Dissertations / Theses on the topic 'Gestion internationale des ressources humaines'
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Poirey, Karinne. "Gestion des cadres expatriés dans les organisations multinationales françaises : élément de la gestion internationale des ressources humaines." Poitiers, 1997. http://www.theses.fr/1997POITA001.
Full textThe research aims at contributing to the knowledge of expatriates' selection and training and their intercultural performance in French Multinational Corporations. The conceptual frame is transversal to the theories of Multinational Corporations, International Human Resource Management and Management of Expatriates. It is enlightened by two underlying concepts : national culture and mechanisms of integration. The methodological frame based on a macro and micro culturalistic postulate, is supported by a data "biangulation" and a methodological "biangulation". So, from an empirical point of view, two samples of 35 French Multinational Corporations and of 96 expatriates managers have been investigated with a "quantitative" methodology and a sample of 23 Human Resource Directors belonging to the 35 French Multinational Corporations has been studied with a "qualitative" one. Results show that ethnocentrism seems to be a predominance of the headquarters management modes, a world-wide centralisation of the IHRM policies and management policies of expatriates which are different among regions. The expatriation, mainly explained by organisational and individual objectives, is based on expatriates expertise. The training is heterogeneous, then depends both from the country of expatriation and the category of manager. If multinationalisation influences the nature of ethnocentrism and the HRD discourses, it has no effect on the management practices of expatriates and the intercultural performance. The latest depends on the expatriates managers plural cultural experience. .
Grillat, Marie-Laure. "Contrôle des filiales étrangères par la gestion internationale des ressources humaines : le cas des firmes françaises." Aix-Marseille 2, 2007. http://www.theses.fr/2007AIX24009.
Full textThis thesis support the idea according to the International Human Resources Management (IHRM) encompass group of measures which support decentralization and control of foreign activities, in the context of globalization of businesses. This work describes and analyses mechanisms of control by IHRM nowadays unfolded by French multinational, to integrate and coordinate their foreign subsidiaries. It also attempts to understand its operation and antecedents. To this aim, the cross case studies method was mobilised. So, the research compares fourteen French multinationals which operate in different industries and have for the smallest 2 000 employees and for the biggest 270 000 salaries in the world. The survey combines both thirty-two semi-structured interviews conducted with different human resources professionals and a thorough analysis of intern and public documentation (annual reports, companies’ websites, professional press etc. ). At first, the results discuss the topicality of the Perlmutter and Heenan’s model (1979) in the studying contexts. In the second time, they emphasize the role of IHRM in the decentralization of international activities and in best practices diffusion. Then, results propose a model which emphasized antecedents and complementarity nature of control by IHRM mechanisms. This model shows the importance of structural and environmental context, particularly the institutional factors in the design of control system. To conclude, this framework suggests forecasts about the evolutions of IHRM firm’s practices
Merai, Nathalie. "Fusion entreprise publique française-entreprise internationale : une approche ethnographique des transformations de la gestion des Ressources Humaines (2008-2012)." Paris, EHESS, 2014. http://www.theses.fr/2014EHES0091.
Full textThe thesis is a monograph of the integration process following the merger between a private company and a public company. It builds on an ethnographic approach, complemented by a literature review related to internal and external business environment, as well as a participant observation conducted in the HR department of a multinational industrial group's branch over a three-year period (late 2009-2012). The thesis studies the transformations and evaluations of the HR function. It seeks to understand how it faces the organizational dissonance and confusion and how HR professionals manage to keep their role. The survey highlights the transformation process. It shows that it is multiple and unachieved four years after the merger. It follows several contingent, structural, institutional, managerial influences: Europeanization and implementation of an Anglo-Saxon model of human resources management within French subsidiaries, privatization, and many changes of all kinds, economic and financial crises. Measuring devices are varied and unstable, highlighting what counts at any given time. These factors explain much of the confusion felt by HR professionals. Using four theoretical models from the neo-institutional theory and economic sociology, the thesis makes some assumptions about mechanisms implemented by HR professionals to deal with this confusion, to organize and be effective. These mechanisms, such as coordination, individual relations and cooperation, hierarchical power and control involved at several levels in the post-integration period
Eidems, Judith. "La standardisation globale et l'adaptation locale dans la gestion des ressources humaines internationales : une analyse théorique et empirique sur la base de la Dynamic Capabilities Perspectives." Thesis, Paris 10, 2010. http://www.theses.fr/2010PA100072.
Full textThe thesis entitled „Global standardisation and local adaptation in the international Human Resource Management – A theoretical and empirical analysis based on the Dynamic Capabilities perspective” focuses on strategic processes within multinational enterprises which cause a adequate balance in international Human Resource Management (HRM). „Stated in terms of a number of questions, strategy process is concerned with the how, who and when of strategy: how is, and should, strategy be made, analyzed, dreamt-up, formulated, implemented, changed and controlled; who is involved; and when do the necessary activities take place?” (De Wit & Meyer, 2004, 5). The relevance of this research subject is a consequence of the advancing globalization of the global economy, in which more and more companies standardise HRM instruments across regions and countries (see for example Wittig-Goetz, 2009; Dowling, Festing & Engle, 2008; Engle & Mendenhall, 2004; CIPD, 2001) and due to a lack of scientific insights about this process dimension (Dickmann & Müller-Camen, 2004; Morris, Snell & Wright, 2006). Dickmann/Müller-Camen (2006, 581) point out that „ […] there is a need to look at communication and coordination processes […] within IHRM. […] the precise international communication and coordination instruments and activities within the international HR function of MNCs are not fully researched, yet”. The thesis tries to find answers to the following questions: • What factors prompt multinationals to standardise their HRM practices and instruments at a global level? • Which causal relationships can be identified within these processes which support the development of an adequate balance between globally standardised and locally adapted HRM? • To what extent can these postulated causal relationships be proven empirically? • What research and practical implications can be generated?In order to answer these research questions the author chose a comprehensive approach. Based on the theoretical assumptions of the Dynamic Capabilities Perspective (Teece, Pisano & Shuen, 1997; Eisenhardt & Martin, 2000) a process model (based on De Wit & Meyer, 2004, S. 5) is developed, which helps explain the content of and the causal relationships within these balancing processes in international HRM. This 4-step-process model as developed by the author is predicated on the central relationships between processes, critical resource bundles and the creation of competitive advantages (see also Barney, 1991; Wernerfelt, 1984)
Zouhaoui, Fatima Ezzahra. "L'accompagnement au changement technologique, le manager driver doué d'intelligence émotionnelle : cas de l'implantation de nouveaux progiciels de gestion intégrée dans une entreprise internationale de service." Thesis, Toulon, 2018. http://www.theses.fr/2018TOUL2004/document.
Full textThe main objective of this thesis is to address emotions management in the implementation of a new integrated management software package. The joint aspects cognition-emotion in the human resources management allows to channel emotions and negative causes of resistance. We lead a longitudinal study (3 years and 6 months) in a law firm of international affairs. At the end of this study, we find that the support associated with emotional intelligence decreases cognitive and emotional dissonance, promotes the co-construction of change, and participates in the acceptance and appropriation of change
Fontaine, Jonathan. "L'impact des activités de gestion des ressources humaines sur la performance en contexte international : le cas d'une compagnie d'assurances et de services financiers /." Thèse, Trois-Rivières : Université du Québec à Trois-Rivières, 2007. http://www.uqtr.ca/biblio/notice/resume/30031959R.pdf.
Full textFontaine, Jonathan. "L'impact des activités de gestion des ressources humaines sur la performance en contexte international : le cas d'une compagnie d'assurances et de services financiers." Thèse, Université du Québec à Trois-Rivières, 2007. http://depot-e.uqtr.ca/1771/1/030031959.pdf.
Full textMeyer, Vincent. "Performance management : an american technology in a French multinational enterprise established in China." Thesis, Université Paris-Saclay (ComUE), 2018. http://www.theses.fr/2018SACLH001/document.
Full textThe present dissertation examines the entanglement of the social and material in Multinational Enterprises during the transnational transfer of Human Resource Management Practices, especially Performance Management Practices. Using 4 local Chinese entities of a transnational firm as my case study, I explore how local employees make Performance Management practices their own, both internalizing global practices and innovating to adapt to local environments. This research is based on 60 interviews, secondary materials and direct observations over more than 10 years. In the first chapter of this dissertation, I explore more specifically the adoption of Human Resource Management practices at the micro level, and I identify four archetypes of the adoption of Human Resource Management practices: formal, ceremonial, deviant and innovative. In the second chapter, I focus on the adoption of Performance Management practices in Multinational Enterprises at a meso level. Drawing on sociomaterial theory, I propose a new definition of hybridization as being a process by which unique practices emerge in local subsidiaries from the entanglement of the social and the material at Headquarters and in local subsidiaries. This definition allowed me to identify two new hybrid performance management practices in the four Chinese entities of the Multinational Enterprises under investigation, which I have called the “harmonious Confucian” Performance Management practice and the “harmonious instrumental” Performance Management practice. In the third chapter, I build on the results of the two previous empirical chapters to conceptualize an integrated multilevel model for the transnational transfer of Human Resource Management practices in Multinational Enterprises by expanding another central concept to sociomaterial theory: the notion of “apparatus”. This dissertation aims therefore at contributing both to International Human Resources Management literature and to the literature of the sociology of management tools
Duport, Michelle. "De l’usage de l’altérité dans le management des ressources humaines : entre hétérologie et homologie dans les EIE en Chine." Thesis, Montpellier 3, 2010. http://www.theses.fr/2010MON30062.
Full textThis research concerns the use of alterity by Human Resources Management (HRM) in subsidiaries of multinational groups implanted in China. It is as interested in the discursive use of consideration of others as in its effectiveness. It looks for a sense of management practices from interviews carried out over six years between 2005 and 2010, and is completedby an historic approach and crossed disciplinary scrutiny of organization patterns of companies in Europe and in North America on the one hand and in China on the other hand. The results of these analysis bring certain incoherencies, observed in management practices, to light: between the discursive approach on alterity and the creation of a fictional cultureabout China; between the ideology displayed by an ethical and cross-cultural management worried about cultural differences and elitist, discriminatory MRH practices; between a model of universalist management imposed by headquarters and parallel organizations which carry with them dissimulation strategies organized by subsidiaries; and between the omniscience of headquarter and the desire of autonomy from subsidiaries. The main questionis the one of incoherencies: are they inherent to management? The thesis shows a possible refondation of a Western management model through this confrontation of cultures
Vennes, Alain. "L'homologation des ressources humaines en coopération internationale." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1996. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq26751.pdf.
Full textRoebben, Jean-Dominique. "Gestion des ressources humaines et Brevets." Paris 2, 2005. http://www.theses.fr/2005PA020081.
Full textBarré, Geneviève. "Le rôle des capacités dynamiques dans le processus d’internationalisation des entreprises chinoises : le cas de Haier, Huawei et TCL." Thesis, Paris, CNAM, 2014. http://www.theses.fr/2015CNAM0952.
Full textThis thesis focuses on the role of dynamic capabilities in the internationalization process of Chinese corporations since China’s entry into the World Trade Organization in 2001, even though these companies did not have a clear prior competitive advantage over their Western competitors. The study of three Chinese multinational enterprises – the Haier Group, Huawei Technologies and TCL Corporation – is conducted in the framework of the Dynamic-Capability View (DCV). It aims at identifying the nature and the foundations of the dynamic capabilities developed by these corporations during the internationalization process.This process is characterized by the combination of a significant investment in technological innovation and an accelerated internationalization, jointly contributing to creating and sustaining of competitive advantage. These two elements of the corporate strategies benefit from the strong support of the Chinese government
Cheurfa, Mustapha. "Gestion des ressources humaines en production cyclique." Phd thesis, Ecole Nationale Supérieure des Mines de Saint-Etienne, 2005. http://tel.archives-ouvertes.fr/tel-00849977.
Full textAzemar, de Fabrègues Tiberghien Muriel d'. "Décentralisation de la gestion des ressources humaines." Paris 2, 1992. http://www.theses.fr/1992PA020033.
Full textWe have looked for an answer to the following two problems : in one way, to reveal the caracteristics of decentralization in organized establishments, and in another way the research of effects of the decentralization on the social and the general functionning of the company in particular. We put forth a formular which comprases two equivalent variables of organization : "a decentralized structure" and "a decentralized power of decision". From the time of which there is a distribution of power of decision in organization, we have identified the caracteristics of the decentralization : dimension, degree, assessment. This model of specification of the form of decentralization applicable in a general way to organizations, has been applied to decision making of human resources management practised in companies : recruitment, human resources planning of, career management, remuneration, quality circles, training, industriel relations. A systematic approach has allowed us to see the effects of decentralization. In one way, it shows the evolutions of individual and group behavior and the modifications of power relationships, and in another way the variations in organizational dimensions of the company (differenciation, standardization, formalization, planification and control). A conclusion on the efficiency in relation to the organizational profile of decentralization of the company has been put forth
Beaucourt, Christel. "Modèles d'ajustement en gestion des ressources humaines : pour ou contre une chaologie de la gestion." Lille 1, 1991. http://www.theses.fr/1991LIL12012.
Full textBecause of incertitudes and complexity, firms live in a middle of phenomenons and in a perpetually various situations. In order to become more flexible and to anticipate, firms are looking for a new way of management. In this purpose, we are suggesting some models of adjustment that show us several interests in humanizing the process of management. When a managment is fair and creative, a firm incrases its possibilities of managing contradictions. In fact, its actions appear as more pertinent because they integrate employees interests. Then, step by step the firm is getting more open to desorders. This reveal some other possible orders and also, participate to an auto-organization of the firm. We intervinced in tree firms to test our models and to draw the contour of a social adjustment. Then, we took the opportunity to think about some conceptual and operational bases which allowed a developpment of chaology in gestion
Roesch, Yves Comte Henri. "La gestion des ressources humaines en milieu hospitalier." [S.l.] : [s.n.], 1999. http://demeter.univ-lyon2.fr:8080/sdx/theses/lyon2/1999/yroesch.
Full textRoesch, Yves. "La gestion des ressources humaines en milieu hospitalier." Lyon 2, 1999. http://theses.univ-lyon2.fr/documents/lyon2/1999/yroesch.
Full textVignon, Christophe. "Gestion prévisionnelle des ressources humaines et changement organisationnel." Lille 1, 1991. http://www.theses.fr/1991LIL12009.
Full textIn our environment of hard competition between firms, ot technological innovation and of organizational flexibility, human resource planification becomes an important goal for human resource managers. This dynamic approach of human resource wich take care of time, is normally based on: organization strategy, present and future jobs and women and men who are working in the firm. From a study by non-directive interviews with one sample of forty human resource managers and two deeper interventions, we formulate the conditions of an efficient human resource planification, as it can be drawn up by human resource managers. Human resource planification is also described as an organizational change technic. So we look in wich condition it can become a real change action
Rive, Jérôme. "Propositions pour gérer les ressources humaines commerciales." Lyon 3, 2000. http://www.theses.fr/2000LYO33033.
Full textFrançois-Philip, de Saint Julien Delphine. "Les survivants : vers une gestion différenciée des ressources humaines." Paris 1, 2002. http://www.theses.fr/2002PA010060.
Full textGalia, Fabrice. "Compétences des entreprises, gestion des ressources humaines et innovation." Paris 2, 2005. http://www.theses.fr/2005PA020070.
Full textLouis, François. "L'Education nationale, le contrôle de gestion et la gestion des ressources humaines." Dijon, 1999. http://www.theses.fr/1999DIJOE018.
Full textChaabane, Sondes Guinet Alain. "Gestion prédictive des Blocs Opératoires." Villeurbanne : Doc'INSA, 2005. http://docinsa.insa-lyon.fr/these/pont.php?id=chaabane.
Full textFerrary, Michel. "Les determinants strategiques et organisationnels de la gestion des ressources humaines dans les banques. Le role du capital social dans la coproduction de services." Jouy-en Josas, HEC, 1997. http://www.theses.fr/1997EHEC0049.
Full textTo exceed the debate concerning the superiority of the scientific organization of the work on the organic structure, theories have linked the organizational choice efficiency to characteristics of the environment (theories of the contingency), to the nature of the competitive advantage (the strategic analysis) and others establish a link between the environment, factors of competitiveness and the organization of the work (the economy of institutions). The analysis of the banking sector shows that with the evolution of the competitive environment, banks has passed from a strategy of financial intermediation to a strategy of financial service distribution and pme financing. This strategic evolution has necessitated the decentralization of decision making into branches. This evolution has generated a double disequilibrium of competence : an excess of administrative people and a lack of commercial staff. Changing from an internal market tradition in the seventies, banks in the eighties tended to resort to external flexibility and then to reconstitute their internal market in the nineties. Banking products and computer technologies being available on the market, couple with a qualified labor force lead us to believe that external flexibility should be more efficient. The return to internal flexibility constitutes a paradox with the respect to the institutional economics theory which explains the arbitration between the coordination bargains and the administrative coordination by the degree of asset specificity. The internal market reconstitution is explained by the coproductive nature of services in which the consumer intervenes. The creation of a link of confidence in the banking relationship and the social capital accumulation by banking counselors are fundamental in the evaluation of risks and the financial services distribution. This social capital accumulation supposes a durability of the relationship, rendering necessary the stability of banking counselors. The idiosyncrasic nature of confidence relationship generates specific human capital determined by the apprenticeship of a particular social environment, thus justifying the internal market reconstitution
Bamazi, Dihesa. "Contribution à la connaissance des styles de gestion des ressources humaines en Afrique : effet sociétal et gestion des ressources humaines : cas particulier du Togo." Poitiers, 1995. http://www.theses.fr/1995POIT4003.
Full textToday africa developpement should go through the imperative of private initiative. Relying on the idea that human ressources management problems should be listed among the principals reasons of enterprises bad running, this present research has been centred on this domain practices. Accurately, we are interested in the osicocultural factors effects on human ressources management practice and the togo's concrete cultural environnement. This study is based on a survey of 49 togolege firms and has for objective to provide a conceptual setting for an apprehension and a better understanding of human and organizational appearance of the management
El, Rifai Sierra Omar. "Gestion des ressources humaines d'un service d'urgence en période épidémique." Thesis, Saint-Etienne, EMSE, 2015. http://www.theses.fr/2015EMSE0802/document.
Full textIn France, the problem of overcrowding in Emergency Departments (ED) is particularly relevant today because of increasing admissions and budget restrictions in health establishments. Formally, overcrowding can be defined as a situation where the demand surpasses the service capacity. Studies that have dealt with ED overcrowding have mostly dealt with issues of patient flow management and resource management.Our work focuses on resource management and more particularly on the impact that human resources have on ED overcrowding. In the first part of the study, we formulate the capacity allocation problem in a generic form. As such, we examine the capacity management problem and derive interesting properties for a general demand distribution and a normal demand distribution. Then, we examine the cyclic shift scheduling problem as it exists in ED. This research allows us to examine different cyclic scheduling strategies and answer the question of whether lack of flexibility in the schedules has an impact on the waiting time of patients. We propose an original stochastic linear formulation for the problem that accounts for the non-stationary work demand. After that we evaluate two scheduling mechanisms to reduce overcrowding in EDs: on-call duties and overtime hours. We study the conditions under which these mechanisms can be beneficial. The on-call duties problem is modeled as a two-stage stochastic optimization problem and the overtime management problem as a Markov decision problem
Boumane, Abderrazak, Driss Bouami, and Abdennebi Talbi. "Développement d'une méthodologie de gestion des compétences." Valenciennes, 2007. http://ged.univ-valenciennes.fr/nuxeo/site/esupversions/368e8f4b-a379-4122-890c-b85bfc6a4815.
Full textAlthough the competency management is recognized as a likely key factor to success for any organization, the existing approaches in literature reveal methodological weakness. In addition, it is often limited to put the concept of competency into operation. Given these insufficiencies and stakes that are articulated around the competency management, the principal goal of this research work consists in contributing to development of competency management methodology. First, a systemic model of competency has been proposed. This model postulates that competence is a dynamic construction, which can be seized only in reference to an actor into a professional situation. The actor builds his strategies of action according to a scheme considered as "a model of action". Second, a methodology for requisite competency identification has been developed. It is based on two principal analyses: global analysis of the context organization and analysis of the occupation. Third, a step for developing a competencies appraisal system was proposed. It is based on the principle of the continuous improvement which facilitates the necessary adjustments and makes it possible to build an appropriate a competencies appraisal system, more coherent and better adapted to the organization. Lastly, the experimentation of the methodology for requisite competency identification was carried out. We illustrated it through two case studies stemming from a different field: 1) the activity of regulation of an urban transportation network; 2) the internal doctor activity of exerting within a hospital center
Enlart, Sandra. "Le savoir-être dans l'entreprise : utilité en gestion des ressources humaines." Toulouse 1, 1997. http://www.theses.fr/1997TOU10032.
Full textThe "savoir-être" is a vague notion used in human resources management. Very useful, it seems to be an important model of competence to realise the integration of people in organization. This doctorate proposes a pluridimensionnal definition of "savoir-être", including the debate and controversies. Then, we will show how this notion is used to rationalize decisions in management, to demonstrate which are the mechanisms to use the "savoir-être" in the organizations. To show how it plays to manage integration and submission is our goal in this thesis. Three observations of practices in companies will help us to show how, concretely, human resources management works with the "savoir-être"
Elias, Elias. "Gouvernance et gestion des ressources humaines : le cas du Burkina Faso." Corte, 2007. http://www.theses.fr/2007CORT1046.
Full textIn our case study, we detected the different influances of the human ressources management technics on a favorit organisational behavior for the integrity as a management style. Our obervations are focused in general on Africa and particulary Burkina Faso. In this context our studies are fixed on how the human capital is evaluated in Burkina Faso. In this respects these questions are asked : 1-What are the different influences in Human ressources. 2-Can we talk about Burkina’s moderne model in Human ressources. 3-How can the african companies integrate in a moderne and globalised model
Duval-Hamel, Jérôme. "La gestion des ressources humaines dans les opérations de fusion d'entreprises." Paris 2, 2001. http://www.theses.fr/2001PA020032.
Full textCrozet, Paul. "Management communal et gestion des ressources humaines dans les villes moyennes." Versailles-St Quentin en Yvelines, 1997. http://www.theses.fr/1997VERS1000.
Full textFrom : - the examination of the public management broadly speaking and the local management in particular, - the utilization of three questionnaires addressed to the mayor, the town clerk and the human resources director of towns with a population of 20 000 to 80 000, - and finally of the statements drawn on participating comments of two town halls completed by semi-directed interviews ; the thesis aims to describe and to analyse the modernization movement of town halls human resources management, characterized
Chaabane, Sondes. "Gestion prédictive des Blocs Opératoires." Lyon, INSA, 2004. http://theses.insa-lyon.fr/publication/2004ISAL0038/these.pdf.
Full textDue to the shortage of the human and financial resources, the Operating Theatre Management is nowadays a major concern, on the short term as well as on the medium term. Indeed, all these structures in the eastern countries share the major problem of limited human and financial support. In this respect, our study was carried out along three steps. First, we analysed the process activities of the operating room, its resources and flows. This analysis allowed us to identify the forces and weaknesses of the actual process and to define the major management issues. Second, we studied the organisational levels of the operating process. We limited our study to the pre-operative (before surgery) and the per-operative (during surgery) steps of the operating procedure. Finally, we presented the tools to solve the identified management questions and we specified their effectiveness. Four problems were actually identified : intervention programming adjusted operating theatre staffing, operating theatre planning and operating theatre schedule. We have developed an heuristic method based on the extended Hungarian method to solve the intervention programming as well as the operating theatre planning. The operating staffing was solved modelling to a linear program. The operating theatre scheduling was identified as a three-stage hybrid flow-shop organisation with no-wait and precedence constraints. This problem was solved by well known scheduling and assignment methods. These works lead us to conclude that analysis methods and management tools from manufacturing systems can be used to hospitals systems
Gonzalo, Martinez Pedro. "La "GRH comme pratique" : la mise en place d'un graduate programme dans une banque de financement et d'investissement française." Thesis, Paris 9, 2014. http://www.theses.fr/2014PA090029/document.
Full textIn the current context of extreme competition for the best young Graduates available on the market, Graduate Programmes (GP) are becoming the model of reference in the management of this population at an international level. However, these recruitment, integration, training and development programmes seem overlooked by management research. We mobilize here the strategy-as-practice (SAP) approach to explore in detail the dynamics of implementation of such a programme in a French corporate and investment bank.More concretely, we study the context of emergence of this programme and the day-to-day praxis and activities of HR practitioners in the design and implementation of this programme. We also explore the practices that constitute a GP from the SAP perspective and the benefits, limits and suitable conditions for such a programme. Doing that, we propose a sound portrayal of a key concept in Graduate management nowadays. We therefore claim the importance to be given to SAP in the study of corporate HR activities in the coming years
Kane, Hamdjatou. "Etude de l'ajustement de la capacité à la charge pour une gestion quantitative des ressources humaines en production." Lyon, INSA, 2001. http://www.theses.fr/2001ISAL0025.
Full textThe relations between customers and suppliers are in constant evolution. In most cases, an annual agreement gives a definite and regular delivery frequency (day and hour) while the exact quantities remain imprecise until the last moment (definitely known in the week preceding the delivery). These companies work "virtually" with a unconstrained capacity. They then have to adjust the capacity to the loading rate rather than the loading rate to the capacity. This evolution obliged the companies to call into question their methods of production control. Indeed, the traditional tools for production control do not answer this type of problem. Nowadays, the actuators used to propose this adaptation of the capacity are: overtime, interim and recently, the annualisation. Works of this memory register in this new approach of management. They relate mainly to the quantitative management of human resources within the systems of production. We proposed a modeling of the system of decision allowing the necessary allocation of human resources in a company. The parameters of input of the system of decision correspond to the load (known or estimated), with the constraints (legislative, negotiated in collective agreement, etc). The data is the negotiable parameters and the nature of the resources to be set up (permanent employees, overtime, and temporary). The objective is mainly related to the cost of the various resources. One of the difficulties treated is the non-linearity of the productivity of temporary in a company. We developed mathematical models, which allow us to determine the number permanent employees in the long-term and to test various policies to fix the master agreements. Then, we treated the means of adjustment of the capacity with the medium-term load by developing a model based on the chains of Markov
Holmer, Neves Ana Lucia. "L'entreprise et la gestion des ressources humaines en France et comparaison avec le Brésil." Paris 2, 1993. http://www.theses.fr/1993PA020142.
Full textPratical study of humain ressources management in small, medium and large corporations in brazil through the analysis of the earlier forms of labour organization and its major evolutions upon which wxe will build so as to come up with a management model adapted to corporations in general and suited to their size in france and brazil, concerning in particular : recrutement, training and salary p@olicies
Larose, Valérie. "Recherche exploratoire sur la gestion des ressources humaines en contexte de projets /." Thèse, Trois-Rivières : Université du Québec à Trois-Rivières, 2007. http://www.uqtr.ca/biblio/notice/resume/30008457R.pdf.
Full textBolduc, Denyse. "Les enjeux éthiques dans la gestion des ressources humaines en milieu hospitalier." Thèse, [Rimouski, Québec] : Université du Québec à Rimouski, 2004.
Find full textTitre de lʹécran-titre (visionné le 31 août 2006). Rapport présenté à monsieur André Mineau comme exigence partielle du programme de maîtrise en éthique. Comprend un résumé. CaQRU CaQRU CaQRU Bibliogr.: f. [135]-142. Paraît aussi en éd. imprimée. CaQRU
Beaumont, Michel. "La qualité de la gestion des ressources humaines dans les entreprises certifiées." Toulouse 1, 1996. http://www.theses.fr/1996TOU10061.
Full textQuality of human resource management (HRM) in certified firms should at first be considered theoretically. A frame of reference about HRM and the quality within this field is offered. The appraisal envisaged aims at the research of explanation building and of the contents, and nature of the change initiated by the involvement of the firm in certification, according to the ISO 9000 international referential. The research relies on the contextualist approach. Within this framework the identification of responses to the appraisal is based upon the establishment of the relationship between the context, the contents of change and the process implemented by all the actors concerned by hrm and its quality inside certified firms. The contents of the change are to be appraised by the results of the processes according to the deming pattern. Three levels of results in terms of HRM quality are to be expected. The first one representing the respect and the maintenance of hrm procedures demanded by certification. The second one is expressed by the processing of HRM thanks to the tools and the methods taken from quality beyond the demands of certification. The third level at last, expresses generalisation of quality appraisal to HRM as a whole. The empirical study comprehends four case studies. The results of this research reveal on the one hand a subtantial variety of HRM quality level in the certified firms considered and of its elements of explanation. On the other hand, another result identifies within certain contexts, the inititation of a continuous improvement of HRM quality level by certification
Quénet, Jacques. "L'application des méthodes démographiques à la gestion des ressources humaines dans l'entreprise." Paris 4, 1995. http://www.theses.fr/1995PA040207.
Full textBeyond dissimilar specific positions, diverging managerial choices and even various knowledge and mentalities, demographic ways, technologies and implements are truly liable to contribute to an efficient manpower's management. Especially, demography brings particular instruments likely to help the observer and, above all, to improve his visibility on the future and his ability to forestall
Yanat, Zahir. "Flexibilité de la gestion des ressources humaines : cas de l'entreprise socialiste algérienne." Bordeaux 1, 1987. http://www.theses.fr/1987BOR1D321.
Full textHofaidhllaoui, Mahrane. "L’employabilité des diplômés tunisiens : un défi pour la gestion des ressources humaines." Corte, 2009. http://www.theses.fr/2009CORT0009.
Full textTHE YOUNG GRADUATES WHO ARE RECRUITED TODAY MUST BE MANAGED lN A WAY DIFFERENTIATED COMPARED TO THE OTHER POPULATIONS OF EMPLOYEES. THESE YOUNG GRADUATES ARE NOT THE RETORT OF THEIR ELDER lN LESS OLD ; THEY PRESENT SPECIFICITY AT THE LEVEL OF THEIR VALUES AND THEIR WAITS TOWARD THE WORK, ESPECIALLY lN TERMS OF EMPLOYABILITY. THE DIRECTORS OF THE COMPANIES AND THE DIRECTORS OF HUMAN RESOURCES MUST IDENTIFY AND APPLY PRACTICES OF MANAGEMENT WHICH FAVORITE THE EMPLOY ABILITY OF YOUNG GRADUATES. THIS RESEARCH AIMS TO EXAMINE THE ISSUE OF EMPLOYABILITY IN ALL ITS COMPLEXITY, TO GAIN A BETTER UNDERSTANDING OF THE BARRIERS TO EMPLOYABILITY OF YOUNG PROFESSIONAL GRADUATES. WHAT REMAINS TO BE IDENTIFIED IS THE MAIN DIMENSIONS AND MAIN DETERMINANTS (INDIVIDUALLY RELATED TO THE FIRM AND THE STATUS) OF EMPLOYABILITY. OUR EMPIRICAL STUDY IS BASED ON A QUANTITATIVE STUDY QUESTIONING A SAMPLE OF YOUNG PROFESSIONAL GRADUATES WHO CURRENTLY WORK lN TUNISIA AS WELL AS GRADUATES WHO ARE UNEMPLOYED AND WHO ARE ACTIVE LOOKING FOR WORK. THE RESULTS OF OUR RESEARCH ALLOWED US TO DEFINE THE BEST COMBINATION OF PRACTICES FOR HUMAN RESOURCES MANAGEMENT, INDIVIDUAL BEHAVIOUR AND INTERVENTION OF THE STATE, ALL OF WHICH ENHANCES THE EMPLOYABILITY OF YOUNG GRADUATES lN THE COMPANY AND THE TUNISIAN LABOUR MARKET. THE IMPLICATIONS OF THEORETICAL AND MANAGERIAL RESULTS OF THIS RESEARCH ARE DISCUSSED BELOW
Larose, Valérie. "Recherche exploratoire sur la gestion des ressources humaines en contexte de projets." Thèse, Université du Québec à Trois-Rivières, 2007. http://depot-e.uqtr.ca/1901/1/030008457.pdf.
Full textBarbusse, Béatrice. "Sport et entreprise : des apports réciproques en matière de gestion des ressources humaines." Paris 5, 1997. http://www.theses.fr/1997PA05H003.
Full textLoth, Désiré. "Une comparaison culturelle des pratiques managériales dans des contextes nationaux différents : L'exemple de la France et de l'Allemagne." Versailles-St Quentin en Yvelines, 1999. http://www.theses.fr/1999VERS1013.
Full textBoukhris-Elmajdi, Aïda. "Développement des ressources humaines : de la formation à l'emploi en Tunisie." Paris 1, 2000. http://www.theses.fr/2000PA010035.
Full textRamboarison-Lalao, Lovanirina Lambert Gilles. "Genre et gestion des ressources humaines étude prospective de l'approche differenciée selon le genre /." Strasbourg : Université de Strasbourg, 2009. http://urs-srv-eprints.u-strasbg.fr/346/01/RAMBOARISON_Lalao_2008.pdf.
Full textZaddem, Ferid. "Cultures inconscientes et gestion des ressources humaines analyse comparative des dysfonctionnements organisationnels (france - tunisie)." Lille 1, 1991. http://www.theses.fr/1991LIL12013.
Full textFirms are under influence of patterning of thinking and being. These patternings are called inconscious cultures. They are a precious source of adaptation. However, they can be a cause of organization problems such as inadaptation and change resistance. Firms mus try to know and manage these inconscious models of thinking and being to motivate men and be efficient. Human ressource management can have an interesting role to play. Four investigations have been made in france and tunisia. They show how to manage these inconscious cultures to be more flexibal and to create
Allani-Soltan, Nada. "L'effet des pratiques de gestion des ressources humaines sur la performance des entreprises françaises." Nancy 2, 2003. http://www.theses.fr/2003NAN22001.
Full textThe objective of this reserach consists in studying the effect of human resources management practices on the competitiveness of the French companies. A review of the literature in strategic human resources managment makes it possible to highlight three relevant strategic approaches to study these effects. The universalist approach supposes the existence of HRM "best practices" which independently of the organisational context, can get a competitive advantage for the company. In the contingency approach, the relationship between the HRM practices and performance is contingent with the type of business strategy adopted by the company. According to the configurational approach, the company performance depends on the internal coherence of HRM practices. It also depends on the alignment (stowage) of the work systems (coherent HRM practices) on the business strategies (innovation strategy, cost-reduction strategy and quality enhancement strategy "mixed strategy") followed by the company. The empirical part of our study is quantitative and was led on a sample of 1983 French establishments, resulting from the investigation "REPONSE" carried out by the DARES in 1998, to test the validity of the configurational prospects show that the HRM practices can constitute a significant lever to increase the French companies competitiveness measured in term of economic (profitability), organisational (innovation, productivity, quality) and social performance (social climate, absenteeism)
Arcimoles, Charles-Henri d'. "Diagnostic financier externe et gestion des ressources humaines : nécessité et pertinence du bilan social." Paris 1, 1994. http://www.theses.fr/1994PA010009.
Full textThis research has a double purpose: the first part is a theoretical work which first establishes the necessity of having reliable social data to aprreciate the risk-return equilibrium of the firm. The complexity of an outside analysis of social data is also developped. This complexity is partly caused by the imperfection of models which try to articulate human resources management and the performance of the firm. These models are presented and also the results of numerous empirical work devoted to this topic. The second part is an empirical work which tests the usefulness of the french social report from a financial analysis point of view. Social and financial panel data are used for this research in order to identify immediate and lagged associations during the 1982-1989 period. Within the strict limits of the used sample, this research states that the french social report brings investors interesting information that they should use for the necessary control of the human resources management
Fleury, Laurent. "Decouverte de connaissances dans une base de donnees pour la gestion des ressources humaines." Nantes, 1996. http://www.theses.fr/1996NANT2109.
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