Romain Rissoan

Digital HR Trainer Consultant

romain rissoan consultant formateur digital rh

As a bilingual Qualiopi Digital HR Consultant Trainer English, I specialize in helping organizations make the most of take full advantage of digital HR tools and strategies. tools and strategies. My mission is to help you achieve your goals by creating digital initiatives that facilitate training, communication communication and workflow management within your organization. company.

I’ve worked with companies of all sizes, implementing digital digital HR training resources such as interactive online courses, how-to guides, explainer videos and webinars. My aim is to enable your teams to rapidly acquire new skills, stay up to date with industry best practices and be more productive. productive. I also provide personalized advice and support to your team members or department, to maximize their success in using their success in using digital tools. With my in-depth knowledge of digital HR tools and processes processes, I place great emphasis on user experience, data security security, operational scalability and compliance. compliance. I’m passionate about finding optimal solutions, specifically tailored to your needs. As a Digital HR Training Consultant, I’m here to provide you with and guide you in the effective use of digital HR tools and strategies. digital HR tools and strategies. Thanks to my expertise knowledge, I’m convinced I can help you achieve success by implementing success by implementing modern digital HR solutions. Don’t hesitate to contact me to discuss how I can help you. I look forward to working with you and your team to develop an effective effective digital HR training program in your organization. organization. Together, we’ll ensure that everyone is fully informed of the latest tools and strategies to succeed in their their respective roles. As a Digital HR Training Consultant, I’m here to accompany you every step of the way.

My Digital HR Trainer content

Digital HR in a nutshell

Digital HR, or “e-HR”, refers to all the digital techniques techniques, tools and services used to optimize and improve human resources management. It is in fact a digital shift in a company’s HR function. company.

The digital HR function is a response to major challenges. challenges. For the company, it’s an essential step towards align with the new behaviors and habits of candidates and of candidates and employees. It is also a powerful and competitiveness for the company. Take action digital transformation within the HR function firstly enables to automate time-consuming tasks such as payroll management such as payroll management, job management, absence management, vacation management, expense management, scheduling, etc. expense reports, schedules, etc.

. This enables HR teams to save time and focus on their core business their core business and on high value-added missions (talent management and employee loyalty, training, etc.). The dematerialization of the HR function is also essential to simplify and accelerate talent acquisition, thus reducing recruitment costs and limit sourcing errors (with the help of big data, artificial intelligence and artificial intelligence, statistical tools, HR management HR management software…). Tools such as cloud computing also make it possible to secure and simplify the management of HR data. Digital tools will also improve the onboarding and welcoming of new employees (for example, by offering them access to a digital access to a digital platform designed to simplify onboarding).

This is one of the main challenges facing the HR function digitalization: coping with changes in working practices and and employee expectations. Quality of life at work, well-being mobility, teleworking… these are the new aspirations of employees, who want a stronger employee experience that is just as beneficial beneficial for the company. It’s a challenge facing HR, and where digitalization is providing them with increasingly adapted tools, as well as new trends. but also new trends.

Artificial intelligence, digitalization of professions, employee employee advocacy, nomadic work… HR digitization covers numerous far beyond the dematerialization of pay slips. These themes take the form of digital tools and practices: digital safe, workflow and automatic reminders, dashboards dashboards…. the list goes on.

Digitizing your HR means equipping yourself with a tool (an HR HRIS, for example) that will require an investment investment. But what is the ROI on digitization? What benefits can you expect from an HRIS? By digitizing processes, as we saw above, HR departments save time on the most on the most common tasks (and time is money). Less time spent on processing and data entry, fewer errors, not to mention paper savings thanks to the dematerialization of day-to-day HR documents. Time saved can be devoted to higher value-added tasks.

– HR digitization also enables you to Digitizing your HR also enables you to re-internalize functions outsourced by your company, such as payroll preparation, for example. payroll, for example. But HR digitization also has many hidden hidden benefits. Digitization helps to create a better employee employee experience, improve the quality of working life and, ultimately performance. Employees spend less time administrative tasks and benefit from easier access to information. access to information.

Digital HR Training content

Diagnose your recruitment process.

Legal framework adapted to bind recruiters: non-discrimination, RGPD… Describe the candidate’s function and profile. Use social networks to define strategies for sourcing multi-channel sourcing strategies. Identify the contribution of digital to recruitment. Filter candidates. Conduct structured recruitment interviews. Master the key skills of active listening: asking and reformulate. Identify key points in the integration process.

Identify the issues and stages of GPEC.

Learn the essentials of legal frameworks and agreements. Develop career maps and skills pools. Identify sensitive and strategic companies. Identify qualitative and quantitative gaps. Develop a human resources action plan.

Clarify GPEC and training.

Position yourself in professional training: legal framework, financing, players and governance. Implement guidelines and processes for training in leadership Implementation plan, evaluation training

Identify the issues and roles of the various players.

Identify assessment support and benchmarks. Evaluate objectively and prevent dangerous situations. Distinguish between annual and professional interview. Explore motivation and professional projects. Handle difficult cases in terms of mobility.

Adopt criteria for assessing potential and talents.

Talent review” animation. Developing a succession plan. Developing and retaining talent

Determine the components of total compensation. Analyze payroll.

Customized compensation. Create a variable section. Identify the compensation scheme

Determine the applicable text.

Identify new forms of work. Manage employment contracts: selection, modification and termination. Manage working hours. Disciplinary laws apply.

Skills for DS, CSE, CSSCT.

Determine the location of the company agreement. Master the challenges of institutional meetings.

My Digital HR Trainer FAQ

Deloitte defines digital HR as the use of technology technology to provide employees with the information, resources resources and support they need to do their jobs well. do their jobs well. This technology can be used to help employees employees access company benefits, track their performance and connect performance and connect with other employees. In short is a type of HR technology used by employers to help manage their employees. help them manage their employees.

Body paragraphs: One of the ways digital HR helps employees do their jobs well is by providing them with the information they need. Technology can be used to verify employee benefits, connect with other employees and more. It also helps employees share information information on company policies and procedures. All this helps employees do their jobs better and be more efficient. Digital HR also helps employers track employee performance employee performance and reward the right people. This can be done using tools such as scorecards, performance appraisals or performance reviews or surveys. Technology makes it easy for employers to easily see where employees stand in relation to other members of their workgroup. It also enables companies to reward good performance with higher pay or additional or additional benefits. In addition, many people believe that digital HR can be used to manipulate be used to manipulate employees and make them feel less important. This is possible because technology allows employers to to access employees’ private information. It also enables employers to provide feedback on employee performance and reward and reward or punish employees based on this feedback. feedback.

HR departments collect data on employees to help them make decisions. Workers often find this data intrusive and prefer not to share it. However, the collection and use of HR data improves the workplace and help workers feel valued. Having this knowledge is essential for successful HR professionals. professionals.

Body paragraphs: HR professionals need data about employees to make informed decisions. For example, they can use it to find out which employees have unscheduled unplanned absences. They can also use the data to find employees with bad attitudes or health problems who are who are absent from work. This information helps HR professionals to decide which employees need help and who should be let go. The data collected is excellent for HR professionals as it helps them to do their job properly. their jobs. However, some people find employee data intrusive and prefer not to share it. This is particularly true when it comes to sensitive information, such as health problems or sexual orientation. Some workers will share data if they feel it will help them, but most feel uncomfortable doing so. feel uncomfortable doing so. In addition, confidentiality can make it difficult to obtain accurate data. data. For example, a company may have to ask employees if they are ill so that they can provide accurate records. The collection of employee data is beneficial for HR professionals, but can be intrusive and uncomfortable for workers. uncomfortable. It’s important that employees feel valued and respected and respected when their data is collected and used by their employers. Workers may not like their personal information being personal information being analyzed, but collecting and using HR data improves their workplace.

Effective communication is essential to the smooth of a company. Communication is also essential essential in the workplace, which is why it’s important to have digital HR software. Digital HR software helps to recruit, train and manage employees. The software facilitates job search and tracking of candidate information. information. It also enables real-time communication between employees, managers and customers. Having digital HR software has many advantages, including making hiring and employee relations easier. hiring and employee relations.

Body paragraphs : Digital HR software helps with hiring. It makes it easy for hiring managers to find the candidates for available jobs. This saves time to concentrate on other tasks. It also enables companies to easily track employee growth and assign new roles as needed. The hiring process is much easier with digital HR software. Digital HR software is also useful for training new employees. new employees. It enables employees to keep abreast of the company’s policies and procedures. It also enables new recruits to follow their colleagues during new employee training sessions. This ensures that all new employees are trained before they start work, and is essential for any company. Having digital HR software makes training employees quickly and painlessly. Digital HR software is also useful for employee management. management. It helps with scheduling, time tracking and feedback. feedback. It also enables employees to submit vacation requests vacation requests and report issues requiring immediate attention. Implementing an employee management system enables companies to companies to manage their staff effectively.
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