scholarly journals La Gestion des Ressources Humaines, Precision Terminologique et Apercu Historiques -Une Revue de Litterature

2021 ◽  
Vol 17 (35) ◽  
pp. 178
Author(s):  
Hamid Latif ◽  
Safae Zakariya ◽  
Fouad Elbyali
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Essential Element ◽  
Scientific Publications ◽  
Ressources Humaines ◽  
Synthetic Vision ◽  
De Se ◽  
Strategic Assets ◽  
Business Functions ◽  
Revue De Littérature

En consultant les recherches de nombreux spécialistes en sciences de gestion, il a été constaté, au fil des années, une valorisation sans cesse grandissante pour les ressources humaines (RH) en entreprise. Non seulement le rôle et l’importance de ces RH a changé, mais elles sont devenues des actifs stratégiques. Ce qui accorde, encore plus d'importance aux RH et à la GRH. Longtemps regardée comme une activité de support aux autres fonctions de l’entreprise, la GRH représente maintenant un outil stratégique qui permet à toute entreprise de se démarquer de ses concurrents. L’évolution des mentalités, le développement technologique ainsi que les erreurs du passé ont permis à la GRH de devenir un domaine extrêmement important dans les organisations. D'ailleurs, depuis quelques années, les pionniers de la discipline de GRH semblent de plus en plus s'accorder pour affirmer que la GRH constitue désormais un élément essentiel dans l'atteinte des principaux objectifs organisationnels. La GRH a intéressé, depuis quelques années, les débats scientifiques en sciences de gestion. Elle reste une discipline relativement jeune parmi les différentes branches de la gestion. Afin de comprendre davantage les théories et les pratiques actuelles concernant la GRH, il est intéressant de définir les principaux concepts et de se pencher sur les grandes phases de son histoire. Afin d’apporter une vision objective, claire et synthétique, on s’est appuyé sur sur une revue de la littérature structurée et approfondie et ce en consultant les principaux ouvrages, publications scientifiques, rapports, thèses et magazines spécialisés dans le domaine.   By consulting the research of numerous specialists in management sciences, it has been observed, over the years, an ever-increasing value for human resources in companies. Not only has the role and importance of human resources changed, but they have become strategic assets. This gives even more importance to human resources and HRM. Long regarded as a support activity for other business functions, Human Resources Management (HRM) now represents a strategic tool that allows any business to stand out from its competitors. Changing mentalities, technological advancements, as well as mistakes of the past, have allowed HRM to become an extremely important area in organizations. Moreover, in recent years, the pioneers of the discipline of HRM seem more and more to agree that HRM is now an essential element in achieving the main organizational objectives. For several years now, HRM has been of interest in scientific debates in management sciences. It remains a relatively young discipline among the different branches of management. In order to better understand the theories and current practices concerning HRM, it is interesting to define the main concepts and to look at the main phases of its history. In order to provide an objective, clear and synthetic vision, we relied on a structured and in-depth literature review by consulting the main books, scientific publications, reports, theses, and magazines specializing in the field.  

Talent Management as a Part of Sustainable Human Resources Management

2020 ◽  
pp. 347-369
Author(s):  
Mária Janošková ◽  
Iveta Ubrežiová ◽  
Katarína Čulková
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resources Management ◽  
Knowledge Society ◽  
Talent Management ◽  
Management Model ◽  
Key Factors ◽  
Strategic Assets ◽  
A Company ◽  
Industrial Company

The development of knowledge society and the conception of human capital stimulated creation of a different view to human resources. The key factors of company success are not just material and financial sources; greater attention is given to talents. Human resources present most important strategic assets of a company. Employees that can be marked as “talents” have the greatest importance. Organizations receive talents differently, which is caused by different environments and conditions. Implementation of talent management in practice is not yet distinct, since there is a lack of process idea. The chapter focuses on an overview of the opinions of experts on talent management in literature, identification and evaluation of career building of employees in an industrial company in Slovakia, with suggestions on the application of a talent management model.

Talent Management as a Part of Sustainable Human Resources Management

2022 ◽  
pp. 1800-1822
Author(s):  
Mária Janošková ◽  
Iveta Ubrežiová ◽  
Katarína Čulková
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resources Management ◽  
Knowledge Society ◽  
Talent Management ◽  
Management Model ◽  
Key Factors ◽  
Strategic Assets ◽  
A Company ◽  
Industrial Company

The development of knowledge society and the conception of human capital stimulated creation of a different view to human resources. The key factors of company success are not just material and financial sources; greater attention is given to talents. Human resources present most important strategic assets of a company. Employees that can be marked as “talents” have the greatest importance. Organizations receive talents differently, which is caused by different environments and conditions. Implementation of talent management in practice is not yet distinct, since there is a lack of process idea. The chapter focuses on an overview of the opinions of experts on talent management in literature, identification and evaluation of career building of employees in an industrial company in Slovakia, with suggestions on the application of a talent management model.

scholarly journals Entre secours et guérison: les enfants de la polio à Montréal vus par les philanthropes, 1930-1955

2017 ◽  
Vol 6 (2) ◽  
pp. 112
Author(s):  
Susanne Commend
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Social Perception ◽  
Disabled Children ◽  
Ressources Humaines ◽  
The Public ◽  
Capital Humain ◽  
The Social ◽  
De Se

Cet article propose une analyse de la perception sociale des enfants handicapés au Québec entre 1930 et 1950, décennies frappées par des épidémies successives de poliomyélite. À travers l’examen des archives d’une association montréalaise visant à secourir les « enfants infirmes », l’étude démontre que la perception des enfants de la polio est fortement teintée par une idéologie de la guérison qui insiste sur leur redressement physique et moral. Afin de convaincre le public de se montrer généreux, les organisateurs des campagnes de souscription mettent l’accent sur la vulnérabilité de leurs protégés et dépeignent une image sentimentale des bambins. Les fillettes, conceptualisées comme fragiles, incarnent cette représentation de la victime méritante par excellence, plus encore que les garçons. Une logique paternaliste de protection et d’assistance se dégage de la plupart du matériel publicitaire et des documents publiés par la Société de secours. L’organisme se positionne clairement en protecteur des enfants auxquels il vient en aide, parfois même en cherchant à les soustraire à l’ignorance de leurs parents. Une vision plus pragmatique est aussi partagée par les bienfaiteurs puisqu’ils perçoivent leurs protégés comme des « ressources humaines », de futurs citoyens dont l’avenir ne saurait être hypothéqué. La société québécoise ne peut se permettre de gaspiller ce capital humain, c’est pourquoi les philanthropes veulent sauver le joyau de la nation : ses enfants. This article proposes an analysis of the social perception of disabled children in Quebec between 1930 and 1950, decades hit by successive epidemics of poliomyelitis. Through the study of the archives of the Quebec Society for Crippled Children, this paper shows that the image of «polio children» was influenced by an ideology of cure which assets that they can be straightened physically and morally. In order to convince the public to be generous, the organizers of the subscription campaigns emphasize about the vulnerability of their protégés and depict a sentimental image of the toddlers. The girls, conceptualized as fragile, embody par excellence this representation of deserving victim, even more than boys. A paternalistic logic of protection and assistance emanates from most advertising material and documents published by the philanthropic association. The organization is clearly positioned as a protector of the children to whom it helps, sometimes even trying to keep them from the ignorance of their parents. A more pragmatic vision is also shared by the benefactors as they perceive their protégés as "human resources", future citizens whose future cannot be compromised. Quebec society can not afford to waste this human capital, which is why philanthropists want to save the treasure of the nation: its children. 

scholarly journals BUSINESS ETHICS IN HUMAN RESOURCES MANAGEMENT PRACTICES AND ITS IMPACT ON THE ORGANIZATIONAL PERFORMANCE

2020 ◽  
Vol 21 (1) ◽  
pp. 402-411
Author(s):  
Khalaf Ibrahim Al-Tarawneh
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Management Practices ◽  
Stock Exchange ◽  
Human Resources Management ◽  
Hrm Practices ◽  
Industrial Companies ◽  
Training Compensation ◽  
Business Functions ◽  
High Degree

There is a growing interest in BEs at present, because it has become an important necessity in all business functions in organizations, particularly HRM. Human resources function deals with one of the most important resources in the company to improve performance and gain competitive advantage. Therefore, HRM practices should be applied based on ethical principles such as fairness, transparency and equal opportunities. This study aimed to determine the extent of commitment to BEs within the HRM activities in the industrial companies listed on Amman Stock Exchange and its impact on the performance of those companies. The results of the study showed that there is a high degree of commitment to BEs in all HRM practices. The results of the study showed that there is a high degree of commitment to BEs in all HRM practices in terms of recruitment, selection, training, compensation, and appraisal employees’ performance. The results also showed that there is an impact of practicing BEs in all activities of HRM except compensation on the OP. At the end of the study, the researcher developed a set of recommendations that he considered they are necessary to achieve a higher level of commitment to BEs in order to improve OP.

scholarly journals L’audit Social Comme Outil D’aide A La Gestion Des Ressources Humaines Des Organisations. Cas D’une Organisation Publique Et Une Autre Privée

2017 ◽  
Vol 13 (34) ◽  
pp. 1
Author(s):  
Rachid Zammar ◽  
Noureddine Abdelbaki
Keyword(s):  
Human Resources ◽  
Field Survey ◽  
Human Resources Management ◽  
Social Climate ◽  
The Other ◽  
Structured Interviews ◽  
Urban District ◽  
Resources Management ◽  
Ressources Humaines ◽  
Social Audit

In a context marked by the increasing demands of all stakeholders for human resources policies and practices, expectations of social audit are increasing. The objective of this research is to identify the scope of social audit and to show that it is a tool to assist human resources departments. It tries to address the question of how social auditing can help to anchor appropriate human resource management in an organization's practices. To do this, a field survey was conducted among the staff of two organizations : one public (the urban district of Agadir) and the other private (Medium and Large ATLAS company) via semi-structured interviews. The survey found that the introduction of social auditing in organizations is necessary since the latter has a beneficial effect on human resources management insofar as it ensures a positive social climate.

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