None of the previous games did had attracted so much moneyThe yen also fell to 11774 against the dollarSo it is more and more disconnected from realityThis judgment was affirmed by the Court of appealAnd Lyon ranks among the less imposed on citiesThe State should also impose the same rulesThis allows young adults to enter the market000 euros for a model of an area of 100 m2What generate some appetites and setbacks9 billion EUR 2007 results must publish this morningWe knew the HRD to the major French groups attached to become true strategic partners of the Directorates-General. It is even more true at European level according to the results of a study carried out by Hewitt for the European Club of human resources and which will be presented Thursday in Paris at the Global HR Congress (1). For proof, just look the main concerns displayed by the interviewed HRD: the shortage of talents, the conduct of change and productivity gains. Three areas where the work of the HRD is part of the right line of the company's strategy. "What is above all very new to the barometer of the previous two years, is the notion of risk management which face the HRD and that they were not previously", said Leonardo Sforza, in charge of the study to the Hewitt firm. Social risk of course, but only, according to Catherine Chouard, HRD to the restore group collective Elior and member of the European Club of human resources: "today, the HRD has considerably expanded its scope and the number of its partners, which include both the employees as shareholders, customers, associations or NGOs." Thus, the exhibition of HRD, and risks which are associated, expanded outwards. 
National repositories tools
Curiously however, some items come far in the list of the new priorities of the HRD: the cost of labour won only 7 of the vote while it is often a cause of concern for business leaders. But as Catherine Chouard, "the study panel corresponds to companies in high growth with significant recruitment prospects." "In such a case, the challenge for the HRD is to arrive to find and retain the best talent rather reduce payroll."
However, the advent of the "HRD strategist" is not completely at the time of the day since 46 believe not to be sufficiently informed upstream strategic decisions, especially in the case of mergers and acquisitions. Finally, 41 feel the need for credible and visible function performance indicators. "It is indeed important to have elements that allow to measure the added value of HR policy, but it must not want all measure, prevents Catherine Chouard." Some things HR are not measurable and will not ever, as the quality of listening to the employees.
From a European club, it is hardly surprising that the last part of the survey is devoted to the perception of the HRD to the European Union. The results, however, are surprising. If 66 consider positive the impact of the EU on their business, most are unaware of or at least have that rarely use the initiatives relating to human resources, such as the European social fund, geographical mobility portal EURES or the Leonardo or Socrates type training programs. More surprising still: only 7 of the HRD are a reservoir of talent beyond their national boundaries in the European Union. "This is the evidence that the convergence of social norms is very slow and that mobility within Europe is still difficult to achieve." "All the repositories tools are still national," judge Leonardo Sforza. On the homogenization of the social and tax systems, everything indeed to build.
