La GRH à l'aune de la théorie des parties prenantes. L'exemple des restructurations industrielles
2005, Gestion 2000, 22(3), pp.59-73
Management
entreprise
négociation
organisation
Abstract
HRM is often criticised for being an instrumental practice which does not take into account the conflicts of interests and the struggles of power induced by its implementation. The theories of the interested parties offer an analysis tool relevant to make endogenous the understanding of the intervention of numerous agents (trade unions, public authorities, consumer associations, media, etc…) in the definition and the implementation of HRM. The consequences in the field of employment entailed by industrial restructuring imply numerous interested parties. These situations make of HRM more a socio-political rather than an instrumental discipline and illustrate the conflicts to manage and the alliances to build in the managerial decision-making and decision-taking processes.