{"id":41,"date":"2015-05-05T08:12:00","date_gmt":"2015-05-05T07:12:00","guid":{"rendered":"https:\/\/www.dragnsurvey.com\/blog\/?p=41"},"modified":"2026-01-08T09:58:02","modified_gmt":"2026-01-08T08:58:02","slug":"la-mise-en-place-dun-plan-devaluation","status":"publish","type":"post","link":"https:\/\/www.dragnsurvey.com\/blog\/la-mise-en-place-dun-plan-devaluation\/","title":{"rendered":"<div style=\"margin-top:3rem;margin-bottom:1rem;\"><span class=\"firstpart\">Comment mettre en place une<\/span>   \u00e9valuation du personnel ?<\/div>"},"content":{"rendered":"\n<p>Avant de mettre en place une \u00e9valuation des collaborateurs, il est recommand\u00e9&nbsp;de se poser quatre questions&nbsp;: pourquoi, quoi, par qui et comment.<\/p>\n\n\n\n<p>L'\u00e9valuation s'effectue le plus souvent&nbsp;suite \u00e0&nbsp;la diffusion d'un questionnaire aupr\u00e8s des employ\u00e9s. Les salari\u00e9s devront le compl\u00e9ter en amont&nbsp;de leur bilan annuel ou entretien de fin d'ann\u00e9e. Le mode de diffusion peut \u00eatre optimis\u00e9 en ayant recours \u00e0 un logiciel de sondage&nbsp;en ligne. En effet, une solution d'emailing est int\u00e9gr\u00e9e \u00e0 l'application et&nbsp;permet une&nbsp;diffusion simple \u00e0 l'ensemble de vos collaborateurs. De plus, le logiciel&nbsp;offre la possibilit\u00e9 de g\u00e9n\u00e9rer un lien web afin d'int\u00e9grer l'enqu\u00eate sur votre CRM ou votre intranet. <\/p>\n\n\n\n<p>La diffusion est ainsi optimis\u00e9e et le traitement des donn\u00e9es automatis\u00e9.<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><em>&gt;&gt; Rendez-vous sur <strong>Drag'n Survey<\/strong> et cr\u00e9ez votre <strong><a href=\"https:\/\/www.dragnsurvey.com\/fr\/exemples\/ressources-humaines\/?cd=648752&amp;utm_source=blog&amp;utm_medium=dragnsurvey&amp;utm_campaign=blog_Plan_Evaluation_Du_Personnel&amp;utm_term=click_here\">questionnaire \u00e9valuation employ\u00e9<\/a><\/strong><\/em><\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"697\" height=\"383\" src=\"https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2015\/05\/Les-vis\u00e9es-de-l\u00e9valuation.png\" alt=\"Les vis\u00e9es de l'\u00e9valuation\" class=\"wp-image-40\" srcset=\"https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2015\/05\/Les-vis\u00e9es-de-l\u00e9valuation.png 697w, https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2015\/05\/Les-vis\u00e9es-de-l\u00e9valuation-300x165.png 300w\" sizes=\"auto, (max-width: 697px) 100vw, 697px\" \/><\/figure>\n<\/div>\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Pourquoi mettre en place une\u00a0\u00e9valuation du personnel\u00a0?<\/h2>\n\n\n\n<p>De nombreuses raisons existent. Il peut servir :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A r\u00e9ajuster des r\u00e9mun\u00e9rations<\/li>\n\n\n\n<li>A identifier des besoins en formations<\/li>\n\n\n\n<li>Apr\u00e9parer des \u00e9volutions professionnelles<\/li>\n<\/ul>\n\n\n\n<p>L\u2019appr\u00e9ciation en entreprise sert aussi \u00e0 d\u00e9terminer l\u2019int\u00e9gration d\u2019un nouvel employ\u00e9, r\u00e9pondre \u00e0 un v\u0153u des salari\u00e9s, faciliter la gestion du personnel, favoriser la communication ou responsabiliser l\u2019encadrement, etc.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><a href=\"https:\/\/app.dragnsurvey.com\/fr\/inscription\/?cd=648752&amp;utm_source=blog&amp;utm_medium=dragnsurvey&amp;utm_campaign=blog_Plan_Evaluation_Du_Personnel&amp;utm_term=Inscription_form\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"200\" src=\"https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2021\/06\/creer-questionnaire-en-ligne-sondage-quiz.png\" alt=\"\" class=\"wp-image-4559\" srcset=\"https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2021\/06\/creer-questionnaire-en-ligne-sondage-quiz.png 500w, https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2021\/06\/creer-questionnaire-en-ligne-sondage-quiz-300x120.png 300w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/a><\/figure>\n<\/div>\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Il est int\u00e9ressant d\u2019interroger les salari\u00e9s sur ce qu\u2019ils en attendent. En 2005, le <em>Journal du management <\/em>a r\u00e9alis\u00e9 une enqu\u00eate qui pr\u00e9cise les attentes. <strong>La premi\u00e8re attente est l\u2019\u00e9volution de carri\u00e8re au sein de l\u2019entreprise<\/strong>. La deuxi\u00e8me est la fixation de nouveaux objectifs pour un poste. La troisi\u00e8me est de pouvoir pr\u00e9ciser ses besoins en mati\u00e8re de formation. La quatri\u00e8me est de d\u00e9terminer les forces et les faiblesses de l'employ\u00e9.<\/p>\n\n\n\n<p>Pour un plan efficace, il n'est pas recommand\u00e9&nbsp;d\u2019appr\u00e9cier \u00e0 la fois les r\u00e9sultats, les comportements, le potentiel et de recueillir les \u00e9l\u00e9ments permettant de mettre en place un plan de formation. Il est pr\u00e9f\u00e9rable d'interroger le collaborateur sur un crit\u00e8re ou besoin \u00e0 la fois. En effet, un collaborateur pourrait orienter ses r\u00e9ponses li\u00e9es aux r\u00e9sultats afin d'obtenir une formation sp\u00e9cifique. <\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Que souhaitez-vous \u00e9valuer\u00a0?<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">Les employ\u00e9s<\/mark><\/h3>\n\n\n\n<p>Afin d\u2019identifier les forces et les faiblesses. On d\u00e9terminera ensuite les mesures \u00e0 prendre pour am\u00e9liorer les performances.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">Les r\u00e9sultats<\/mark><\/h3>\n\n\n\n<p>On d\u00e9terminera dans un premier temps les objectifs \u00e0 atteindre (par exemple sur une ann\u00e9e). Dans un second temps, on mesurera la performance (les \u00e9carts entre les r\u00e9alisations et les objectifs fix\u00e9s).<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">Les comportements<\/mark><\/h3>\n\n\n\n<p>L\u2019\u00e9tude des comportements peut \u00eatre faite au sein d\u2019un groupe (relation entre coll\u00e8gues\u2026), hors d\u2019un groupe (relation et communication avec d\u2019autres services\u2026) ou hors de la soci\u00e9t\u00e9 (relation avec la client\u00e8le\u2026)<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">Les comp\u00e9tences<\/mark><\/h3>\n\n\n\n<p>On d\u00e9terminera&nbsp;par exemple les comp\u00e9tences communes (refl\u00e8tent la culture de l\u2019entreprise), m\u00e9tiers et manag\u00e9riales (leadership, d\u00e9l\u00e9gation, vison\u2026).<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">Le potentiel<\/mark><\/h3>\n\n\n\n<p>Cette appr\u00e9ciation n\u2019est pas toujours utilis\u00e9e car elle intervient lorsqu\u2019on prend en compte les \u00e9volutions possibles au sein d\u2019une entreprise.<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><a href=\"https:\/\/www.dragnsurvey.com\/request\/demo\/?cd=648752&amp;utm_source=blog&amp;utm_medium=dragnsurvey&amp;utm_campaign=blog_Plan_Evaluation_Du_Personnel&amp;utm_term=Demo\"><img loading=\"lazy\" decoding=\"async\" width=\"902\" height=\"370\" src=\"https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2021\/08\/demander-une-demo-long.png\" alt=\"\" class=\"wp-image-5399\" style=\"width:600px\" srcset=\"https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2021\/08\/demander-une-demo-long.png 902w, https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2021\/08\/demander-une-demo-long-300x123.png 300w, https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2021\/08\/demander-une-demo-long-768x315.png 768w\" sizes=\"auto, (max-width: 902px) 100vw, 902px\" \/><\/a><\/figure>\n<\/div>\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Qui sera en charge de l'\u00e9valuation du personnel ?<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">Le sup\u00e9rieur hi\u00e9rarchique direct<\/mark><\/h3>\n\n\n\n<p>Il est la personne la plus proche de l'employ\u00e9. Il est normalement celui&nbsp;qui connait le mieux le contenu du poste et la performance r\u00e9alis\u00e9e par le salari\u00e9. L\u2019appr\u00e9ciation par le sup\u00e9rieur hi\u00e9rarchique peut parfois \u00eatre fauss\u00e9e. On fera alors appel \u00e0 un coll\u00e8ge \u00ab&nbsp;ad hoc&nbsp;\u00bb.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">Le coll\u00e8ge ad hoc<\/mark><\/h3>\n\n\n\n<p>Il va formuler dans un premier temps une appr\u00e9ciation sur le salari\u00e9. Le coll\u00e8ge peut \u00eatre compos\u00e9 du sup\u00e9rieur ainsi que de trois ou quatre autres personnes (g\u00e9n\u00e9ralement des repr\u00e9sentants de l\u2019entreprise ou des clients internes). Dans un second temps, le sup\u00e9rieur hi\u00e9rarchique s\u2019entretiendra avec le salari\u00e9 pour lui pr\u00e9senter l\u2019\u00e9tude faite par le coll\u00e8ge.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">Les pairs\u00a0<\/mark><\/h3>\n\n\n\n<p>L\u2019appr\u00e9ciation par les pairs est utilis\u00e9e le plus souvent dans le monde acad\u00e9mique.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">Les subordonn\u00e9s\u00a0<\/mark><\/h3>\n\n\n\n<p>Ils ont une vision privil\u00e9gi\u00e9e de leur sup\u00e9rieur ainsi qu\u2019une place particuli\u00e8re pour d\u00e9terminer sa valeur.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#169c6e\" class=\"has-inline-color\">L\u2019auto-\u00e9valuation<\/mark><\/h3>\n\n\n\n<p>Elle permet aux salari\u00e9s d\u2019estimer&nbsp;eux-m\u00eames leurs performances. Le sup\u00e9rieur hi\u00e9rarchique interviendra par la suite pour n\u00e9gocier chacun des points.<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Comment \u00e9valuer le personnel\u00a0?<\/h2>\n\n\n\n<p>Pour mettre en place un plan de ce type au sein d\u2019une entreprise, des proc\u00e9dures doivent \u00eatre mise en place&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u00e9terminer la date et le support (papier ou enqu\u00eate en ligne),<\/li>\n\n\n\n<li>formation des appr\u00e9ciateurs\u00a0avant le lancement du programme,<\/li>\n\n\n\n<li>mise en place d\u2019un tableau de bord pour suivre l\u2019avanc\u00e9 du programme,<\/li>\n\n\n\n<li>archiver les documents renseign\u00e9s pour un meilleur suivi dans le temps.<\/li>\n<\/ul>\n\n\n\n<p>Pour plus de pr\u00e9cisions, vous pouvez consulter l'article de l'administration fran\u00e7aise qui pr\u00e9cise le cadre l\u00e9gal, <a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F31854\" target=\"_blank\" rel=\"noopener\">cliquez-ici<\/a><\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Les erreurs \u00e0 \u00e9viter lors de la mise en place d'un plan d'\u00e9valuation du personnel<\/h2>\n\n\n\n<p>Plusieurs \u00e9cueils peuvent compromettre l'efficacit\u00e9 d'un dispositif d'\u00e9valuation. L'erreur la plus fr\u00e9quente consiste \u00e0 n\u00e9gliger la communication en amont : les collaborateurs doivent comprendre les objectifs du processus pour y adh\u00e9rer pleinement. Autre pi\u00e8ge courant : utiliser des crit\u00e8res flous ou subjectifs. Sans indicateurs pr\u00e9cis et mesurables, l'appr\u00e9ciation devient arbitraire et perd toute cr\u00e9dibilit\u00e9. Il est \u00e9galement contre-productif de limiter l'\u00e9valuation \u00e0 un exercice administratif annuel sans suivi. Les retours doivent d\u00e9boucher sur des actions concr\u00e8tes (formation, \u00e9volution, ajustement des objectifs), faute de quoi les salari\u00e9s per\u00e7oivent la d\u00e9marche comme une perte de temps. Enfin, confier l'\u00e9valuation \u00e0 une seule personne augmente le risque de biais. Croiser les regards via un feedback 360\u00b0 permet d'obtenir une vision plus \u00e9quilibr\u00e9e des performances.<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">\u00c9valuer un collaborteur avec un questionnaire en ligne<\/h2>\n\n\n\n<p>Les enqu\u00eates au format papier sont de moins en moins utilis\u00e9es au sein des organisations. Cela vient du fait que le papier ne permet pas une analyse simple des informations. De plus, le stockage est compliqu\u00e9. Cependant, avec Drag'n Survey, <strong>il est possible d'imprimer le questionnaire et d'int\u00e9grer les r\u00e9ponses renseign\u00e9es par le r\u00e9pondant directement dans l'interface d'analyse des r\u00e9sultats<\/strong>. Tout le traitement est informatis\u00e9. <\/p>\n\n\n\n<p>Cependant, les entreprises utilisent aujourd'hui principalement le format web pour interroger les salari\u00e9s. En effet, l'enqu\u00eate en ligne se diffuse directement dans les bo\u00eetes mails des collaborateurs. Un simple clic permet de participer \u00e0 l'\u00e9tude. <\/p>\n\n\n\n<p>Les donn\u00e9es sont centralis\u00e9es au m\u00eame endroit. Les personnes en charge de l'\u00e9valuation peuvent ainsi suivrent en temps r\u00e9el l'avanc\u00e9 du programme sur l'application de questionnaire en ligne. <\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><a href=\"https:\/\/www.dragnsurvey.com\/download\/telecharger_guide\/?cd=648752&amp;utm_source=blog&amp;utm_medium=dragnsurvey&amp;utm_campaign=blog_Plan_Evaluation_Du_Personnel&amp;utm_term=Guide\"><img loading=\"lazy\" decoding=\"async\" width=\"509\" height=\"211\" src=\"https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2015\/10\/image-twitter.jpg\" alt=\"\" class=\"wp-image-464\" style=\"width:500px\" srcset=\"https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2015\/10\/image-twitter.jpg 509w, https:\/\/www.dragnsurvey.com\/blog\/wp-content\/uploads\/2015\/10\/image-twitter-300x124.jpg 300w\" sizes=\"auto, (max-width: 509px) 100vw, 509px\" \/><\/a><\/figure>\n<\/div>\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong>Articles compl\u00e9mentaires :<\/strong><br>Evaluer la satisfaction des salari\u00e9s, <a href=\"https:\/\/www.dragnsurvey.com\/blog\/pourquoi-mesurer-la-satisfaction-des-salaries\/\">cliquez-ici<\/a><br>R\u00e9aliser une enqu\u00eate aupr\u00e8s des employ\u00e9s, <a href=\"https:\/\/www.dragnsurvey.com\/blog\/questionnaire-employe\/\">cliquez-ici<\/a><br>Le sondage en ligne comme outil de mesure, <a href=\"https:\/\/www.dragnsurvey.com\/sondage-en-ligne\">cliquez-ici<\/a><br>Mettre en place une \u00e9valuation en entreprise, <a href=\"https:\/\/www.dragnsurvey.com\/blog\/introduction-a-levaluation-en-entreprise\/\">cliquez-ici<\/a><br>Plus de 20 exemples de questionnaires gratuits, <a href=\"https:\/\/www.dragnsurvey.com\/blog\/exemple-questionnaire\/\">cliquez-ici<\/a><br>Mesurer le niveau de contentement des salari\u00e9s, <a href=\"https:\/\/www.dragnsurvey.com\/blog\/14-exemples-de-questions-questionnaire-de-satisfaction-client\/\">cliquez-ici<\/a><br>R\u00e9aliser un questionnaire pour optimiser vos r\u00e9unions, <a href=\"https:\/\/www.dragnsurvey.com\/blog\/creer-un-questionnaire-en-ligne-pour-optimiser-vos-reunions\/\">cliquez-ici<\/a><br>Mesurer le niveau de satisfaction suite \u00e0 une formation, <a href=\"https:\/\/www.dragnsurvey.com\/blog\/exemple-de-questionnaire-de-satisfaction-formation\/\">cliquez-ici<\/a><\/p>\n\n\n\n<div style=\"height:11px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><em>Sources :<\/em><br><em>Cadin, Lo\u00efc. Gu\u00e9rin, Francis et Pigeyre, Fr\u00e9d\u00e9rique. Gestion des ressources humaines. Dunod, 2007<\/em><\/p>\n\n\n\n<div style=\"height:11px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Avant de mettre en place une \u00e9valuation des collaborateurs, il est recommand\u00e9&nbsp;de se poser quatre questions&nbsp;: pourquoi, quoi, par qui et comment. L&rsquo;\u00e9valuation s&rsquo;effectue le plus souvent&nbsp;suite \u00e0&nbsp;la diffusion d&rsquo;un questionnaire aupr\u00e8s des employ\u00e9s. Les salari\u00e9s devront le compl\u00e9ter en amont&nbsp;de leur bilan annuel ou entretien de fin d&rsquo;ann\u00e9e. Le mode de diffusion peut \u00eatre&hellip;&nbsp;<a href=\"https:\/\/www.dragnsurvey.com\/blog\/la-mise-en-place-dun-plan-devaluation\/\" rel=\"bookmark\">Lire la suite &raquo;<span class=\"screen-reader-text\"><\/p>\n<div style=\"margin-top:3rem;margin-bottom:1rem;\"><span class=\"firstpart\">Comment mettre en place une<\/span>   \u00e9valuation du personnel ?<\/div>\n<p><\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[23],"tags":[],"class_list":["post-41","post","type-post","status-publish","format-standard","hentry","category-ressources-humaines"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Comment mettre en place une \u00e9valuation du personnel ?<\/title>\n<meta name=\"description\" content=\"L&#039;\u00e9valuation du personnel est essentielle pour identifier les besoins 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