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Employees and managers are under strong pressure in an increasingly uncertain context due to demand flexibility and globalization of competition. For management, it consists in living up to the employee’s personal expectations in order to develop the loyalty of the most productive ones leading to increasingly individualized human resource management. For the employees, the stakes are to live up to employers’ paradoxical requirements; indeed, organizations rely on employees’ larger autonomy due to a reduced formalization of their work and on the quality of their relationships with various stakeholders. At the same time, this evolution encourages subjective HRM processes which become more and more based on individuals and put the individual alone in charge of his own work, in a one-to-one relation with firms. Current HRM is consequently characterized by subjectivity of performance appraisal of competencies, methods, and competencies themselves, and the individualization of labor relations. All these evolutions have an influence on the objectivity of HRM, on working conditions and the psychological health of employees.