{"id":55677,"date":"2025-10-02T15:35:30","date_gmt":"2025-10-02T14:35:30","guid":{"rendered":"https:\/\/www.bizneo.com\/blog\/?p=55677"},"modified":"2026-08-14T08:05:25","modified_gmt":"2026-08-14T07:05:25","slug":"revision-salariale","status":"publish","type":"post","link":"https:\/\/www.bizneo.com\/blog\/fr\/revision-salariale\/","title":{"rendered":"R\u00e9vision salariale en RH : comment ajuster les salaires de mani\u00e8re \u00e9quitable et strat\u00e9gique"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">La <strong>r\u00e9vision salariale<\/strong> est le processus p\u00e9riodique d&#8217;analyse et d&#8217;ajustement des r\u00e9mun\u00e9rations d&#8217;une entreprise. Elle s&#8217;appuie sur la performance, le march\u00e9 et le cadre l\u00e9gal pour maintenir une <strong>politique salariale \u00e9quitable et comp\u00e9titive<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En 2026, les grands groupes fran\u00e7ais pr\u00e9voient des revalorisations salariales autour de <strong>2,1 % de leur masse salariale<\/strong>, en l\u00e9g\u00e8re baisse par rapport \u00e0 2025 selon les donn\u00e9es d&#8217;Alixio. Ce chiffre ne se pilote pas au hasard : il se construit \u00e0 travers un <strong>processus structur\u00e9<\/strong>, avec des crit\u00e8res objectifs et une m\u00e9thode claire pour \u00e9viter les d\u00e9cisions arbitraires.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">R\u00e9vision salariale, augmentation, ajustement : quelles diff\u00e9rences<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La <strong>r\u00e9vision salariale<\/strong> est le processus global : analyser l&#8217;ensemble des r\u00e9mun\u00e9rations de l&#8217;entreprise \u00e0 intervalles r\u00e9guliers, g\u00e9n\u00e9ralement chaque ann\u00e9e.<\/li>\n\n\n\n<li>L&#8217;<strong>ajustement salarial<\/strong> est l&#8217;action concr\u00e8te qui en d\u00e9coule : modifier effectivement un salaire, individuellement ou par cat\u00e9gorie de poste, \u00e0 la hausse le plus souvent.<\/li>\n\n\n\n<li>L&#8217;<strong>augmentation salariale<\/strong> est un cas particulier d&#8217;ajustement, d\u00e9cid\u00e9 pour un salari\u00e9 ou un groupe de salari\u00e9s pr\u00e9cis, en lien avec la performance, une promotion ou une obligation l\u00e9gale. Notre <a href=\"\/blog\/fr\/augmentation-salariale\/\" data-wpel-link=\"internal\" target=\"_blank\">article d\u00e9di\u00e9 \u00e0 l&#8217;augmentation salariale<\/a> d\u00e9taille ce cas individuel et son cadre l\u00e9gal.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">En r\u00e9sum\u00e9, la <strong>r\u00e9vision salariale pose le diagnostic<\/strong> sur l&#8217;ensemble de l&#8217;organisation. L&#8217;augmentation individuelle est une des d\u00e9cisions qui peuvent en sortir, au m\u00eame titre qu&#8217;un repositionnement de <a href=\"\/blog\/fr\/gpec\/\" data-wpel-link=\"internal\" target=\"_blank\">grille de poste dans le cadre d&#8217;une GPEC<\/a>.<\/p>\n\n\n\n<bzn-info><a href=\"\/blog\/fr\/gestion-des-ressources-humaines-grh\/\" id=\"destacado-post\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><span class=\"bzn-info-title\"><strong>GRH ou gestion des ressources humaines<\/strong><\/span><br> Strat\u00e9gies et bonnes pratiques<\/a><\/bzn-info>\n\n\n\n<h2 class=\"wp-block-heading\">Pourquoi mener une r\u00e9vision salariale : les facteurs \u00e0 consid\u00e9rer<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Quatre param\u00e8tres orientent g\u00e9n\u00e9ralement les d\u00e9cisions : la <strong>performance individuelle et collective<\/strong>, le <strong>niveau des salaires pratiqu\u00e9s par la concurrence<\/strong>, l&#8217;<strong>inflation et le co\u00fbt de la vie<\/strong>, et le <strong>cadre l\u00e9gal et r\u00e9glementaire<\/strong>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/fr\/tableau-de-bord-rh\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"820\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-1024x820.webp\" alt=\"Rapports l\u2019\u00e9galit\u00e9 des salaires\" class=\"wp-image-45323\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-1024x820.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-300x240.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-768x615.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-810x649.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1.webp 1125w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Dans la pratique, les enveloppes ne se r\u00e9partissent pas \u00e0 parts \u00e9gales. Lors des <strong>n\u00e9gociations annuelles obligatoires de 2026<\/strong>, les augmentations individuelles bas\u00e9es sur la performance atteignaient en moyenne 1,6 % de la masse salariale, contre 1,0 % pour les augmentations g\u00e9n\u00e9rales appliqu\u00e9es \u00e0 tous. Une r\u00e9vision salariale qui ignore cette tendance risque de sous-r\u00e9compenser les profils les plus strat\u00e9giques.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L&#8217;<strong>\u00e9quit\u00e9 interne<\/strong> m\u00e9rite une attention \u00e0 part : deux postes \u00e9quivalents r\u00e9mun\u00e9r\u00e9s diff\u00e9remment sans justification objective cr\u00e9ent un climat de d\u00e9fiance qui p\u00e8se sur la <a href=\"\/blog\/fr\/gestion-des-talents\/\" data-wpel-link=\"internal\" target=\"_blank\">r\u00e9tention des talents<\/a>, ind\u00e9pendamment du niveau global des salaires.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sur ce dernier point, le <strong>cadre l\u00e9gal \u00e9volue<\/strong>. La directive europ\u00e9enne sur la transparence salariale devait \u00eatre transpos\u00e9e en droit fran\u00e7ais avant le <strong>7 juin 2026<\/strong>. Cette \u00e9ch\u00e9ance est d\u00e9pass\u00e9e : le projet de loi poursuit son parcours parlementaire, avec une adoption vis\u00e9e fin 2026.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/hello.bizneo.com\/template\/directive-europeenne-transparence-salariale\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"154\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR-1024x154.jpg\" alt=\"Guide Transparence Salariale\" class=\"wp-image-62063\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR.jpg 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Les entreprises ont int\u00e9r\u00eat \u00e0 <strong>structurer leur politique de r\u00e9mun\u00e9ration d\u00e8s maintenant<\/strong>, avant l&#8217;entr\u00e9e en application du texte, plut\u00f4t que de r\u00e9agir dans l&#8217;urgence une fois la loi vot\u00e9e.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La <strong>p\u00e9riodicit\u00e9<\/strong> varie selon la taille et la maturit\u00e9 RH de l&#8217;entreprise. La plupart des soci\u00e9t\u00e9s fran\u00e7aises m\u00e8nent leur campagne une fois par an, en lien avec la cl\u00f4ture de l&#8217;exercice fiscal. Certains grands groupes optent pour un <strong>cycle semestriel<\/strong> afin de r\u00e9agir plus vite \u00e0 l&#8217;inflation ou \u00e0 la tension sur des postes pr\u00e9cis.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/fr\/tableau-de-bord-rh\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"730\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-evaluation-performances-objectifs--1024x730.webp\" alt=\"Rapports d'\u00e9valuation des performances et objectifs\" class=\"wp-image-45320\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-evaluation-performances-objectifs--1024x730.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-evaluation-performances-objectifs--300x214.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-evaluation-performances-objectifs--768x548.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-evaluation-performances-objectifs--810x578.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-evaluation-performances-objectifs--1140x813.webp 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-evaluation-performances-objectifs-.webp 1500w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">La m\u00e9thode en 4 \u00e9tapes pour structurer une campagne de r\u00e9vision salariale<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Un <strong>cycle complet dure g\u00e9n\u00e9ralement 10 \u00e0 12 semaines<\/strong>, r\u00e9parties en quatre phases distinctes, chacune avec ses acteurs et ses livrables propres.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Chaque \u00e9tape mobilise des <strong>acteurs diff\u00e9rents<\/strong>. L&#8217;\u00e9quipe RH ou C&amp;B pilote l&#8217;ensemble du calendrier et centralise les donn\u00e9es. La direction fixe les orientations budg\u00e9taires. La direction financi\u00e8re valide l&#8217;enveloppe globale, tandis que les managers formulent et d\u00e9fendent les propositions d&#8217;ajustement pour leur \u00e9quipe.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>\u00c9tape<\/th><th>Contenu<\/th><th>Dur\u00e9e indicative<\/th><\/tr><\/thead><tbody><tr><td>1. Planification<\/td><td>Calendrier, budget, acteurs impliqu\u00e9s (RH, direction, finance, managers)<\/td><td>2-3 semaines<\/td><\/tr><tr><td>2. Collecte et analyse<\/td><td>Donn\u00e9es de performance, \u00e9carts de r\u00e9mun\u00e9ration, benchmark march\u00e9, obligations l\u00e9gales<\/td><td>5-8 semaines<\/td><\/tr><tr><td>3. Arbitrage<\/td><td>R\u00e9partition du budget, propositions des managers, validation et calibrage<\/td><td>2-3 semaines<\/td><\/tr><tr><td>4. Communication et mise en \u0153uvre<\/td><td>Information des managers puis des salari\u00e9s, application des d\u00e9cisions, collecte de feedback<\/td><td>2-3 semaines<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">La <strong>r\u00e9union de calibrage<\/strong> est souvent le moment le plus d\u00e9licat du cycle. Elle r\u00e9unit les RH et les managers pour comparer les propositions d&#8217;une \u00e9quipe \u00e0 l&#8217;autre, rep\u00e9rer les incoh\u00e9rences et s&#8217;assurer qu&#8217;un m\u00eame niveau de performance re\u00e7oit un traitement comparable, quel que soit le manager qui l&#8217;\u00e9value.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les entreprises qui <strong>sautent l&#8217;\u00e9tape de calibrage entre managers<\/strong> voient g\u00e9n\u00e9ralement davantage d&#8217;\u00e9carts d&#8217;\u00e9quit\u00e9 interne signal\u00e9s l&#8217;ann\u00e9e suivante, ce qui alourdit le cycle suivant plut\u00f4t que de le simplifier.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/fr\/gestion-des-competences-gpec\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1500\" height=\"942\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-KPIs-performance-employes.webp\" alt=\"Indicateurs de Performances \" class=\"wp-image-26270\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-KPIs-performance-employes.webp 1500w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-KPIs-performance-employes-300x188.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-KPIs-performance-employes-1024x643.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-KPIs-performance-employes-768x482.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-KPIs-performance-employes-320x200.webp 320w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-KPIs-performance-employes-810x509.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-KPIs-performance-employes-1140x716.webp 1140w\" sizes=\"(max-width: 1500px) 100vw, 1500px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">La phase de collecte est souvent la plus longue parce qu&#8217;elle d\u00e9pend de <strong>donn\u00e9es dispers\u00e9es entre plusieurs services<\/strong> : RH, paie, direction financi\u00e8re. Centraliser ces sources en amont raccourcit nettement le cycle global.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/hello.bizneo.com\/template\/erreurs-evaluation-performances\/?utm_content=post-banner-medio\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"154\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/Erreurs-evaluation-talents-competences-1024x154.jpg\" alt=\"Erreurs courantes dans l'\u00e9valuation des talents et comp\u00e9tences\" class=\"wp-image-41370\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/Erreurs-evaluation-talents-competences-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/Erreurs-evaluation-talents-competences-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/Erreurs-evaluation-talents-competences-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/Erreurs-evaluation-talents-competences-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/Erreurs-evaluation-talents-competences-1140x171.jpg 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/Erreurs-evaluation-talents-competences.jpg 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Le r\u00f4le du logiciel RH dans une r\u00e9vision salariale<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Une r\u00e9vision salariale mobilise des <strong>donn\u00e9es dispers\u00e9es<\/strong> : \u00e9valuations de performance, historique des salaires, comparatifs march\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sans outil centralis\u00e9, la campagne repose souvent sur des <strong>fichiers Excel envoy\u00e9s par email<\/strong>, avec le risque de versions contradictoires entre RH et managers. Centraliser les donn\u00e9es de performance et de r\u00e9mun\u00e9ration dans un m\u00eame syst\u00e8me r\u00e9duit ce risque et raccourcit la phase de collecte, g\u00e9n\u00e9ralement la plus longue du cycle.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/fr\/gestion-des-competences-gpec\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1125\" height=\"969\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-evaluation-performance-competences.webp\" alt=\"Logiciel de Gestion des Compe\u0301tences\" class=\"wp-image-25378\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-evaluation-performance-competences.webp 1125w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-evaluation-performance-competences-300x258.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-evaluation-performance-competences-1024x882.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-evaluation-performance-competences-768x662.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-evaluation-performance-competences-810x698.webp 810w\" sizes=\"(max-width: 1125px) 100vw, 1125px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Le <a href=\"\/fr\/gestion-des-competences-gpec\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">logiciel d&#8217;\u00e9valuation de la performance<\/a> de Bizneo HR <strong>centralise l&#8217;historique des \u00e9valuations et des KPIs<\/strong> par collaborateur, ce qui permet aux RH d&#8217;objectiver les propositions d&#8217;ajustement transmises aux managers plut\u00f4t que de s&#8217;appuyer sur une impression.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cette centralisation profite aussi au <a href=\"\/blog\/fr\/systeme-evaluation-de-la-performance\/\" data-wpel-link=\"internal\" target=\"_blank\">syst\u00e8me d&#8217;\u00e9valuation de la performance<\/a> dans son ensemble : les d\u00e9cisions de r\u00e9mun\u00e9ration deviennent tra\u00e7ables et <strong>comparables d&#8217;un cycle \u00e0 l&#8217;autre<\/strong>, ce qui facilite l&#8217;argumentation face \u00e0 un salari\u00e9 ou un d\u00e9l\u00e9gu\u00e9 syndical.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/fr\/gestion-des-competences-gpec\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"779\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/types-evaluations-performance-competences-1024x779.webp\" alt=\"types d'\u00e9valuations\" class=\"wp-image-41493\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/types-evaluations-performance-competences-1024x779.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/types-evaluations-performance-competences-300x228.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/types-evaluations-performance-competences-768x584.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/types-evaluations-performance-competences-810x616.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/types-evaluations-performance-competences-1140x867.webp 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/types-evaluations-performance-competences.webp 1500w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Une <strong>r\u00e9vision salariale bien men\u00e9e<\/strong> ne se mesure pas \u00e0 l&#8217;enveloppe distribu\u00e9e, mais \u00e0 ce qu&#8217;elle \u00e9vite : des d\u00e9parts de talents mal pay\u00e9s, des contentieux pour \u00e9carts injustifi\u00e9s, et des managers qui d\u00e9couvrent le calendrier la veille de l&#8217;entretien.<\/p>\n\n\n<p><!-- NOTE POUR ANTOINE : les blocs ci-dessous (31543, 33321, 26273, 25568, 45328, 45494) apparaissaient tous vers la fin de l'article d'origine. Comme le texte est plus court, ils se retrouvent group\u00e9s ici. \u00c0 toi de garder les plus pertinentes et de supprimer le reste. --><\/p>\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/fr\/gestion-des-competences-gpec\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1360\" height=\"408\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/logiciel-evaluation-competences.jpg\" alt=\"logiciel \u00e9valuation des comp\u00e9tences et performances)\" class=\"wp-image-45493\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/logiciel-evaluation-competences.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/logiciel-evaluation-competences-300x90.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/logiciel-evaluation-competences-1024x307.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/logiciel-evaluation-competences-768x230.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/logiciel-evaluation-competences-810x243.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/logiciel-evaluation-competences-1140x342.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>La r\u00e9vision salariale est le processus p\u00e9riodique d&#8217;analyse et d&#8217;ajustement des r\u00e9mun\u00e9rations d&#8217;une entreprise. Elle s&#8217;appuie sur la performance, le march\u00e9 et le cadre l\u00e9gal pour maintenir une politique salariale \u00e9quitable et 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