences du personnel<\/strong> et son potentiel.<\/p>\n\n\n\n<p>Les <a href=\"\/blog\/fr\/questionnaire-qvt\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">questionnaires sur la QVT<\/a> sont un autre outil cl\u00e9 pour le mod\u00e8le de plan de <a href=\"https:\/\/www.bizneo.com\/blog\/fr\/gestion-des-ressources-humaines-grh\/\" data-wpel-link=\"internal\" target=\"_blank\">gestion des ressources humaines<\/a>, car elles permettent d&#8217;observer s&#8217;il existe une satisfaction au travail ou de conna\u00eetre les demandes des travailleurs qui influent sur les performances r\u00e9elles.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.bizneo.com\/fr\/\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1024\" height=\"154\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/banner-medio-talents-personnel-1024x154.jpg\" alt=\"logiciel RH\" class=\"wp-image-25194\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/banner-medio-talents-personnel-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/banner-medio-talents-personnel-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/banner-medio-talents-personnel-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/banner-medio-talents-personnel-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/banner-medio-talents-personnel-1140x171.jpg 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/banner-medio-talents-personnel.jpg 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Cr\u00e9ation d&#8217;objectifs du plan de ressources humaines<\/h2>\n\n\n\n<p>Dans la cr\u00e9ation des objectifs du plan de ressources humaines, il sera n\u00e9cessaire d&#8217;utiliser les KPIs et d&#8217;essayer d&#8217;am\u00e9liorer les r\u00e9sultats de l&#8217;ann\u00e9e pr\u00e9c\u00e9dente.<\/p>\n\n\n\n<p>Les objectifs seront dirig\u00e9s vers divers \u00e9l\u00e9ments selon le domaine. Par exemple :<\/p>\n\n\n\n<p>Pour le <a href=\"https:\/\/www.bizneo.com\/blog\/fr\/recrutement-et-selection\/\" data-wpel-link=\"internal\" target=\"_blank\">recrutement et la s\u00e9lection<\/a> :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>R\u00e9pondre aux <strong>besoins pass\u00e9s et futurs <\/strong>en mati\u00e8re de personnel.<\/li>\n\n\n\n<li>Am\u00e9liorer <strong>l&#8217;exp\u00e9rience des candidats<\/strong> : en contribuant \u00e0 la strat\u00e9gie globale de l&#8217;employer branding et \u00e0 la satisfaction des employ\u00e9s.<\/li>\n<\/ul>\n\n\n\n<p>En mati\u00e8re de <a href=\"https:\/\/www.bizneo.com\/blog\/fr\/formation-du-personnel\/\" data-wpel-link=\"internal\" target=\"_blank\">formation<\/a> :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>R\u00e9duire le nombre d&#8217;<strong>employ\u00e9s form\u00e9s<\/strong> qui rencontrent des difficult\u00e9s avec les nouveaux produits.<\/li>\n\n\n\n<li>Am\u00e9liorer les <strong>performances <\/strong>des travailleurs.<\/li>\n\n\n\n<li>R\u00e9duire le nombre d&#8217;<strong>employ\u00e9s ayant des lacunes<\/strong> dans les comp\u00e9tences de base.<\/li>\n<\/ul>\n\n\n\n<p>Concernant le <a href=\"https:\/\/www.bizneo.com\/blog\/fr\/qvt\/\" data-wpel-link=\"internal\" target=\"_blank\">climat de travail<\/a> :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cr\u00e9er des <strong>actions sp\u00e9cifiques <\/strong>telles que des \u00e9v\u00e9nements pour contribuer \u00e0 la diminution de l&#8217;insatisfaction au travail.<\/li>\n\n\n\n<li>Am\u00e9liorer la<strong> perception de l&#8217;entreprise <\/strong>en tant qu&#8217;employeur.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/hello.bizneo.com\/demo\/suite\/fr\/?utm_content=post-banner-grande\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1024\" height=\"307\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-1024x307.jpg\" alt=\"logiciel ressources humaines\" class=\"wp-image-25200\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-1024x307.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-300x90.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-768x230.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-810x243.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-1140x342.jpg 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2.jpg 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>Le plan de ressources humaines permet d&#8217;identifier les besoins futurs et actuels de l&#8217;organisation et de proposer des solutions et des outils pour les couvrir.<\/p>\n","protected":false},"author":37,"featured_media":50166,"comment_status":"open","ping_status":"closed","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 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