000			01886cam a2200253 4500500
005			20250112044056.0
041			_afre
042			_adc
100	1	0	_aFerar, Driss _eauthor
245	0	0	_aWhat innovative HRM model for Moroccan companies?
260			_c2020.
500			_a23
520			_aHasn’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			_amanagement
690			_aHRM model
690			_ainnovation
690			_astructural reforms
690			_amanagement
690			_aHRM model
690			_ainnovation
690			_astructural reforms
786	0		_nManagement & Sciences Sociales | o 28 | 1 | 2020-01-01 | p. 78-92 | 1952-3262
856	4	1	_uhttps://shs.cairn.info/journal-management-et-sciences-sociales-2020-1-page-78?lang=en
999			_c189252 _d189252