Human resource management

prioritize processes Reform traditional practices Toughen internal quality objectives Direct publicity Identify Resources Rationalize purchase stream. Reduce the production costs. Preserve employment Manage Risks Increase our leverage power Diagram of OLIVETTI OLIVETTI value chain: The value chain of OLIVETTI Company Infrastructure of OLIVETTI HUMAN RESSOURCE MANAGEMNT S E R V I C E P OLIVETTI R O V I D E TECHNOLOGY DEVELOPPEMENT PROCUREMENT OUTB MAR OPER

organisation. Je vais démontrer au travers d’un diagnostic laquelle des trois entreprises : Southwest Airlines, Manotel Group et Hotel Meurice, me semble avoir la FRH la plus performante. Pour parvenir à cette réponse, j’étudierais les modèles de management de ressources humaines utilisés en y détectant ses points faibles, ses points forts et en exprimant mes recommandations les plus pertinentes possible. Southwest Airlines À première vue Southwest Airlines est une entreprise qui semble se porter

in human agency », American Psychologist, vol. 37, n° 2, 122-147. BANDURA, A. (1986). Social Foundations of thought and action. Prentice-Hall, Englewood Cliffs. BANDURA, A. (1992). Exercise of personal agency through the self-efficacy mechanism. In Self-Efficacy: Thought Control of Action. Hemisphere, Washington, DC. BANDURA, A. (1997). Self-efficacy: The exercise of control. New York: Freeman. BARON R. A. (2003b). « Opportunity recognition: a cognitive perspective », American Management Review

Center for Advanced Human Resource Studies (CAHRS) CAHRS Working Paper Series Cornell University ILR School Year 1999 Wall Street Likes its Women: An Examination of Women in the Top Management Teams of Initial Public Offerings Theresa M. Welbourne Cornell University This paper is posted at DigitalCommons@ILR. http://digitalcommons.ilr.cornell.edu/cahrswp/106 CAHRS / Cornell University 187 Ives Hall Ithaca, NY 14853-3901 USA Tel. 607 255-9358 www.ilr.cornell.edu/depts/CAHRS/ WORKING

affect and employee “citizenship” » Academy of Management journal, vol.26, n°4, p. 587-595. BECKER, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66, 32-42. BLAU, G. (1993). “Further exploring the relationship between job search and voluntary individual turnover” Personnel Psychology, Vol. 4, n°2, p. 113-330. BLAU, G. (1994). “Testing a two-dimensional measure of job search behavior”. Organizational Behavior and Human Decision Processes, 59, 288–312. BORMAN,

en informatique. To computerize: informatiser; computerization: informatisation. Computer-aided publishing (CAP)/ desktop publishing : publication assistée par ordinateur (PAO). To customize: personnaliser; data bank: banque de données; database management system (DBMS): système de gestion de base de données. Data collection: saisie de données. Data processing: traitement de données. To download : télécharger. To upload : télécharger vers un serveur. File sharing: partage de fichiers. Digital: numérique

Scouarnec, Maître de conférences, Université de Caen, France HDR, Chercheur à l’IAE de Caen, France Chercheur à DMSP, Paris-Dauphine, France 2 Antoine Véniard, Professeur de Management des Ressources Humaines, Responsable Pédagogique de troisième année, ESC Le Havre, France 1 2 A la recherche d’un management des ressources humaines performant « S ans nier la complexité du concept de performance en matière de gestion des ressources humaines, il nous semble que certains cadres supérieurs

America, critiqued the neoclassical theory of comparative advantage as a development strategy. Their critique was a direct response to neoclassical economists’ espousal of comparative advantage “who favored planning and the non-market-allocation of resources through a variety of controls and government incentive for domestic investment, and foreign trade” (Auty 2001: 6). Because of the resurgence of neoliberalism during the late seventies and early eighties, the free trade argument became mainstream

* Away from a feast-or-famine working environment toward a routinely busy working environment, * Away from site-limited approaches toward approaches that are consistent company-wide, and * Away from vertical, top-down management toward a more horizontal management structure, with shared accountability. Getting at least this much comprehension of the big picture will help us to understand where each of us fits. 2. Do some anchoring. - When everything around you is in a state of flux, it

, 499-517. Kidron, A. (1978). Work values and organizational commitment.  Academy of management Journal ,  21 (2), 239-247. Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment.  Human resource management review ,  1 (1), 61-89. Porter, L. W., Steers, R. M., Mowday, R. T., &