[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 Agile methods, KPIs, dashboards, HRIS: there are many HR management tools, but their effectiveness depends on a choice aligned with your strategy.<\/p>\n Find out which indicators to track, how to structure your HR dashboard and why a well-deployed HRIS makes all the difference.<\/p>\n <\/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” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n To successfully implement your HR strategy<\/a>, you need the right tools. By tools, we obviously mean software specialized in data management, as is the case with HRIS<\/a>, which are on the rise, but also methods and processes that enable greater flexibility.<\/p>\n These issues are directly in line with the major challenges facing HR departments today<\/a>, who have to reconcile performance, compliance and commitment in a context of accelerated transformation.<\/p>\n Here, we’ll look at the various HR management tools<\/strong> available to help you successfully implement your HR strategy.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ custom_padding=”0px|||||” 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 has adapted its working methods to gain flexibility<\/strong>. In order to break out of the box of rigorous methods, HR is taking a lot of inspiration from what is happening in the IT world. Agile methods are processes that put all the players at the heart of a problem, and in which needs take precedence over the defined plan.<\/p>\n The strength of these methods lies in their ability to adapt to change,<\/strong> a major challenge for organizations in the era of the “all connected”. This type of method also increases employee commitment by empowering teams. These transformations in working methods require structured change management<\/a> to ensure their lasting adoption.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” border_radii=”on|23px|23px|23px|23px” locked=”off” inline_fonts=”Roboto” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Classic method (V-cycle) :<\/strong><\/p>\n Agile method :<\/strong><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ custom_padding=”||5%||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n To measure the relevance and impact of an HR strategy<\/strong>, it’s important to master and exploit the notion of KPIs. KPIs are key performance indicators.<\/strong> Their purpose is to measure, for example, the effectiveness of a recruitment campaign or the impact of a communication campaign.<\/p>\n For the HR function, it is important to choose its indicators before starting a campaign. To give you an idea, the most commonly used indicators in HR, on recruitment for example, are: the need for recruitment over a year, the number of interviews conducted, the time required for recruitment, from its implementation to the signing of the contract, and the turnover rate. The use of tools, such as HRIS, is a plus that should not be overlooked.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” border_radii=”on|23px|23px|23px|23px” locked=”off” inline_fonts=”Roboto” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Fewer but better chosen KPIs: an effective HR dashboard is based on 8 to 15 truly actionable indicators, not on a report of 87 KPIs whose last column no-one reads.<\/p>\n Each indicator must be aligned with a precise strategic objective, measurable and updated at a defined frequency.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ custom_padding=”0px|||||” 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” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n In order to steer the upstream strategy and exploit the notion of KPIs<\/strong>, the implementation of a human resources management information system is essential.<\/p>\n Like enterprise resource planning (ERP) software, HRIS<\/strong> consists of a set of software bricks designed to adapt perfectly to a company’s needs.<\/p>\n In particular, they enable :<\/p>\n Using this tool to manipulate HR indicators facilitates decision-making.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”0px|||||” 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” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n In 2026, steering HR strategy<\/strong> without reliable indicators and appropriate tools means steering blindly. Organizations that invest in a structured HR dashboard<\/strong> and a high-performance HRIS do more than just measure performance: they anticipate risks, secure their decisions and demonstrate the value of the HR function to management. <\/p>\n The key is not to multiply the number of tools, but to choose those that are truly aligned with your strategy, and to bring them to life with reliable, regularly updated data that are actively used in decision-making. To structure this approach, our HR Transformation Council offer<\/a> supports you from the definition of your strategy right through to operational deployment. <\/p>\n Would you like to structure or optimize your HR management<\/strong>? Our SQORUS consultants can help you define your KPIs, build your dashboards and choose your HRIS. Contact us for an initial discussion, or find out more about our HR strategy Council offer<\/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=”4.27.5″ _module_preset=”default” background_color=”#20299f” background_image=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2026\/04\/Bandeau-Guide-Choisir-outil-Data-et-BI-enjeux-RH.png” background_size=”contain” background_position=”center_right” width=”100%” width_tablet=”90%” width_phone=”90%” width_last_edited=”on|phone” custom_margin=”||3%||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” background_last_edited=”on|phone” background_enable_image_tablet=”off” border_radii=”on|23px|23px|23px|23px” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text module_class=”Titre_40 Titre_blanc” _builder_version=”4.27.5″ _module_preset=”default” header_2_font_size=”30px” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text module_class=”FondBleu” _builder_version=”4.27.5″ _module_preset=”default” text_font=”||||||||” text_text_color=”#d6d8f4″ text_line_height=”30px” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n You’ve listed the tools on the market? Now it’s time to choose the right one for your organization and your HR reality. <\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/guide-choisir-outil-data-bi-enjeux-rh\/” 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=”4.27.5″ _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;||}” locked=”off” 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_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″ _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=”4.27.6″ 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” global_colors_info=”{}” theme_builder_area=”post_content”][dsm_faq_child dsm_title=”What is an HR dashboard and what purpose does it serve?” dsm_content=”<\/p>\n An HR dashboard is a strategic management tool that centralizes key human resources indicators: recruitment, commitment, training, payroll, absenteeism. It enables objective management decisions, anticipates social risks and aligns HR policy with corporate strategy. Its effectiveness depends on the quality of the data it is fed with, and the regularity with which it is used. <\/p>\n \u00a0<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″][\/dsm_faq_child][dsm_faq_child dsm_title=”What are the most important HR KPIs to track in 2026?” dsm_content=”<\/p>\n Priority indicators vary according to the organization's challenges, but the most universally monitored are: turnover rate (overall and for critical positions), absenteeism rate, eNPS (Employee Net Promoter Score), average recruitment time, internal mobility rate and payroll\/sales ratio. In 2026, predictive indicators: risks of departure, future skills requirements, will take on increasing importance thanks to HRIS integrating AI. <\/p>\n \u00a0<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″][\/dsm_faq_child][dsm_faq_child dsm_title=”What’s the difference between HRIS and dedicated HR software?” dsm_content=”<\/p>\n Dedicated HR software generally covers a limited functional scope (recruitment, training, payroll). An HRIS (Human Resources Information System) is an integrated platform that centralizes all HR data: payroll, skills, training, reporting, in a single system. <\/p>\n It offers a consolidated view of the HR function and enables more detailed management, but requires greater investment and support for deployment.<\/p>\n \u00a0<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″][\/dsm_faq_child][dsm_faq_child dsm_title=”How do you choose the right HRIS for your organization?” dsm_content=”<\/p>\n The choice of HRIS should be guided by four criteria: functional suitability for your current and future HR processes, ability to integrate with your existing systems (payroll, ERP, ATS), ease of use for your teams, and the vendor's technological roadmap (particularly its AI capabilities).<\/p>\n AMOA support upstream of the selection process helps to formalize your needs and secure your decision.<\/p>\n \u00a0<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″][\/dsm_faq_child][\/dsm_faq][\/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]<\/p>\n","protected":false},"excerpt":{"rendered":" In order to successfully implement its strategy, it is important for human resources to have the right HR management tools at its disposal. <\/p>\n","protected":false},"author":27,"featured_media":6440,"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,"_ayudawp_aiss_summary":"","_ayudawp_aiss_summary_provider":"","_ayudawp_aiss_summary_hash":"","footnotes":""},"categories":[393,407],"tags":[],"metiers":[226,177],"sujet":[217],"class_list":["post-9092","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-data-en","category-hr-strategy-transformation","metiers-hr","metiers-rh","sujet-advisory-en"],"acf":[],"yoast_head":"\n<\/span>Classic project management or agile method<\/span><\/h2>\n
Classical vs. agile method<\/h3>\n
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<\/span>Key performance indicators in the context of HR function management<\/span><\/h2>\n
<\/span>HR process management through an HRIS<\/span><\/h2>\n
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<\/span>Conclusion: HR management, a strategic lever in its own right<\/span><\/h2>\n
<\/span>Choosing your Data & BI tool for your HR challenges<\/span><\/h2>\n
<\/span>A project? A request?A question?<\/span><\/h2>\n
<\/span>FAQ – HR management tools<\/span><\/h2>\n
See also our feature on “HR strategy management tools”. <\/h3>\n
\n