{"id":3156,"date":"2025-06-05T16:14:25","date_gmt":"2025-06-05T09:14:25","guid":{"rendered":"https:\/\/www.eurogroupconsulting.com\/?p=3156"},"modified":"2026-01-20T16:53:51","modified_gmt":"2026-01-20T15:53:51","slug":"repenser-la-performance-rh-au-service-des-priorites-daction-publique","status":"publish","type":"post","link":"https:\/\/www.eurogroupconsulting.com\/publications\/etudes\/repenser-la-performance-rh-au-service-des-priorites-daction-publique","title":{"rendered":"Note de r\u00e9flexion : repenser la performance RH au service des priorit\u00e9s d\u2019action publique"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"3156\" class=\"elementor elementor-3156\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-1a6fe4f e-con-full e-flex e-con e-parent\" data-id=\"1a6fe4f\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-69c016a elementor-widget elementor-widget-text-editor\" data-id=\"69c016a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<div class=\"livre_blanc_content_section wpb_column vc_column_container vc_col-sm-6\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><p>Les administrations publique et parapublique sont confront\u00e9es \u00e0 des enjeux budg\u00e9taires majeurs avec une loi de Finances 2025 qui pr\u00e9voit de redresser les comptes publics de 50 milliards d\u2019euros et de ramener le d\u00e9ficit public \u00e0 5,4% du PIB en 2025 \u00e0 travers des mesures sur les entreprises et les particuliers, ainsi qu\u2019une r\u00e9duction des d\u00e9penses publiques pour les 3 fonctions publiques et les op\u00e9rateurs.<\/p><p>Cette situation de crise s\u2019inscrit dans un mouvement de rationalisation et d\u2019incitation au d\u00e9veloppement de la performance qui n\u2019a fait que cro\u00eetre depuis le milieu du XXI\u00e8me si\u00e8cle, \u00e0 travers des injonctions de modernisation, de simplification et de r\u00e9sultat, et qui s\u2019acc\u00e9l\u00e8re avec les \u00e9volutions technologiques et soci\u00e9tales en cours.<\/p><p>Pour parer \u00e0 cette urgence budg\u00e9taire, on observe une multiplication de mesures RH \u2013 plut\u00f4t conjoncturelle et palliatives \u2013 ciblant tr\u00e8s directement la masse salariale comme levier de r\u00e9duction des d\u00e9penses sans r\u00e9elle r\u00e9flexion en faveur d\u2019un fonctionnement long terme coh\u00e9rent avec les orientations de l\u2019administration. Ce n\u2019est pourtant qu\u2019au prisme de la double r\u00e9flexion (offre de service \/ missions-ressources) qu\u2019une approche performante des RH peut se d\u00e9cliner de fa\u00e7on \u00e0 r\u00e9pondre \u00e0 la contrainte de d\u00e9livrer un service de qualit\u00e9 \u00e0 co\u00fbt r\u00e9duit \u2013 en mobilisant les ressources de mani\u00e8re optimale \u2013 sur un p\u00e9rim\u00e8tre prioris\u00e9 et bien identifi\u00e9.<\/p><p>\u00a0<\/p><\/div><\/div><\/div><\/div><\/div><h3><b>Un contexte budg\u00e9taire et organisationnel in\u00e9dit<\/b><\/h3><hr size=\"2\" width=\"100%\" \/><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><p><br \/>Avec 50 milliards d\u2019euros d\u2019\u00e9conomies \u00e0 r\u00e9aliser d\u2019ici 2025, les administrations publiques et parapubliques font face \u00e0 des injonctions de modernisation et de rationalisation accrues. Jusqu\u2019ici, les mesures RH ont souvent \u00e9t\u00e9 conjoncturelles et correctives (gel de postes, d\u00e9calage de recrutements\u2026) sans r\u00e9elle r\u00e9flexion de fond sur l\u2019ad\u00e9quation entre missions, ressources humaines et priorit\u00e9s d\u2019action publique.<\/p><p>Ce moment de crise est pourtant l\u2019opportunit\u00e9 d\u2019engager une transformation durable, en repositionnant les RH comme moteur d\u2019efficacit\u00e9 et non simple poste de charges.<\/p><\/div><\/div><\/div><\/div><div class=\"upb_row_bg\" data-bg-override=\"ex-full\">\u00a0<\/div><div class=\"wpb_column vc_column_container vc_col-sm-12\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><h3><strong>Les 4 enseignements majeurs de la note<br \/><\/strong><\/h3><\/div><\/div><\/div><\/div><\/div><hr size=\"2\" width=\"100%\" \/><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><div class=\"standard-arrow list-divider bullet-top\"><p>\u00a0<\/p><ul><li><p><strong>Penser les RH comme levier de transformation<\/strong><\/p><p>La fonction publique repr\u00e9sente <strong>12,2 % du PIB et pr\u00e8s d\u2019un emploi sur cinq<\/strong> en France. Plut\u00f4t que d\u2019envisager la masse salariale comme un co\u00fbt \u00e0 r\u00e9duire, elle doit \u00eatre pilot\u00e9e en lien avec les priorit\u00e9s strat\u00e9giques et le niveau de service attendu \/ vis\u00e9. Mieux conna\u00eetre ses ressources et leurs comp\u00e9tences permet d\u2019anticiper et de piloter intelligemment les arbitrages en termes d\u2019orientation et de priorisation de l\u2019action publique.<\/p><\/li><\/ul><ul><li><p><strong>Prioriser les missions et repositionner les acteurs<br \/><\/strong><br \/>Inspir\u00e9es du \u00ab Budget Base Z\u00e9ro \u00bb, les administrations doivent s\u2019interroger mission par mission : que devons-nous absolument maintenir ? Que pouvons-nous externaliser ou mutualiser ? Quelles comp\u00e9tences et ressources sont n\u00e9cessaires pour chaque priorit\u00e9 ?<\/p><p>Ce travail suppose de revoir les p\u00e9rim\u00e8tres, clarifier les priorit\u00e9s et identifier les marges de man\u0153uvre.<\/p><\/li><\/ul><ul><li><p><strong>Calibrer l\u2019accompagnement RH des agents<\/strong><\/p><p>En lien avec les priorisations op\u00e9r\u00e9es, chaque d\u00e9cision de r\u00e9organisation, suppression ou \u00e9volution de missions impacte les agents. <strong>Il est essentiel de structurer un accompagnement RH solide <\/strong>: anticiper les besoins en comp\u00e9tences, organiser les mobilit\u00e9s, former, reskiller et travailler sur les parcours professionnels pour maintenir l\u2019engagement et la performance.<\/p><\/li><\/ul><ul><li><p><strong>Outiller et f\u00e9d\u00e9rer les managers<\/strong><\/p><p>La r\u00e9ussite d\u2019une telle d\u00e9marche repose sur la mobilisation de la direction g\u00e9n\u00e9rale et de l\u2019encadrement. Leur donner les outils, les donn\u00e9es et les indicateurs n\u00e9cessaires permet de d\u00e9cliner les objectifs strat\u00e9giques en actions concr\u00e8tes et coh\u00e9rentes.<\/p><\/li><\/ul><p>\u00a0<\/p><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-35eac8a e-flex e-con-boxed e-con e-parent\" data-id=\"35eac8a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-1135882 elementor-widget elementor-widget-text-editor\" data-id=\"1135882\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h3><strong>La performance RH est \u00e0 un tournant<\/strong><\/h3><hr size=\"2\" width=\"100%\" \/><div class=\"standard-arrow list-divider bullet-top\"><div class=\"standard-arrow list-divider bullet-top\"><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><div class=\"vc_row wpb_row vc_row-fluid vc_custom_1733758452519 vc_row-has-fill vc_column-gap-25 ult-vc-hide-row\" data-rtl=\"false\" data-row-effect-mobile-disable=\"true\"><div class=\"wpb_column vc_column_container vc_col-sm-12\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><p><br \/>La performance RH dans la fonction publique ne peut pas \u00eatre pens\u00e9e sous le seul prisme budg\u00e9taire. Elle doit s\u2019appr\u00e9hender comme un levier strat\u00e9gique au service de l\u2019adaptation de l\u2019action publique et de la qualit\u00e9 de service rendu aux usagers. Ce qui suppose de repenser l\u2019affectation des ressources humaines en fonction des priorit\u00e9s d\u2019action publique et de b\u00e2tir une strat\u00e9gie RH int\u00e9gr\u00e9e, durable et pilot\u00e9e.<\/p><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"vc_row wpb_row vc_row-fluid vc_custom_1733758452519 vc_row-has-fill vc_column-gap-25 ult-vc-hide-row\" data-rtl=\"false\" data-row-effect-mobile-disable=\"true\"><div class=\"upb_row_bg\" data-bg-override=\"ex-full\">\u00a0<\/div><div class=\"wpb_column vc_column_container vc_col-sm-12\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><p><strong>T\u00e9l\u00e9chargez la note de r\u00e9flexion de nos experts <a href=\"https:\/\/www.eurogroupconsulting.com\/le-cabinet\/nos-associes\/romain-varene\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Romain Var\u00e8ne<\/a> et <a href=\"https:\/\/www.linkedin.com\/in\/b%C3%A9n%C3%A9dicte-fery-4810041b7\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">B\u00e9n\u00e9dicte F\u00e9ry<\/a> pour aller plus loin<\/strong><strong>\u00a0!<\/strong><\/p><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Les administrations publique et parapublique sont confront\u00e9es \u00e0 des enjeux budg\u00e9taires majeurs avec une loi de Finances 2025 qui pr\u00e9voit de redresser les comptes publics de 50 milliards d\u2019euros et de ramener le d\u00e9ficit public \u00e0 5,4% du PIB en 2025 \u00e0 travers des mesures sur les entreprises et les particuliers, ainsi qu\u2019une r\u00e9duction des d\u00e9penses publiques pour les 3 fonctions publiques et les op\u00e9rateurs.<\/p>\n","protected":false},"author":1,"featured_media":7604,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[57],"tags":[38],"class_list":["post-3156","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-points-de-vue","tag-featured-post"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Note de r\u00e9flexion : repenser la performance RH au service des priorit\u00e9s d\u2019action publique - Eurogroup Consulting<\/title>\n<meta name=\"description\" content=\"La performance RH dans l\u2019action publique doit \u00eatre un levier strat\u00e9gique au service des priorit\u00e9s et de la qualit\u00e9 de service rendu aux usagers.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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