What innovative HRM model for Moroccan companies? (notice n° 189252)
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| fixed length control field | 01886cam a2200253 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250112044056.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Ferar, Driss |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | What innovative HRM model for Moroccan companies? |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2020.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 23 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Hasn’t human resource management, known as “strategic human resource management” (Beaumont 1993), become a management in crisis, an exhausted management (Thévenet 2012)? While the main reference models of developed countries have always influenced emerging and developing countries, the latter are now reflecting on a new, innovative management model which may bring about sustainable development for their citizens. Morocco, one of the countries pursuing a human resource management model, is adopting ambitious structural reforms considered a pioneering step forward in the Middle East and North Africa (or MENA) region (Malka and Alterman 2006). Do these democratic, economic, and socio-educational reforms generate an innovative HR management model likely to meet the expectations of current and future generations? The present paper sets out to answer this question, adopting a qualitative methodology, based on an exploratory survey. The main preliminary results show that the mental representations of company managers tend toward a new international HR management model, while those of employees favor what they term a Chinese HR management model. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | management |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | HRM model |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | innovation |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | structural reforms |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | management |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | HRM model |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | innovation |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | structural reforms |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Management & Sciences Sociales | o 28 | 1 | 2020-01-01 | p. 78-92 | 1952-3262 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-management-et-sciences-sociales-2020-1-page-78?lang=en">https://shs.cairn.info/journal-management-et-sciences-sociales-2020-1-page-78?lang=en</a> |
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