[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row module_class=”enbref” _builder_version=”4.27.5″ custom_margin=”||5%||false|false” custom_padding=”0px|||||” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text module_class=”enbref-content” _builder_version=”4.27.6″ custom_padding=”||12%||false|false” inline_fonts=”Roboto” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
In brief<\/strong><\/p>\n Definition of objectives, planning, change management, steering tools… Discover 10 best practices for structuring and successfully completing your HR projects, from the most operational to the most strategic.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n Today’s HR functions<\/strong> are managing increasingly complex projects: HRIS rollouts<\/a>, overhauling recruitment processes, digitizing training, implementing a skills management<\/a>strategy… These projects require multi-disciplinary teams, substantial budgets and tight deadlines.<\/p>\n Yet many HR projects struggle to meet their objectives, not because of a lack of business skills, but because of a lack of method. Rigorous project management<\/a> makes all the difference between a successful project and one that gets bogged down. <\/p>\n Here are the 10 best practices that structure the most successful HR projects.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n HR project management<\/strong> refers to the application of project management methods and tools to human resources initiatives.<\/p>\n It can be used to structure, plan, manage and evaluate any project with an impact on employees, HR processes<\/a> or HR information systems<\/strong>.<\/p>\n An HR project<\/strong> can take many different forms:<\/p>\n Whatever the nature of the project, the same fundamentals apply: rigorous framing, stakeholder involvement, active steering and change management<\/a>.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n The HR function<\/strong> has evolved from an administrative role to that of a strategic partner. With this evolution, the volume and complexity of the projects it handles have increased considerably. <\/p>\n Without a method, HR projects<\/strong> run into the same pitfalls: unclear objectives, ill-defined scope, underestimated resources, unaligned stakeholders, unanticipated resistance to change.<\/p>\n The result is often the same: missed deadlines, overrun budgets and deliverables that don’t meet initial expectations.<\/p>\n Project management<\/strong> provides the rigor needed to avoid these pitfalls and maximize the chances of success.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n Every HR project<\/strong> begins with a fundamental question: what problem are we trying to solve? What are the expected benefits, for whom, and in what timeframe? <\/p>\n Objectives must be defined using the SMART method<\/strong>: Specific, Measurable, Achievable, Realistic and Time-bound.<\/p>\n A vague objective like “improve recruitment” is not enough. A SMART objective would be: “Reduce the average recruitment time for critical positions from X weeks to Y weeks by the end of the first half of the year.” <\/p>\n Well-defined objectives frame the scope of the project, align stakeholders from the outset, and provide a compass for all subsequent decisions.<\/p>\n An HR project<\/strong> mobilizes human, financial and technical resources. Underestimating them is one of the most frequent causes of drift. <\/p>\n Resource planning involves :<\/p>\n Change management<\/strong> isn’t a step to be added at the end of a project; it’s a dimension that needs to be integrated right from the outset.<\/p>\n Every HR project impacts people: their work habits, their tools, sometimes their roles and responsibilities. Without support, resistance builds up and compromises the adoption of new practices. <\/p>\n Anticipating change management<\/strong> means :<\/p>\n Change management<\/strong> is not limited to a communication phase prior to deployment. It must be active throughout the project, with regular contact points with users. <\/p>\n Managing the transition involves maintaining an open dialogue, gathering feedback from the field, adjusting the support system in line with the difficulties encountered, and celebrating early successes to maintain commitment.<\/p>\n A project that communicates well upstream but disappears during the deployment phase generates anxiety and mistrust. Continuity of support is a key success factor. <\/p>\n Before going into operational detail, it’s essential to have an overview of the project: major phases, key milestones, dependencies between activities and expected delivery dates.<\/p>\n This macro-planning serves as a common reference for the entire project team. It enables critical periods to be identified, resource conflicts to be anticipated, and progress to be clearly communicated to stakeholders. <\/p>\n The kick-off marks the official launch of the project. It’s a key moment for aligning all stakeholders on objectives, scope, roles and schedule. A well-prepared kick-off creates the collective momentum needed to get the project off on the right foot. <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”3_5,2_5″ make_equal=”on” admin_label=”Image block + text” module_class=”bloc_2_colonnes” _builder_version=”4.27.4″ _module_preset=”default” background_color=”#a4d0fa” custom_margin=”||8%||false|true” custom_margin_tablet=”||0px||false|true” custom_margin_phone=”||15%||false|true” custom_margin_last_edited=”on|phone” custom_padding=”50px|50px|50px|50px|true|true” animation_style=”fade” border_radii=”on|23px|23px|23px|23px” saved_tabs=”all” locked=”off” collapsed=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”3_5″ module_class=”colonne_texte” _builder_version=”4.25.0″ _module_preset=”default” custom_padding=”||||false|false” custom_padding_tablet=”||||false|false” custom_padding_phone=”||||false|false” custom_padding_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text admin_label=”Titre – H2″ module_class=”Titre_40″ _builder_version=”4.25.0″ _module_preset=”default” custom_margin=”||10px||false|false” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Texte” module_class=”TexteCorps” _builder_version=”4.27.0″ _module_preset=”default” custom_margin=”0px||||false|false” animation_style=”fade” animation_direction=”left” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Discover the latest HR innovations and trends and accelerate your digital transformation.<\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/ebook-hr-innovations-trends\/” button_text=”See the innovations” button_alignment=”left” module_class=”Bouton fond_blanc” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_text_color=”#f36245″ button_border_width=”1px” button_border_color=”#f36245″ 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alt=”SQORUS logo” title_text=”HR Transformation Council – bandeau” align=”center” align_tablet=”center” align_phone=”center” align_last_edited=”on|tablet” disabled_on=”off|off|off” module_class=”image_fond” _builder_version=”4.27.4″ _module_preset=”default” background_enable_image=”off” positioning=”relative” width_tablet=”80%” width_phone=”100%” width_last_edited=”on|phone” animation_style=”slide” animation_direction=”right” animation_duration=”2000ms” animation_intensity_slide=”20%” border_radii=”on|300px|300px|300px|300px” border_width_all=”10px” border_color_all=”#d9e0e5″ global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.6″ custom_margin=”||-1px|||” custom_padding=”||3%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n Once the project has been launched, the project manager must draw up a detailed schedule. Gantt charts<\/strong> are an invaluable ally in this task. They provide a clear representation of all project stages and their deadlines, visualize the duration of each activity, identify available time margins and visually monitor progress. <\/p>\n The Gantt chart<\/strong> is particularly useful in complex HR projects, where several projects are running in parallel: HRIS configuration, user training, communication, data transfer, and where interdependencies need to be precisely managed.<\/p>\n [\/et_pb_text][et_pb_image src=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2022\/06\/gantt-chart-1.png” alt=”gantt-chart-1″ title_text=”gantt-chart-1″ align=”center” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”||8%||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_image][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n The Work Breakdown Structure<\/strong>(WBS<\/strong>) is a tool for breaking down a project into deliverables, phases and tasks. It enables each team member to know exactly what his or her scope of work is, and to have an overall view of the project’s content. <\/p>\n The WBS<\/strong> also facilitates risk management by making visible all the activities to be carried out, including those that might be overlooked in the heat of the moment. It must be drawn up in collaboration with all members of the project team to ensure that it is comprehensive and shared. <\/p>\n In an HRIS project<\/strong>, for example, the WBS<\/strong> will break down technical deliverables (parameterization, integrations, data transfer), functional deliverables (target processes, management rules) and support deliverables<\/strong> (training materials, communication plan).<\/p>\n For day-to-day operational monitoring, the Kanban board<\/strong> is a tool particularly well-suited to HR projects<\/strong>. Organized in columns representing task status (to do \/ in progress \/ completed), it provides an immediate visualization of progress, and helps to quickly identify bottlenecks. <\/p>\n Originally designed for technical projects, Kanban<\/strong> is perfectly suited to HR projects. It fosters transparency within the team, facilitates arbitration and is part of an agile project management<\/a> approach that is becoming increasingly popular in HR functions for its flexibility and ability to adapt to changes during the course of a project. <\/p>\n To ensure effective management, the project manager needs a dashboard to monitor overall project progress and communicate with stakeholders.<\/p>\n A good HR project<\/strong> dashboard should allow you to :<\/p>\n The key performance indicators<\/a> to be tracked vary according to the nature of the project, but generally include: rate of progress on deliverables, adherence to budget, identified risks and their level of criticality, and adoption indicators when the project enters the deployment phase.<\/p>\n The tenth best practice is to apply the Deming wheel, or PDCA (Plan-Do-Check-Act) cycle, to ensure the quality of deliverables and continuous improvement throughout the project.<\/p>\n The cycle is divided into four stages:<\/p>\n This cyclical approach is particularly relevant in long-term HR projects<\/strong>, where requirements can change along the way, and where the quality of deliverables directly conditions user adoption.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Beyond these 10 best practices for individual project management, HR Departments<\/strong> often have to manage a portfolio of<\/strong> simultaneous projects<\/strong>.<\/p>\n This additional dimension requires a global approach and structured HR project governance<\/a> to arbitrate between different projects, allocate resources optimally and ensure the coherence of initiatives.<\/p>\n To effectively manage a portfolio of HR projects<\/strong>, we recommend :<\/p>\n This approach optimizes the use of resources and maximizes the value created by all HR projects.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n The evolution of the HR function<\/strong>, both operationally and strategically, has enabled it to adopt management methods<\/strong> and tools that were previously reserved for other functional areas.<\/p>\n The agile method<\/strong>, for example, is increasingly used in HR projects<\/strong> for its flexibility and ability to adapt to change.<\/p>\n HR project management<\/strong> will continue to evolve with the growing adoption of agile methodologies<\/strong>, the use of more effective collaborative tools and the integration of artificial intelligence into management processes. To take this approach a step further, you can also optimize your HR management<\/a> with a data exchange platform. <\/p>\n At SQORUS, our experts are already supporting several customers in their HR<\/strong> transformation and projects<\/strong>. Contact our experts to discuss your projects and find out how we can help you optimize your HR project management<\/strong>. <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=”on|desktop” module_class=”cta-bleu” _builder_version=”4.27.6″ background_color=”#2029a0″ background_image=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2023\/12\/Bandeau-LB-Strategie-RH.png” background_size=”contain” background_position=”center_right” width=”100%” width_tablet=”90%” width_phone=”90%” width_last_edited=”on|phone” custom_margin=”||5%||false|true” custom_padding=”50px|400px|50px|55px|true|false” custom_padding_tablet=”50px|55px|50px|55px|true|true” custom_padding_phone=”40px|55px|40px|55px|true|true” hover_enabled=”0″ background_last_edited=”on|phone” background_enable_image_tablet=”off” border_radii=”on|23px|23px|23px|23px” global_module=”25050″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text module_class=”Titre_40 Titre_blanc” _builder_version=”4.24.0″ _module_preset=”default” header_2_font_size=”30px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text module_class=”FondBleu” _builder_version=”4.23.1″ _module_preset=”default” text_font=”||||||||” text_text_color=”#d6d8f4″ text_line_height=”30px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Optimize your HR strategy and discover the essential management tools you need to achieve your objectives. Don’t miss this opportunity to successfully manage your HR projects. <\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/ebook-which-tools-to-manage-your-hr-strategy\/” button_text=”Download” button_alignment=”left” button_alignment_tablet=”center” button_alignment_phone=”center” button_alignment_last_edited=”on|tablet” admin_label=”Bouton de t\u00e9l\u00e9chargement” module_class=”Bouton Fond_blanc” _builder_version=”4.27.0″ _module_preset=”default” custom_button=”on” button_text_size=”15px” button_text_color=”#f36145″ button_bg_color=”#FFFFFF” button_border_width=”1px” button_border_color=”#f36145″ button_border_radius=”50px” button_font=”||||||||” button_use_icon=”off” custom_margin=”20px||||false|false” custom_padding=”13px|25px|13px|25px|false|false” custom_css_free_form=”selector:hover{|| background-color: #FFF6F5 !important;||}” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section – Contactez nous” module_class=”Fond_bleu Fond_icone” _builder_version=”4.26.1″ custom_margin=”2rem||5rem||false|true” custom_margin_tablet=”4rem|40px|4rem|40px|true|true” custom_margin_phone=”|20px||20px|false|true” custom_margin_last_edited=”on|phone” custom_padding=”3rem||3rem||true|false” global_module=”31205″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row make_equal=”on” admin_label=”Text block” module_class=”LargeurBox” _builder_version=”4.25.0″ _module_preset=”default” animation_style=”fade” locked=”off” collapsed=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.25.0″ _module_preset=”default” custom_padding=”|9rem||9rem|false|true” custom_padding_tablet=”|0rem||0rem|false|true” custom_padding_phone=”|0rem||0rem|false|true” custom_padding_last_edited=”on|desktop” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text admin_label=”Sous-titre” module_class=”SousTitre” _builder_version=”4.25.0″ _module_preset=”default” text_font=”||||||||” text_orientation=”center” custom_margin=”||10px||false|false” text_orientation_tablet=”” text_orientation_phone=”center” text_orientation_last_edited=”on|tablet” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Contact<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Titre – H2″ module_class=”Titre_40″ _builder_version=”4.25.0″ _module_preset=”default” text_orientation=”center” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Texte” _builder_version=”4.25.1″ _module_preset=”default” text_text_color=”#d2d4ec” text_font_size=”21px” text_line_height=”35px” text_orientation=”center” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Contact us today and find out how we can work together to make your company’s digital future a reality.<\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/contact\/” button_text=”Contact SQORUS” button_alignment=”center” module_class=”Bouton fond_orange” _builder_version=”4.25.2″ _module_preset=”default” custom_margin=”30px||||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”4.18.0″ _module_preset=”default” global_module=”12729″ saved_tabs=”all” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.5″ custom_margin=”10%||||false|false” custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.5″ custom_padding=”||5%||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][dsm_faq dsm_make_accordion_toggle=”on” dsm_open_faq_item=”on” dsm_enable_schema_markup=”on” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″][dsm_faq_child dsm_title=”What is HR project management?” dsm_content=”<\/p>\n HR project management<\/strong> refers to the application of project management methods and tools to human resources initiatives.<\/p>\n It can be used to structure, plan, manage and evaluate any project with an impact on employees, HR processes or HR information systems, whether it's an HRIS roll-out, an overhaul of recruitment processes or a skills development program.<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][dsm_faq_child dsm_title=”Which project management method should I choose for my HRIS project?” dsm_content=”<\/p>\n The choice of method depends on the complexity and maturity of the project. The classic (waterfall) method is suitable for projects where the scope is well defined from the outset. The agile method is preferable for evolving projects, where requirements are gradually refined. <\/p>\n In practice, a hybrid approach, with a global structure in phases and short iteration cycles, is often best suited to large-scale HRIS projects.<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][dsm_faq_child dsm_title=”What are the main risks of an HR project, and how can you anticipate them?” dsm_content=”<\/p>\n The most frequent risks in HR projects<\/strong> are: an ill-defined scope that expands over the course of the project (scope creep), underestimated resources, insufficient change management<\/strong> that generates resistance, inadequate data quality during HRIS migrations<\/strong>, and deadlines that drift due to a lack of clear governance.<\/p>\n These risks can be anticipated through rigorous scoping, prior impact analysis, active governance and regular monitoring of project indicators.<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][\/dsm_faq][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Discover the 10 HR project management methods. From planning to follow-up, optimize every step and maximize your results. <\/p>\n","protected":false},"author":27,"featured_media":10513,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","_ayudawp_aiss_exclude":false,"footnotes":""},"categories":[492],"tags":[],"metiers":[226],"sujet":[468],"class_list":["post-10508","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-governance","metiers-hr","sujet-governance-en"],"acf":[],"yoast_head":"\nWhat is HR project management?
\n<\/h2>\n\n
Why is project management essential in HR?<\/h2>\n
10 best practices in HR project management<\/h2>\n
1. Clearly define project objectives<\/h3>\n
2. Plan the necessary resources<\/h3>\n
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3. Anticipating change management<\/h3>\n
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4. Managing transition throughout the project<\/h3>\n
5. Draw up a macro-plan and organize a kick-off<\/h3>\n
What are the latest HR innovations and trends?<\/h2>\n
6. Use Gantt charts to visualize planning<\/h3>\n
7. Structuring the project with the Work Breakdown Structure<\/h3>\n
8. Track progress with a Kanban board<\/h3>\n
9. Set up a monitoring dashboard<\/h3>\n
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10. Quality control with the Deming wheel (PDCA)<\/h3>\n
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Efficiently manage a portfolio of HR projects<\/h2>\n
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Conclusion: the evolution of HR project management practices<\/h2>\n
What tools can you use to manage your HR strategy?<\/h2>\n
A project? A request?A question?<\/h2>\n
See also our feature on “HR strategy management tools”. <\/h3>\n
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FAQ – HR project management<\/h2>\n