Against a backdrop of many socio-economic changes, human capital is more than ever at the heart of corporate concerns. Employee commitment, talent retention, quality of life and work conditions, managerial challenges, HR IS digitization, HR and AI data exploitation are all issues that Human Resources Departments need to address.
Aware of these challenges, Oresys supports its customers in their business transformation and development projects (digitization, new organizations, managerial transformation, new work modes), by reconciling expertise and pragmatic approaches.
What do we provide our customers?
A comprehensive range of expertise
Oresys has been working with Human Resources departments for over 25 years, and offers a wide range of expertise (adapted to today’s HR challenges): talent management, skills development, compensation, digital HR, HR data, payroll, time management, quality of life and work conditions, managerial support, etc.
Digital HRIS projects: master plan, selection assistance, implementation, change management
HR data: Dataviz reporting, HR Data Lab, HR data architecture, HR BI projects, HR AI
Managerial support: trustful management, visual management, 360° assessment, training
Talent recruitment and retention: onboarding, training, careers
Among our best stories
Ville de Marseille – Leveraging data collected from professional interviews
As part of digitizing its professional interviews, the City of Marseille faces the challenge of leveraging data entered by the city’s 13,000 employees and their managers during these interviews (difficulties, feelings, objectives, etc.).
Oresys intervened to facilitate the exploitation of this data with semantic analysis tools (called NLP in the context of an AI project) to identify friction points and improvement areas. In particular, Oresys conducted two exercises: “sentiment analysis,” which consists of assigning a score based on the laudatory or critical nature of verbatims, and “topic modeling,” which consists of segmenting verbatims into homogeneous groups that address the same subjects.
This approach enables easier and faster isolation of employee concerns. It also allows for more detailed analysis by population type or subject.
As the world’s third-largest urban transport operator, RATP group is facing numerous challenges (competitive environment, modernization of lines, climate emergency, 2024 Olympic Games, market and relationship to work, etc.). Against the backdrop of a tight labour market, RATP’s challenge is to attract and recruit staff for all its activities: network operations, maintenance, project engineering and support functions.
Oresys was asked to design the recruitment strategy, mainly for operators and managers. The works involved working on the positions to be filled, making them attractive, adapting the recruitment process to the targets and identifying communication channels in phase with them.
EIFFAGE – Implementation of the HR group’s IS in the integrated companies
Energy & Utilities
Human resources
One of Eiffage’s issues is correcting the obsolescence of its HRIS tools, to harmonize the tools and processes between the Group’s various branches and companies, to reduce the low added value tasks and to centralize payroll expertise for the entire Group.
In this context, Eiffage launched a major HR program including the replacement of their main HRIS tools (Payment, “GA”, Remuneration, Talent, Recruitment and Training) for the entire Group in France and abroad.
Oresys was called in to support the different branches’ HRIS with this program by taking part in the redesign of business processes, the support of project management, change management and the deployment in all of the Group’s entities. Oresys also supported the Group’s MOA on framing the training project and implementing the new remuneration module.
Oresys’s experience enabled to facilitatethe program structuration atthe scale of each Branch, and the coordination between all players.
