{"id":125869,"date":"2020-08-11T17:54:18","date_gmt":"2020-08-11T21:54:18","guid":{"rendered":"https:\/\/fsc-ccf.ca\/references\/facteurs-de-mutation-et-specificites-nationales-de-la-grh-resultats-dune-etude-des-grandes-tendances-rh-en-suisse-romande-2\/"},"modified":"2020-08-11T17:54:18","modified_gmt":"2020-08-11T21:54:18","slug":"facteurs-de-mutation-et-specificites-nationales-de-la-grh-resultats-dune-etude-des-grandes-tendances-rh-en-suisse-romande-2","status":"publish","type":"reference","link":"https:\/\/fsc-ccf.ca\/fr\/references\/facteurs-de-mutation-et-specificites-nationales-de-la-grh-resultats-dune-etude-des-grandes-tendances-rh-en-suisse-romande-2\/","title":{"rendered":"Facteurs de mutation et sp\u00e9cificit\u00e9s nationales de la GRH : r\u00e9sultats d&#8217;une \u00e9tude des grandes tendances RH en Suisse romande"},"content":{"rendered":"<p>Plusieurs \u00e9tudes europ\u00e9ennes r\u00e9centes de tendances et de prospective utilisent des m\u00e9thodes tr\u00e8s similaires, inspir\u00e9es par la d\u00e9marche Delphi, pour identifier les facteurs de mutation des m\u00e9tiers et des fonctions de l\u2019entreprise, y compris pour la fonction RH. Cet article pr\u00e9sente les r\u00e9sultats d\u2019une \u00e9tude de tendances men\u00e9e en Suisse romande avec ce type de d\u00e9marche m\u00e9thodologique. Apr\u00e8s une pr\u00e9sentation critique de la m\u00e9thode utilis\u00e9e, nous pr\u00e9sentons les principaux facteurs de mutations externes et internes, ainsi que les dossiers RH prioritaires, identifi\u00e9s par un groupe de 34 experts. Nous en discutons les sp\u00e9cificit\u00e9s contextuelles suisses \u00e0 partir des \u00e9tudes r\u00e9centes men\u00e9es en France et en Allemagne.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Plusieurs \u00e9tudes europ\u00e9ennes r\u00e9centes de tendances et de prospective utilisent des m\u00e9thodes tr\u00e8s similaires, inspir\u00e9es par la d\u00e9marche Delphi, pour identifier les facteurs de mutation des m\u00e9tiers et des fonctions de l\u2019entreprise, y compris pour la fonction RH. Cet article pr\u00e9sente les r\u00e9sultats d\u2019une \u00e9tude de tendances men\u00e9e en Suisse romande avec ce type de d\u00e9marche m\u00e9thodologique. Apr\u00e8s une pr\u00e9sentation critique de la m\u00e9thode utilis\u00e9e, nous pr\u00e9sentons les principaux facteurs de mutations externes et internes, ainsi que les dossiers RH prioritaires, identifi\u00e9s par un groupe de 34 experts. Nous en discutons les sp\u00e9cificit\u00e9s contextuelles suisses \u00e0 partir des \u00e9tudes r\u00e9centes men\u00e9es en France et en Allemagne.<\/p>\n","protected":false},"template":"","reference-tag":[],"reference-type":[435],"class_list":["post-125869","reference","type-reference","status-publish","hentry","reference-type-journal-article"],"acf":{"citation":"Davoine, E., Emmenegger, S., and Mimouni, S. (2011). Facteurs de mutation et sp\u00e9cificit\u00e9s nationales de la GRH : r\u00e9sultats d'une \u00e9tude des grandes tendances RH en Suisse romande. Revue Management & Avenir, 49(9), 223-237. 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