{"id":102,"date":"2020-01-10T09:04:52","date_gmt":"2020-01-10T08:04:52","guid":{"rendered":"http:\/\/cabinet-jpt.com\/BLOG\/?p=102"},"modified":"2020-01-10T09:04:52","modified_gmt":"2020-01-10T08:04:52","slug":"questionnaire-qvt-1ere-partie","status":"publish","type":"post","link":"https:\/\/cabinet-jpt.com\/BLOG\/?p=102","title":{"rendered":"QUESTIONNAIRE QVT (1\u00e8re partie)"},"content":{"rendered":"\n

<\/p>\n\n\n\n

Dans le d\u00e9roulement de la d\u00e9marche\nd\u2019am\u00e9lioration de la Qualit\u00e9 de Vie au Travail, un passage technique essentiel\nest celui de la r\u00e9alisation du diagnostic.<\/strong><\/p>\n\n\n\n

Un questionnaire QVT<\/strong> est le\nplus souvent utilis\u00e9, car il apporte des donn\u00e9es nombreuses, et utiles,\nlorsqu\u2019il est construit dans le respect des textes et singuli\u00e8rement de l\u2019ANI\ndu 19 juin 2013.<\/p>\n\n\n\n

Cependant, pour que la d\u00e9marche QVT\nam\u00e8ne des r\u00e9sultats concrets r\u00e9pondant effectivement aux objectifs poursuivis,\nla construction et l\u2019utilisation du questionnaire doivent r\u00e9pondre \u00e0 des\nconditions techniques suffisamment rigoureuses. \n<\/p>\n\n\n\n

Nous proposerons\ngratuitement dans un prochain blog notre outil questionnaire QVT, construit par\nnotre Cabinet \u00e0 partir des supports de r\u00e9f\u00e9rence, et utilis\u00e9 comme base\nd\u2019application sp\u00e9cifique pour tous les \u00e9tablissements.<\/strong><\/p>\n\n\n\n

Quelques pr\u00e9alables de\ncompr\u00e9hension sont requis<\/p>\n\n\n\n

1-identifier les contenus de la QVT, sur lesquels vont porter les questions
2-formuler des questions (et les s\u00e9lectionner) en ad\u00e9quation avec les contenus<\/p>\n\n\n\n

3-coter les questions, de fa\u00e7on \u00e0\npouvoir exploiter utilement les r\u00e9sultats.<\/p>\n\n\n\n

  1. LES CONTENUS DE LA QUALITE DE VIE AU\nTRAVAIL<\/strong><\/li><\/ol>\n\n\n\n

    La Qualit\u00e9 de Vie au Travail est un\nconcept large ; il est volontairement large pour permettre \u00e0 chacun de\ns\u2019en emparer et lui donner du sens, en fonction de ses propres r\u00e9alit\u00e9s\nrencontr\u00e9es dans son syst\u00e8me de travail. <\/p>\n\n\n\n

    La faiblesse de cet atout, c\u2019est que\nchacun peut croire que la QVT est construite pour r\u00e9pondre uniquement \u00e0 ses\nbesoins ou \u00e0 ses id\u00e9es. Le v\u00e9ritable danger est bien s\u00fbr l\u2019instrumentalisation\nde la QVT aux fins de servir des objectifs politiques ou des int\u00e9r\u00eats\nstrat\u00e9giques. <\/p>\n\n\n\n

    C\u2019est pourquoi il n\u2019est pas inutile\nde rappeler que l\u2019Accord National Interprofessionnel du 19 juin 2013 \u00e9nonce\ntr\u00e8s pr\u00e9cis\u00e9ment ce que sont les contenus de la QVT (et en creux ce qu\u2019ils ne\nsont pas\u2026).<\/p>\n\n\n\n

    8 THEMATIQUES\nCOMPOSANT LA QUALITE DE VIE AU TRAVAIL sont sugg\u00e9r\u00e9es par l\u2019annexe \u00e0 l\u2019art. 13 de\nl\u2019Accord National Interprofessionnel du 19\/6\/2013 (DIT \u00ab ELEMENTS DESCRIPTIFS\nDESTIN\u00c9S \u00c0 FACILITER L\u2019\u00c9LABORATION D\u2019UNE D\u00c9MARCHE DE QUALIT\u00c9 DE VIE AU TRAVAIL\nDANS LE CADRE DU DIALOGUE SOCIAL \u00bb)<\/strong><\/p>\n\n\n\n

    1- La qualit\u00e9 de l\u2019engagement \u00e0\ntous les niveaux de l\u2019entreprise<\/strong><\/p>\n\n\n\n

    – Prise en compte des enjeux de la\nvie personnelle des salari\u00e9s par les dirigeants des entreprises \u00e0 tous les\nniveaux, par les partenaires sociaux et pour ce qui concerne l\u2019environnement de\nl\u2019entreprise, par l\u2019\u00c9tat et les collectivit\u00e9s territoriales<\/p>\n\n\n\n

    – Modes d\u2019implication des salari\u00e9s,\ny compris de l\u2019encadrement, favorisant l\u2019expression des femmes et des hommes\ndans la vie au travail.<\/p>\n\n\n\n

    2- La qualit\u00e9 de l\u2019information\npartag\u00e9e au sein de l\u2019entreprise sur :<\/strong><\/p>\n\n\n\n

    – L\u2019environnement \u00e9conomique<\/p>\n\n\n\n

    – Les objectifs et orientations\nstrat\u00e9giques (cf les discussions interprofessionnelles sur la modernisation du\ndialogue social)<\/p>\n\n\n\n

    – Les valeurs auxquelles se r\u00e9f\u00e8re\nl\u2019entreprise (exprim\u00e9es par exemple dans les chartes d\u2019entreprise) y compris\ndans ses relations avec son environnement<\/p>\n\n\n\n

    – Les \u00ab caract\u00e9ristiques \u00bb des\nsalari\u00e9s.<\/p>\n\n\n\n

    3- La qualit\u00e9 des relations\nsociales et de travail :<\/strong><\/p>\n\n\n\n

    – Reconnaissance du travail<\/p>\n\n\n\n

    – Egalit\u00e9 salariale entre les\nfemmes et les hommes<\/p>\n\n\n\n

    – Respect, \u00e9coute des salari\u00e9s<\/p>\n\n\n\n

    – Mise en place d\u2019espaces de\ndialogue et d\u2019expression des salari\u00e9s<\/p>\n\n\n\n

    – Information adapt\u00e9e aux enjeux\ndes relations sociales et de travail (cf les discussions interprofessionnelles\nsur la modernisation du dialogue social)<\/p>\n\n\n\n

    – Dialogue social aux diff\u00e9rents\nniveaux (\u00e9tablissement, entreprise, groupe)<\/p>\n\n\n\n

    – R\u00f4le des Institutions\nrepr\u00e9sentatives du personnel<\/p>\n\n\n\n

    – Modalit\u00e9s de participation aux\nd\u00e9cisions (cf les discussions interprofessionnelles sur la modernisation du\ndialogue social).<\/p>\n\n\n\n

    4- La qualit\u00e9 du contenu du\ntravail<\/strong><\/p>\n\n\n\n

    – Autonomie<\/p>\n\n\n\n

    – Vari\u00e9t\u00e9 des taches<\/p>\n\n\n\n

    – Degr\u00e9 de responsabilit\u00e9<\/p>\n\n\n\n

    – Enrichissement des comp\u00e9tences<\/p>\n\n\n\n

    – Capacit\u00e9 d\u2019expression des\nsalari\u00e9s<\/p>\n\n\n\n

    – Sens donn\u00e9 au travail<\/p>\n\n\n\n

    5- La qualit\u00e9 de l\u2019environnement\nphysique<\/strong><\/p>\n\n\n\n

    – S\u00e9curit\u00e9<\/p>\n\n\n\n

    – Ambiances physiques<\/p>\n\n\n\n

    6- La qualit\u00e9 de l\u2019organisation\ndu travail<\/strong><\/p>\n\n\n\n

    – Qualit\u00e9 du pilotage<\/p>\n\n\n\n

    – Capacit\u00e9 d\u2019appui de\nl\u2019organisation dans la r\u00e9solution des probl\u00e8mes<\/p>\n\n\n\n

    – R\u00f4le et appui du management de\nproximit\u00e9<\/p>\n\n\n\n

    – D\u00e9marche de progr\u00e8s<\/p>\n\n\n\n

    – Anticipation de la charge de\ntravail pour sa gestion optimale<\/p>\n\n\n\n

    – Organisations apprenantes<\/p>\n\n\n\n

    – Cons\u00e9quences de l\u2019impact de la\ng\u00e9n\u00e9ralisation des nouvelles technologies de l\u2019information et de communication\n(distinction des temps de travail li\u00e9s aux moyens \u00e9lectroniques tels que :\nemail \u00e0 distance, portable\u2026)<\/p>\n\n\n\n

    – Anticipation des cons\u00e9quences des\nmutations et restructurations des entreprises sur la qualit\u00e9 de vie au travail\net l\u2019emploi<\/p>\n\n\n\n

    7- Les possibilit\u00e9s de\nr\u00e9alisation et de d\u00e9veloppement personnel<\/strong><\/p>\n\n\n\n

    – Formation<\/p>\n\n\n\n

    – Acquis de l\u2019exp\u00e9rience<\/p>\n\n\n\n

    – D\u00e9veloppement des comp\u00e9tences<\/p>\n\n\n\n

    – D\u00e9roulement de carri\u00e8re et\n\u00e9galit\u00e9 de ces d\u00e9roulements de carri\u00e8re entre les femmes et les hommes<\/p>\n\n\n\n

    – Egal acc\u00e8s entre les femmes et\nles hommes aux fonctions de direction<\/p>\n\n\n\n

    – Lutte contre les st\u00e9r\u00e9otypes\nattach\u00e9s \u00e0 la maternit\u00e9 et \u00e0 la parentalit\u00e9<\/p>\n\n\n\n

    – Prise en compte des diversit\u00e9s<\/p>\n\n\n\n

    8- La possibilit\u00e9 de concilier\nvie professionnelle et vie personnelle<\/strong><\/p>\n\n\n\n

    – Prise en compte de la parentalit\u00e9\n(au cours de la vie professionnelle)<\/p>\n\n\n\n

    – Attention port\u00e9e \u00e0 la\nconciliation vie professionnelle\/ vie personnelle<\/p>\n\n\n\n

    – Rythmes et horaires de travail<\/p>\n\n\n\n

    – Attention port\u00e9e aux temps sociaux (transports,\nacc\u00e8s aux services)<\/p>\n\n\n\n

    (la suite dans notre prochain article :\n\u00ab 2-formuler des questions (et les s\u00e9lectionner) en ad\u00e9quation avec les\ncontenus ) \u00bb)
    \n
    \n<\/em><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

    Dans le d\u00e9roulement de la d\u00e9marche d\u2019am\u00e9lioration de la Qualit\u00e9 de Vie au Travail, un passage technique essentiel est celui de la r\u00e9alisation du diagnostic. Un questionnaire QVT est le plus souvent utilis\u00e9, car il apporte des donn\u00e9es nombreuses, et utiles, lorsqu\u2019il est construit dans le respect des textes et singuli\u00e8rement de l\u2019ANI du 19 […]<\/p>\n","protected":false},"author":1,"featured_media":103,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2}},"categories":[3],"tags":[],"class_list":["post-102","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-qvt"],"yoast_head":"\nQUESTIONNAIRE QVT (1\u00e8re partie) - BLOG<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/cabinet-jpt.com\/BLOG\/?p=102\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"QUESTIONNAIRE QVT (1\u00e8re partie) - BLOG\" \/>\n<meta property=\"og:description\" content=\"Dans le d\u00e9roulement de la d\u00e9marche d\u2019am\u00e9lioration de la Qualit\u00e9 de Vie au Travail, un passage technique essentiel est celui de la r\u00e9alisation du diagnostic. 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