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steps on the “skills” that mark human resource management (HRM) in recent decades, resort to standards used to establish the skills to master and deploy. These management tools are part of an evolving and interactive organizational context raising questions, especially on how to deploy them so that they reflect the skills valued by the parties and those actually deployed.
This question is the cause of qualitative research in two stages. The first, which applies to concepts related to the grounded theory approach, allowed to trace five proposals that come from writings about management tools and standards of practice: recent highlight: 1-the limits of a deterministic approach, 2-interactions between users and instruments, as well as those between individuals and 3- work, 4-socio-political appropriation, psycho-cognitive and symbolic they generate, and 5- relevance to create feedback from the experiences and revision of standards. Second, the analysis of different currents of thought belonging to the constructivist approach has provided additional information that can be used to seat appropriation mechanisms.
The framework resulting from these two inputs has been shown, in the second stage of the research, four cases rooted in relevant theoretical contributions, logically linked to a process of appropriation and based on a recognized methodology. Thus, research shows that successful complementarity is possible between deterministic approaches and constructivist when considering the relationship between skills listed in a repository, deployed skills and job requirements. [googletranslate_en]