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]

Huge and unrealistic expectations are placed on leaders, often resulting in disappointment. This in turn can lead to the perception that, as in Yeats' poem, "the center cannot hold"; trust in leadership is lost and people doubt or cannot even clearly hear the leaders' messages. Unity falls apart, cooperation diminishes or vanishes. Even where clear strategies are communicated, there may be no agreement or fully effective implementation. Great leaders realize they cannot lead in isolation. They surround themselves with good people who support them and each other and bring different ideas and backgrounds. They have a transformational, or coaching, style and look to keep growing themselves as well as actively seeking new ideas and innovation for their firm. Their unified and dynamic leadership group provides a center that does hold and enables a firm to face the exciting and sometimes daunting challenges of our time.

The introduction of a "pay for performance" towards French hospital surgeons, and its likely extension to all public sector doctors, represents a major evolution of the French healthcare system. In this paper, we go first on the theoretical foundations of this method of remuneration, which refer to the Agency Theory, and we offer an overview of the practical difficulties of implementing such a system, a detailed analysis of the inherent limitations of this individualized remuneration management. [googletranslate_en]

The information systems field started with the expectation that information and technology will significantly shape the nature of work. The topic provides ample scope for significant scholarly inquiry. Work content, process, and organization are now different from what they were in the 1960s and 1970s, which provided a foundation for theories and understanding. Although investigations about the changing nature of work have been made for years, this special section recognizes that the time of reckoning has come again. There is a growing need for deeper understanding of information, technology, and work. The specific contributions of this special section are at the heart of new frontiers of research in information, technology, and work. We observe a continued need to study their relationships, and to separate short-term and long-term effects. We expect continued surprises and conclude that patience is required to achieve increased understanding in this important domain.

ICT revolution with direct impact on digital economy and society involves new knowledge, skills and competences for students striving to compete and succeed in a technological rich marketplace. The higher education providers are accountable for inspiring and helping students to acquire relevant and updated skills i.e. entrepreneurial and digital skills needed to innovate in the world of work. These challenges require designing entrepreneurial curriculum to promote innovation and exploitation of the potential of new technologies and digital content. The paper aims to support the modernisation initiatives of organisational organisations i.e. higher education institutions in the attempt to embrace digital technologies in teaching and learning practices. It proposes a process-based model to integrate and leverage digital learning technologies in teaching, learning and organisational practices. The results depict a coherent methodology for designing, applying, over sighting and fine-tuning the entrepreneurial curriculum with embedded digital-age learning practices as key means for stepping up digital changes in educational practices.

Futures, by their very nature, are inevitable. Managing how our own future may unfold takes some thought, and how naturopathic and Western herbal medicine projects its existence into a changing global healthcare context is relatively unexplored. As we are a philosophically rich healthcare service, it is inevitable that this will require a presence within this future. So how may this manifest, and where might we ground our knowledge when technoscientific advances and artificial intelligence increasingly challenge what it is to be human? Where may our holism and engagement with a purposeful nature lie? This commentary explores such questions through a discussion on philosophical rigour and some suggestions on how we may strengthen, assess, test and articulate this through reasoned action in the future world.

Unconditional basic income, or a public-sector job guarantee, are usually discussed as alternative policies, though the first does not provide the benefits of an earned income and a good job to the ‘precariat’ and under-employed, while the second fails to assist unpaid home carers and self-employed people. Furthermore, a job guarantee alone cannot support those who are unable or unwilling to work. We argue here that the only cost-effective policy for comprehensive welfare is a combination of modest basic income with a job offer by local authorities at less than the minimum wage.

The purpose of this paper is to present some scenarios about a possible future evolution of the labour market in the knowledge economy. The author used the literature to describe the historical evolution of the technology unemployment. Digital technology does not directly generate unemployment, as the balance between jobs destroyed and created has historically always been positive. Indeed, technological unemployment in such a context can manifest itself in the form of frictional unemployment. The study enriches the literature on the relationship between digital technologies and unemployment rate.

The United States is one of the developed countries that have experienced the steepest declines of unionization and collective bargaining in recent decades. Its traditional industrial relations institutions, premised on the prevalence of “standard” employment relationships, have long been eroded by restrictive legislation and employer opposition. Meanwhile, precarious employment, sub-standard conditions and marginalization have become widespread features of the labour market, leading to the spontaneous emergence of alternative, often community- based initiatives to protect vulnerable workers using highly innovative strategies. “Worker centres”, in particular, have been very active to that end, often teaming up with formal trade unions to pursue their objectives.