Tesis sobre el tema "Stratégie Ressources Humaines"
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Gendron, Bénédicte. "D'une stratégie de formation à une stratégie d'employabilité : analyse de la poursuite d'études après un BTS ou un DUT". Paris 1, 1997. http://www.theses.fr/1997PA010024.
Texto completoThe BTS's holders and the IUT's holders have been set up to bring a vocational training to young people during two years after the high school diploma. But more and more students pursuit their studies after this credential according to the last data of CEREQ's inquiry : 63% after the DUT and 39% after BTS in 1992. The choice of this holders can be interpretated as a double strategy : a training's strategy and an employability's strategy. Indeed, in one hand because of the selection at the entrance and the low rate of failure and drop out in these kinds of institutions, the BTS and DUT's classes can be used as a first step of training (pseudo-deug) to minimize the risk of failure at the university and, thus to go further in the educational system and. In an other hand, because of the employement's crisis, the holders try to adjust their training according to the labor market's needs and to reach their initial job's expectation. Therefore, the educational choice should be considered as a sequentiel choice and a multiple process of education
Aït, Razouk Abdelwahab. "Gestion stratégique des ressources humaines : recherche théorique et empirique sur la durabilité de la relation entre stratégie RH et performance". Thesis, Nancy 2, 2007. http://www.theses.fr/2007NAN22002/document.
Texto completoFor the two last decades, an abundant literature has been entirely devoted to the treatment of the place of the HRM in the implication of human resources for the achievement of strategic objectives and the improvement of the firms' performance. This literature concerns the Strategic Human Resources Management (SHRM). If the majority of the research carried out in the study of the bonds between the HRM and firms' effectiveness led to significant results, these studies remained silent on the question of resistance of this effect in a long time. Currently, firms are concerned about the way to maintain their performance as long as possible, taking into account the running risks. The sustainability of the performance thus becomes the managers' major concern. By raising this issue, our research aims to increase former studies and to provide a complementary light to the strategic human resources management. "Configurational" approach of human resources should be the conceptual foundation to find an answer to this issue. This approach stipulates that a strategy of human resources made up of internal and external coherent HRM practices with the strategy business, is likely to ensure a long term performance. Our method is based upon longitudinal data coming from REPONSE survey led by DARES and BVA Institute for the periods of 1997-1998 and 2004-2005. This survey was carried out into a representative sample of 2978 French Business Units of more than 20 employees in 1998, and 2930 Business Units of the same size in 2005. The principle static and dynamic results of this research show that simultaneous associations between HRM systems and the four dimensions of the performance (profitability, innovation, absenteeism and social climate) stand up to the introducion of temporal shift. This conclusion supports the relevance of human resource strategy's coherence like an asset in the maximization of sustainable performance
Queneau, Hervé. "La flexibilité du travail et de l'emploi dans la stratégie des entreprises". Paris 9, 1996. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=1996PA090052.
Texto completoAs companies give more and more importance to human resources management in terms of expenses and human means, we began our research with the following question: what is the role of human resources management in firms' strategy? As we refuse the concept of the firm as being completely dependent on the market, and in which human resources are considered generic, we sought to analyses what really happens in companies. Our intuition was that the constraints were not the same in different sectors of activity. Therefore, we tried to analyses the links which could exist between strategy and human resources management in companies belonging to three different sectors: banking, chemicals industries and consumer electronics. Our methodology consisted of conducting successive simplifications. First, we tested the sector-effect hypothesis. Then, after showing that sector-effect is constraining but not determining, we tested the evolutionary hypothesis and observed that for similar sectorial constraints, different types of companies exhibited different types of behavior in terms of the way human resources management contributed to their strategy. The first contribution of our thesis consisted of proposing a typology regarding the connection between human resources management and firms' strategy. This typology allowed us to call into question the common idea that human resources management is inevitably integrated into firms' strategy. The second theoretical contribution of our thesis was to enrich the concept of specific resources in an evolutionary point of view, when attempting to link them to entrepreneurial behaviour. The last contribution of our thesis was to add some elements to the definition of an evolutionary theory of the firm which is based on the concepts of resources, including human resources and entrepreneurship
Borchani, Maktouf Manel. "Les déterminants de la stratégie sociétale des firmes multinationales : Étude empirique des filiales étrangères en France". Paris 9, 2008. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=2008PA090009.
Texto completoOn the base of an explorative qualitative study we can precise the different elements of the social strategy of subsidiaries which are: the social vision of enterprise, the code of conduct and values, social training of employees, the structures of application and control of the social strategy and the social reporting. After that this study has proposed a model that integrates resource dependency, institutional theory and strategic choice theory. We have tried empirically to test the existence of a significant and positive relationship between the social strategy and its determinants. To this end, we carried out a typology study of the foreign companies in France based on the elements of social strategy. Then, we used the logistic regression to test the institutional, organizational and managerial determinants of the social strategy. Our results are unable to certify all hypotheses, so we have accepted the model partially and temporarily
Hebbar, Karim. "Stratégie, actifs humains & identité : Contribution à une modélisation du processus de mobilisation stratégique des ressources humaines par un entrepreneur-dirigeant : le cas des jeunes entreprises technologique". Lille 2, 2002. http://www.theses.fr/2002LIL20015.
Texto completoThe goal of this thesis is to understand and model the concept of strategic mobilization of human resources by a contractor-leader (mobilizing central agent). Two forms of strategic mobilization of human resources can be theoretically defined. The strategic mobilization of the human competences and the identity strategic mobilization. After having conceptualised the process of strategic mobilization, we proposed and tested according to a causal structural statistical analysis, a model which represents relations of cause and effect of the process on the productivity of human resources, the capacity of strategic development of the young company and its economic performance
Maarif, Mohammad-Syamsul. "Stratégie de lancement et optimisation d'élaboration d'un système de formation dans le domaine du management des ressources humaines". Vandoeuvre-les-Nancy, INPL, 1993. http://www.theses.fr/1993INPL057N.
Texto completoFeng, Qi. "What are the main factors that influence the performance of chinese SOEs?" Thesis, Pau, 2014. http://www.theses.fr/2014PAUU2004/document.
Texto completoCette recherche porte sur l’étude des stratégies de la GRH (SGRH) en Chine. Nous avons deux buts: (1) évaluer de manière critique le développement des pratiques de GRH en Chine au cours des dernières années; (2) identifier les lacunes à combler de la recherche sur le cas chinois pour améliorer la GRH pour le futur. La thèse étudie les différences qui subsistent entre entreprises d’Etat et entreprises privée en Chine, du point de vue de la GRH. Elle est organisée comme suit: la première partie est relative au cadrage théorique de la thèse, la seconde partie est consacrée au travail empirique. La conclusion formule des suggestions de recherches en gestion des ressources des entreprises en Chine
Boulé, Pierre. "L'impact de l'internationalisation sur la stratégie des ressources humaines en milieu PME, une étude réalisée dans le secteur du meuble au Québec". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0011/MQ41863.pdf.
Texto completoLauzikas, Mindaugas. "Combination of the Innovation and Human Resource strategies : the case of Lithuanian IT sector". Thesis, Lyon 2, 2009. http://www.theses.fr/2009LYO22003.
Texto completoGiven an increasing competition in knowledge intensive economic sectors, a perfectly aligned and executed Innovation strategy appears crucial to reduce the cost and time necessary for creation as well as introduction of a new product or service. More than that, the chosen Innovation strategy should be aligned with the company’s business model, technological base and the Human Resource strategy. Thus, the structure of this research work is built on the flow ‘From general to case’ basis where at first, there are the classification of innovations and foundations of combination of the two strategies presented, and only then our survey on combination of the Innovation and Human Resource strategies in Lithuanian IT sector 2008 (covering a three-year period from 2004 to 2007) delivers results by applying both the experience of other countries and the data enclosing the answers from CEOs of Lithuanian IT companies. The survey is conducted to create a systemic approach and multifactor understanding of combination between the Innovation and Human Resource strategies in Lithuanian IT sector. Such a structure serves as a solid background for Policy implications: we deliver recommendations for Lithuanian Government, intermediaries, enterprises and both firms’ managers and its employees. We believe that Lithuanian IT companies are on the right track to catch up more developed countries in innovation; however, there should be many changes done, and we expect a fast transformation process in the upcoming years
François, Pierre. "La conduite d’une stratégie de différenciation dynamique,recherche-intervention dans une PME hybride". Thesis, Lyon, 2016. http://www.theses.fr/2016LYSE3074/document.
Texto completoBased on a socio-economic & longitudinal intervention-research carried on in a multi-activities SME and in response to the defaults of traditional strategic practices, this research suggests the concept of dynamic differentiation strategy. This later comes from the combination between socio-economic strategy, theory of dynamic capabilities and the differentiation strategy. It takes into account the complexity of the environment and is aimed to answer to the new strategic challenges of companies and organizations. To do so, strategic practices which are using and configuring the company’s resources, and especially the human potential, allow to integrate an effective dynamic of change. A proactive strategic behavior incorporating deliberated choices with some emerging ones make it possible. After suggesting first the concept, this one is tested and enriched with an analysis in depth of the field’s strategic practices. Then, we discuss the concept comparing it to the literature review and with more detailed practices. Finally, we suggest some management recommendations allowing the implementation of a dynamic differentiation strategy
Vavasseur, Frédéric. "Les stratégies de développement des ressources humaines en France et au Royaume-Uni : contingence et convergence dans les politiques de formation des entreprises". Paris 2, 1998. http://www.theses.fr/1998PA020031.
Texto completoThis research analyses the role of firms' external and internal environment on the production of vocational training. The subject of this study is an attempt to explain the way firms manage training in relation to the external economic and institutional environment and the extent to which they are autonomous in designing their human resources development policies. The conceptual framework draws on the international comparison as a methodology; firms' training practices are evaluated in light of the british and french national contexts. An empirical study using the case study research methodology was realised in britain. The main results show a renewal in firms' management interest to vocational training and to the delivery of human resource development programs
Dacher, Nicolas. "L'accompagnement à l'entrepreneuriat innovant : étude des relations dynamiques entre dirigeants de structures d'accompagnement, accompagnateurs et porteurs de projet". Thesis, Paris 1, 2016. http://www.theses.fr/2016PA01E078.
Texto completoThis research raises the problem of the support of the creators of innovative companies. How to personalize, in the medium and long term, the accompaniment of creators in their innovative and risky projects while optimizing, in the short term, the use of public support for business creation ? How do the relationships between project promoters, support staff and managers of structures that support innovative entrepreneurial projects evolve? 15 managers, 27 coaches and 24 entrepreneurs were interwieved. The results confirm the application of the dominant theories founding the entrepreneurial accompaniment on the execution of a business plan and the search for financial assistance. They reveal an inadequacy of the type of accompaniment to the project phase, a relative inadequacy of the typologies of the accompanists and a certain lack of knowledge, by the actors in the field, of the academic models of accompaniment. They allow to draw up a typology distinguishing 3 types of accompaniment (facilitators, prescribers, mixed), 2 profiles of accompanists (experts, generalists) and 3 phases of accompaniment (exploration, structuring, acceleration). The initiatives to support startups are mainly oriented towards managing the risks of innovation and business creation. They pass more and more by accompaniments or multiple incubations. Their effectiveness depends less on the experiences than on the personalities of the actors involved. They are sensitive to the effects of mimicry and managerial mode
Adam, Edmond. "L'éthique sexuelle dans l'entreprise, analyseur du rôle stratégique du directeur des ressources humaines". Thèse, Université de Sherbrooke, 2018. http://hdl.handle.net/11143/11851.
Texto completoGonzalo, 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.
Texto completoIn 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
Vachon, Nathalie. "Étude de l’expérience vécue de travailleuses et de travailleurs aux prises avec l’obsolescence professionnelle". Thèse, Université de Sherbrooke, 2017. http://hdl.handle.net/11143/10605.
Texto completoAllani-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.
Texto completoThe 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)
Zine, Selma. "Les rôles de la DRH". Paris 9, 2007. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=2007PA090007.
Texto completoSoparnot, Richard. "L'approche stratégique du changement opérationnel : la maîtrise des compétences clés et l'opportunité de l'action intentionnelle". Evry-Val d'Essonne, 2004. http://www.theses.fr/2004EVRY0003.
Texto completoChange management is an administrative invariant. However, all reforms destabilise organizations. Currently, to explain the phenomenon, the theoretical approaches seem to be somewhat limited; they can be characterised by a weak consensus. For some authors, change is led, for others it is, at best, prepared for. The identification of capacities for successfully managing change is fundamental. How can we explain the aptitude for successful reform? Our research plan leads us to confront our hypotheses to the empirical realities found through investigations of an exemplary case-study; that of the Renault group. Our results allow us to put forward a model of capacities for managing change articulated around three key dimensions of transformational capabilities. Change management comes within the scope of a new perspective, that of timelessness. It offers the identification and the construction of aptitudes for successful change in order that future challenges can be taken up whilst limiting the difficulties
Pestre, Florent. "Une approche processuelle de construction des stratégies de responsabilité sociale des entreprises multinationales françaises". Paris 9, 2008. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=2008PA090041.
Texto completoInternational corporate social responsibility (CSR) is an emerging field of research and little empirical research has been carried out to date. The aim of this research is to study the process of CSR strategy construction and to expand the headquarters-subsidiary relationships field of research. The research method is qualitative. The thesis rests on the Danone and Lafarge case studies including their respective Poland and South African subsidiaries. Monographs relate different phases in the construction of the CSR strategies and three main processes emerge. These processes are : led by the headquarters, initiated by the subsidiary, and interactive. Three peripheral cases (Renault, Total and Suez) feed the results of the two central cases and build up the process analysis. One result of this research is the role of four key actors, which are: the ‘leader’ and the ‘sponsor’ at the headquarters, the ‘champion’ at the level of the branch or the zone, and the ‘responsible entrepreneur’ in the subsidiary. The role of the ‘champion’ is emphasized as he holds the decision making power: the champion turns the CSR strategy into an ordinary management issue
Loufrani-Fedida, Sabrina. "Management des compétences et organisation par projets : une mise en valeur de leur articulation. Analyse qualitative de quatre cas multi-sectoriels". Phd thesis, Université Nice Sophia Antipolis, 2006. http://tel.archives-ouvertes.fr/tel-00726441.
Texto completoAkremi, Assâad El. "Contribution à l’étude du rôle de la gestion des ressources humaines dans le passage de la flexibilité potentielle à la flexibilité effective". Toulouse 1, 2000. http://www.theses.fr/2000TOU10018.
Texto completoArcand, Michel. "L'effet des pratiques de gestion des ressources humaines sur l'efficacité des caisses populaires Desjardins du Quebec". Metz, 2001. http://docnum.univ-lorraine.fr/public/UPV-M/Theses/2001/Arcand.Michel.DMZ0101.pdf.
Texto completoDuring the late 20th century, the human ressource management (HRM) became a strategic organizational variable. In spite of the strategic character of the HRM, the relation between this important concept and the organizational effectiveness still represents a real theoretical and empirical "black box" for the scientific community. This thesis proposes a new theoretical and methodological approach to "bringing the gap". Nevertheless, this thesis presents a classical structure. Thus, the first and the second chapter expose the theoretical framework, that is to say : the three strategic models ( the universalistic approach, the contingency perspective and the configurational model), the research question, the critical review of the scientific literature and the four principal hypothesis. The third chapter presents the methodology, that is to say : the definition of the studied firms, the data collection and the statistical methods. The fourth chapter displays the major results. The last chapter debates about the conclusions, the limits and the new perspectives in strategic human resource management (SHRM)
Lucchetta, Patrice. "Rôle de l'information dans les stratégies de recherche et d'exploitation des ressources chez l'hyménoptère parasitoïde Venturia canescens". Lyon 1, 2007. http://www.theses.fr/2007LYO10010.
Texto completoSouak, Youssef. "Le partage de la fonction ressources humaines : une étude par les théories de l’alignement stratégique et de l'AMO". Thesis, Bordeaux, 2020. http://www.theses.fr/2020BORD0109.
Texto completoThe end of the twenty-first century has been filled by great changes in the human resources function (HRF). This new agenda, lead to the integration of operational managers as new main actors. Focusing on the operational side of the function, they permit HR specialists to focus on more strategic roles. Sharing the HRF has needed the thinking of new infrastructure and particularly required human the use of human resources information systems. These tools have introduced new capacities of information manipulation, treatment and sharing. Their diffusion in management both has been reinforced and has justified the new need for collaboration between departments. But the HRF sharing is a strategic orientation which may result in failure. This acknowledgement questions companies about how they coordinate their choices and how they fit them with their strategic goals. Based on a case study, this research explores the way organizational infrastructure is deployed and the consequences of that on the managers’ position. The aim of this work is to understand how the consistency of organizational choices can explain the success of the HRF sharing. Results show that the consistency may generate two effects. On the one hand, it influences their material and immaterial capacities to implement their HR roles by a direct effect on their skills and on their access to HR tasks. In another hand, results show that the alignment of organizational choices acts indirectly on the managers’ position by an impact on their motivation. Our work results in formulation of a conceptual framework including our research inputs
Maximin, Céline. "Stratégies d'innovation, capital humain et développement durable : Le cas des entreprises du secteur chimique en France". Paris 1, 2008. http://www.theses.fr/2008PA010044.
Texto completoTannous, Roland. "Le chômage au Liban : stratégies ressources humaines ciblées contre le dysfonctionnement du marché de l’emploi dans les secteurs public et privé". Thesis, Lille 1, 2019. http://www.theses.fr/2019LIL1A004/document.
Texto completoIt is certainly not easy to deal with a topic dated back to the creation of modern Lebanon and theconstitution of the republic during the first decades of the twentieth century. Seriousadministrative problems, institutional dysfunction, and other problems of governance andmanagement were not so noticeable during the golden age of the Republic. But after years ofcivil war that destroyed all the country's infrastructure, Lebanon still suffers from an internalsystem whose structures are obsolete and unsuited to the needs of society. Yet creativity, talentand innovation are key components that have always marked the sectors of employment. In thiscontext, entreprises as well as state institutions require a managerial approach to solvemanagement problems and apply human resources management strategies that are compatiblewith the evolution of the professional environment
Carrier, Bruno. "Vers une modélisation des stratégies d'investissement multidimentionnel". Paris 1, 1989. http://www.theses.fr/1989PA010023.
Texto completoBidoli, Fanny. "Hétérogénéité versus homogénéisation des politiques de gestion des ressources humaines au sein d'un groupe". Thesis, Aix-Marseille 2, 2011. http://www.theses.fr/2011AIX24012.
Texto completoThis doctoral thesis focuses on an analysis of the heterogeneity of HRM policies experienced by entities, balanced with a desire of homogenization from the Group they belong to.In conglomerate-type groups created from takeovers or from market gains, HRM policies can indeed be heterogeneous. However, the current trend goes towards the homogenization of these policies.This research aims to analyze the dynamics of the homogenization process in three stages. First, we identify the origin of the heterogeneity of HRM policies and the reasons for its maintenance, or, conversely, its homogenization.To do so, we rely on a conceptual framework based on a multiple theory using an analysis grid based on the contingency approach to HR, corporate culture and the contributions of Crozier and Friedberg related to the actor (1977).From an empirical point of view, the research is part of a CIFRE Convention in the Southeast Region of France of the Waste and Environmental Services division of an group dedicated to environmental services. It is based on a qualitative and quantitative methodology by the use of descriptive statistics applied to the analysis of three key policies in HRM: wages, health insurance, and recruitment. It focuses on a little studied group: the workers
Molmy, Gérard. "L'évolution des pratiques des professionnels de santé face aux réformes hospitalières : impact en GRH et outils de pilotage?" Nice, 2010. http://www.theses.fr/2010NICE0045.
Texto completoPublic hospitals highlights of their autonomy, have to develop their strategies in the framework of contracts signed with the regional agency for hospitalization. Management practices must be based on more forms of management founded on the pattern of competence and in the context of the new reform law on hospital organization. This is our interpretation of exceeding the limits of financial practices, to oppose organizational obstacles, to develop a dynamic and cooperative modes and transverse
Belkasseh, Soumaya. "Travail temporaire révélateur des paradoxes de la Responsabilité Sociale des Entreprises (RSE)". Electronic Thesis or Diss., université Paris-Saclay, 2024. http://www.theses.fr/2024UPASI006.
Texto completoMultinational companies are constantly seeking to improve their market competitiveness by optimizing operating costs. Payroll represents one of the most important cost items to control. Indeed, some companies choose to opt for flexible management of human resources using temporary work. This strategic choice certainly presents a financial advantage but would bring significant economic and social challenges, particularly for companies that adopt a Corporate Social Responsibility (CSR) approach. Based on a review of the multidisciplinary literature and our empirical study, we would like to provide elements of response to the following problem: “How would the adoption of a Corporate Social Responsibility (CSR) approach be compatible with the use of temporary work?". We adopt a qualitative research methodology based on the multiple case study method, by studying a sample of four CAC 40 companies. These companies are present in Morocco, employ temporary workers and adopt a CSR approach with all that this implies namely in terms of social commitments towards all stakeholders, particularly employees. At the end of this research work, a new flexible socially responsible approach is proposed
Leconte, Patrick. "Le processus de structuration des techniques de gestion prévisionnelle des ressources humaines : application à la construction d'un référentiel métiers dans un réseau d'organisations complexes". Tours, 1998. https://tel.archives-ouvertes.fr/tel-00011103.
Texto completoVallée, Alexandre. "Stratégies de fidélisation des ressources humaines en contexte de vieillissement et de raréfaction de la main-d'oeuvre : une synthèse de la documentation empirique internationale". Thèse, Université du Québec à Trois-Rivières, 2007. http://depot-e.uqtr.ca/id/eprint/1955/1/030008493.pdf.
Texto completoMiguel, Rombert Trigo Salvato. "L' intelligence compétitive appliquée aux institutions de l'enseignement supérieur (IES) comme élément stratégique de performance". Toulon, 2007. http://www.theses.fr/2007TOUL0006.
Texto completoNowadays, information should be seen as the main source of knowledge and innovation. Information, both in quantity and relevance, and the knowledge that it produces it’s one of the most precious goods that any existing organization can possess. The way information is worked should be included into the strategic planning process. Organizations should be able to collect, work and transform as much as possible of quality information into knowledge, and further implement effective and efficient processes to share this knowledge. Doing so, an organization will greatly improve its institutional performance as it becomes more innovative and will gain competitive advantages. The present research project intends to demonstrate that the considerations made above are also true for higher education institutions. It intends to show that in a global world the introduction of competitive intelligence systems will allow higher education institutions to achieve competitive advantages, in comparison with organizations that do not adopt the same models. Starting with the analysis of higher education current situation, and its European agenda towards the European Union aim to lead the knowledge economy, and as far as competitive intelligence is an operational system of collecting, managing and delivering the information (tacit and explicit) to the decision makers, the author wishes to demonstrate the value of implementing a competitive intelligence system in a Portuguese private higher education institution. Aware of the richness of the human capita! owned by the higher education institution where he works (University Fernando Pessoa), the author proposes to implement structures that will be responsible for getting the maximum effectiveness of strategic information. This type of organized structures shall make it possible to achieve best results, implementing strategic projects that enhance the higher education institutions growth. In the last chapter of this work, the author underlines some of the projects that are presented as an example of competitive intelligence work in some strategic areas of the University Pessoa
Bühler, Eve-Anne. "Les mobilités des exploitations rizicoles du Rio Grande do Sul (Brésil) vers l'Uruguay : territorialités et stratégies transfrontalières d'accès aux ressources". Phd thesis, Toulouse, INPT, 2006. http://oatao.univ-toulouse.fr/7582/1/buhler.pdf.
Texto completoRabhi, Dounia. "Stratégies des firmes, capital humain et attractivité des pays du "Sud" : Cas du Maroc". Montpellier 1, 2008. http://www.theses.fr/2008MON10077.
Texto completoWegmann, Grégory. "Le contrôle de gestion stratégique : contributions théoriques, instrumentales et empiriques à la résolution de la problématique de l'articulaton entre le management stratégique et le contrôle de gestion". Paris 1, 2001. http://www.theses.fr/2001PA010040.
Texto completoGilbert, Patrick. "Fonctions implicites des instruments dans le pilotage stratégique du changement en gestion des ressources humaines : application au cas de la gestion prévisionnelle de l'emploi et des compétences". Tours, 1997. http://www.theses.fr/1997TOUR1005.
Texto completoThis thesis gives importance to the implicits functions of HRM instruments, throughout a study of "gestion previsionnelle de l'emploi et des competences" (GPEC). For this purpose, the author proposes an analysis pattern containing different approaches of the organization change and its implementation to its object with different methodologies of data processing: quantitative, qualitative, synchronic and diachronic. This work interest lies in the attempt of "deconstruction" of one of the instruments of the "modern" HRM the main contribution concerns links between instrument of management specifications, those of its user and those of the context in which it is located. The study of GPEC implementation conditions leads to success criterias. Beyond GPEC, the author defines wider proposals about implicit functions of HRM instruments : the operator function, enabling action upon the real world, the regulator function, acting through the instrumentation regulation for power maintening or conquest, the analyser function, revealing the context by confronting it, and the monitor function which tells us that the instrument is a knowledge and apprenticeship vehicle
Arezki, Djelloul. "La mobilisation collective des ressources humaines : un levier de pérennisation organisationnelle : une approche contingente dans quatre organisations festivalières". Electronic Thesis or Diss., Aix-Marseille, 2019. http://www.theses.fr/2019AIXM0480.
Texto completoFestivals are organizations on the borderline between the events activities sector and the arts, culture and creation sector. They face an unstable, turbulent and constantly changing environment. Indeed, managers have to juggle with multiple economic, technological, political or societal contingencies (Soldo, 2018). Although more than 3000 festivals perform in France, a significant number of cultural organisations and event structures are temporarily/permanently closed, as showed by the "Cartocrise - Culture française tu te meurs -". This raises the question of the sustainability of these structures (Salaun, 2016); the latter represents a main challenge for festival managers. In this context, this doctoral work aims to understand how the collective mobilization of human resources can foster festival sustainability. More specifically, our study focus on addressing festivals sustainability we propose to provide solutions to the following problem: in order to ensure their sustainability to what extent can how festival organizations can use and promote the collective mobilization of their human resources? Using Dewey pragmatic-oriented approach, this work mobilizes the survey methodology. More specifically, the theoretical and conceptual framework built on the basis of a pre-exploratory study makes it possible to formulate two research proposals. We analyse these proposals using a multiple case study and identify theoretical, conceptual, methodological, managerial and pedagogical contributions
Rorive, Brigitte. "Entre contrôle de la ressource et contrôle de l'activivté : les chemins de stabilisation de l'entreprise-réseau : Essai diachronique sur la perennité des formes réticulaires d'organisation". Lille 1, 2006. http://www.theses.fr/2006LIL12001.
Texto completoInwoley, Kokou André. "Stratégie vaccinale et diagnostic du VIH dans les pays à ressources limitées : éctude de la réponse TCD8 anti-VIH croisée et évaluation de techniques alternatives de diagnostic des personnes vivant avec le VIH en Côte d'Ivoire". Paris 7, 2006. http://www.theses.fr/2006PA077107.
Texto completoThis study was conducted to assess cross-clade reaction vaccine strategy and evaluate low cost technology for diagnosis of HIV-infected people living in Côte d'Ivoire. We used Elispot IFN-γ to analyse CTL response of Ivorian infected by HIV-1 subtype CRF02_AG against 105 HIV-1 clade B epitopes. 82% (36/44) of the patients had CD8+ T-cell responses against at least one pool Nef and Gag pools were recognized by 70% (31/44) and 57% (25/44) of the patients respectively. The main regions recognized were Gag18-132, Gag162-268 and Nef68-145. For HLA distribution the more frequent phenotype were HLA A19 (32,5%), HLA A2 (16%), HLA B5 (17,5%) and HLA B17 (14%). Séquence analysis revealed very few variations in Nef and Gag immunodominant regions. Two rapid tests for HIV screening (Détermine® of Abbott and Génie II® of Biorad), Dynabeads® of Dynal for CD4 determination and TaqMan real time RT-PCR for HIV RNA viral load testing were evaluated against référence tests : EIA, flow cytometry and commercial tests (Versant® of BAYER and Monitor® of ROCHE) respectively. These evaluations made in Côte d'Ivoire showed hight performance of these low cost technologies. Our results showed that a HIV vaccin strategy can be based on croos-clade. Low cost technologies can be used in laboratories of resources limited countries for monitoring HIV-infected people and also to select and monitoring volunteer for HIV vaccine trial
Estellat, Nathalie. "La Rhétorique managériale, une solution pour dépasser les injonctions paradoxales et passer à l'action ? : l'exemple de l'appréciation du personnel". Lille 1, 2006. http://www.theses.fr/2006LIL12015.
Texto completoBlanc, Emilie. "Du « grand dialogue » au quotidien numérique : des stratégies de communication à la Poste". Thesis, Université Côte d'Azur (ComUE), 2016. http://www.theses.fr/2016AZUR2022/document.
Texto completoThis text deals with digital literacy at the French Post Office Company. As the firm worried about stress at work, a “Grand dialogue” was organized to estimate this level and take actions against it. At the same time, using this corporate communication, the company settled the “Lean management” to change the organization. On this occasion, that was an opportunity for a social worker to join a working group and study with an action-research the consequences for workers on their mental suffering.Besides after considering the links between psychological risks and digital literacy, he showed that it was not true for the postal workers. Indeed the actions that had been put in place in the company were effective help and much more, that the communication of organisations is a protection against psychological risks and social exclusion.However the action-research shows that the social workers were actually suffering from psychological risks and then they had set up strategies by using technologies to get better
Eltaief, Ghalia. "Essoufflement du modèle de croissance économique des pays sud méditerranéens : analyse théorique et empirique et comparaison avec les pays asiatiques". Thesis, Paris 9, 2013. http://www.theses.fr/2013PA090018.
Texto completoThe thesis investigates the causes of growth weakening in southern Mediterranean countries in comparison with Asian countries through industrial and educational policies analysis, as well as through the institutional dimension. It also attempts to analyze the economic and social factors that may have contributed to triggering the revolts experienced by these countries. The main results of this research are: First, the quality of institutions is a relevant determinant of growth differences between countries. Second, Tunisia is the country that gathered together the most necessary elements for this revolution to be achieved. Third, it is found out that the degree of development of civil society as measured by the participation rate of women in the workforce as well as the rate of Internet use played an important role in triggering these revolts. This result is achieved in an environment featured by high levels of unemployment, income inequality, and low levels of democracy
Mourad, Abbas. "Modélisation de la morbi-mortalité du carcinome hépatocellulaire en France par stade de gravité : évaluation de différentes stratégies en fonction du dépistage et des ressources thérapeutiques". Phd thesis, Université du Droit et de la Santé - Lille II, 2014. http://tel.archives-ouvertes.fr/tel-00989711.
Texto completoLainé, Annick. "Management coopératif et gouvernance coopérative : un trait d'union pour un développement soutenable des SCOP : analyse des pratiques de SCOP TPE-PME en Rhône Alpes". Thesis, Montpellier 1, 2011. http://www.theses.fr/2011MON10047.
Texto completoThis doctoral research aims to study the relationship between Governance, Human Resource Management and Strategy of SCOP. These co-operative enterprises have an original and innovative political project and are beneficiaries of a triple linage of economic, political & social nature. Their values which derived from the nineteenth century are of solidarity, collective inter-generational ownership and equity.The identification of risks of tension and disintegration inherent to such an hybrid form of governance calls for a adequate management to run a co-operative organisation where worker members have a majority vote in co-responsibility.This issue emerging from both the field and the literature is studied in an innovative triptych approach based on a qualitative methodology. The analysis of practices and speeches - gathered from managers of 16 micro co-operatives and small & medium co-operatives of Rhône Alpes and from leaders of the co-operative sector – has revealed, on one hand, brakes and levers and on the other hand, contingency elements to a sustainable co-operative development of SCOP.These results have allowed the development of an ideal type of co-operative management and sustainable co-operative development based on co-operative management tools designed to prevent the risk of individual and collective tensions and to strenghthen the link between co-operative governance, co-operative management and co-operative development
Arcand, Guy. "Étude du rôle de la culture nationale dans la relation entre les pratiques de GRH et de la performance organisationnelle : le cas des banques de vingt-deux pays d'Amérique du Nord, d'Europe et d'Asie". Metz, 2006. http://docnum.univ-lorraine.fr/public/UPV-M/Theses/2006/Arcand.Guy.LMZ0618.pdf.
Texto completoThe trend toward globalization seems to be stronger than event for the business community nowadays. Businesses set up new activities in foreign countries in order to gain access to new markets and to increase their sales. Although globalization is gaining in importance, many factors must be taken into account if one aspires to succeed abroad. One of those factors is national culture. National culture is the topic of this dissertation. The goal is to investigate how national culture can impact the relationship between human resources practices and organizational performances of banks in twenty-two countries of North-America, Europe and Asia. Our study looks more closely at the influence of eight dimensions linked to human resources (HR) practices (incentive income, training, recruiting, selection, employee’s performance appraisal, work organization, communication, and job security) on organizational performances (social performances, economic performances, financial performances). We were able to establish that HR practices lead to different outcomes in different countries. For instance, some HR practices can have a positive influence in France but a negative influence in Japan because of the existence of a distinct culture. In order to measure national culture, we have used Geert Hofstede (1991) framework, which identifies national culture with four dimensions, power distance, individualism, uncertainty avoidance, and masculinity, in each country
Sargsyan, Gohar. "La veille stratégique comme dispositif de soutien à l’innovation dans un contexte arménien". Thesis, Lyon, 2020. http://www.theses.fr/2020LYSE3023.
Texto completoThis research focuses on the interaction between environmental scanning and innovation. The research question is the following: Does the implementation of the environmental scanning or its specific type contribute to innovation in organizations?Under a qualitative prism, this work is based on action research in a company of the catering sector in Armenia.According to the research results, the environmental scanning is a tool contributing to innovation even in an unstable context with low social protection. The informal environmental scanning conditioned by company’s internal culture is a source of performance if it is included in the strategic vision of the company. The combination of external and internal environmental scanning is essential for the development of business through innovation.The informal human resources scanning have a central role in the detection of internal conflicts, in the discovery of the potential of the employees and in the capture of the employee profiles in adequacy with the culture of the company. It contributes to the development of the employer brand of the company and to innovation. Moreover, the types of environmental scanning specific to the catering sector, as customer service and franchise network scanning, contribute as well to innovation, more particularly if they are linked with human resources scanning. This research also shows that political scanning is essential to ensure the sustainability and development of businesses in uncertain political contexts such as in Armenia, a country in transition
Pascal, Benjamin. "DE LA « TERRE DES ANCÊTRES » AUX TERRITOIRES DES VIVANTS : Les enjeux locaux de la gouvernance sur le littoral sud-ouest de Madagascar". Phd thesis, Paris, Muséum national d'histoire naturelle, 2008. http://www.theses.fr/2008MNHN0009.
Texto completoFollowing in-depth rethinking of the renewable resources management, local governance is now the subject of growing interest among the administration and scientific communities. Our study tackles this wide issue, in particular by using empirical data collected on the southwestern Malagasy coast. Detached from the prescriptive aspects (through the notion of “good governance”), we see that this concept covers a particularly interesting analytical dimension. This involves considering the dynamic processes of elaboration and interaction that are established between several types of actors and institutions involved in the management and use of the same space. In view of the complexity of these processes, I will then explore the links between local governance and territoriality of the actors. Locally, the effects of the exogenous interventions are then analysed from the angle of territorial dynamics
Chambrade, Marie-Laure. "Dynamique spatio-temporelle et environnement des sites néolithiques précéramiques de Syrie intérieure". Phd thesis, Université de Franche-Comté, 2012. http://tel.archives-ouvertes.fr/tel-00926596.
Texto completoVanappelghem, Cédric. "Le rôle et l'efficacité du conseil d'administration selon sa sympathie à l'égard du dirigeant : le cas des firmes françaises cotées". Thesis, Université Grenoble Alpes (ComUE), 2015. http://www.theses.fr/2015GREAG004/document.
Texto completoThis dissertation deals with the consequences of board friendliness on the financial policy and the performance of the firm. It revolves around four empirical studies. Until now, the study of corporate governance was based on Agency Theory. It conceives the board of directors as aimed at monitoring the Chief Executive Officer (CEO) in order to protect claimholders' interests. However, Resource Dependence Theory states that the board of directors is aimed at bringing information and resources to the CEO. These two roles are opposing, and board composition determines its dominant role toward the other one. Thus, CEO social ties enhance the advising role of the board and impede its monitoring role. Our dissertation is based on these two theories. Our studies are based on 78 French firms. We decided that a director was a social tie of the CEO when they were graduated from the same university or grande ecole (Polytechnique, Ecole Nationale d'Administration, HEC ...). Corporate governance data are manually collected in the annual reports launched by the firm between 2007 and 2011. Data concerning CEO and directors vita are extracted from the biographical dictionary Who's Who in France 2013 or the annual reports. We first find that friendly boards lead to fewer dividends and higher leverage. We decided to refine our results and analyze the effect of ownership concentration on these two relationships. We found that these relationships remained in a context of high ownership concentration, but the relation between board friendliness and leverage turned negative. The relation between board friendliness and dividends remained negative in a context of high ownership concentration but disapeared in a context of low ownership concentration. Consequently, the possibility for the CEO to use his social ties in order to set up a financial policy to entrench depends on ownership concentration. The higher ownership concentration, the harder it is for the CEO to entrench. In the third empirical study, we found that CEO social ties lead to a higher implied cost of capital. This relationship is stronger for the most risky and opaque firms. Finally, we find that friendly boards increase the performance of the firm. More precisely, this positive effect of board friendliness is concentrated on opaque firms with a lot of growth opportunities. Consequently, even if friendly boards generate agency costs, shareholders accept them when the firm has a lot of growth opportunities because the CEO needs advice to exploit investments properly. When the CEO does not have advisory needs, CEO social ties prevent the financing of the firm at an optimal cost of capital insofar as the CEO is only entrenched