Quelle stratégie syndicale face à l'individualisation de la GRH ? Le cas de la gestion des compétences à RTBO

Franck Biétry ()
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Franck Biétry: NIMEC - Normandie Innovation Marché Entreprise Consommation - UNICAEN - Université de Caen Normandie - NU - Normandie Université - ULH - Université Le Havre Normandie - NU - Normandie Université - UNIROUEN - Université de Rouen Normandie - NU - Normandie Université - IRIHS - Institut de Recherche Interdisciplinaire Homme et Société - UNIROUEN - Université de Rouen Normandie - NU - Normandie Université

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Abstract: Do trade unions still have a role play in the context of the individualized management of individual competences? This article presents an idiographic case study in an attempt to answer that question. It demonstrates that collective bargaining is not at all incommensurate with these new managerial practices; institutional challenges to all forms of established authority do not simply offer resistance to a new project, they attempt to push the process of individualization to its utmost limits in order to force the human resources department to face up to what it cannot do. Trade unions directly challenge the area of implementation of the agreement, the quality of the social constructs that underlie the individual assessment procedure and the competence of the hierarchy with respect to its realization. Behind every negotiation on these points lies the main issue: the legitimacy or otherwise of a trade union presence in the firm.

Keywords: Trade unionism; Competence; Agreement; Legitimacy; Individualization; Accord; Légitimité; Individualisation; Syndicalisme (search for similar items in EconPapers)
Date: 2006-01-01
Note: View the original document on HAL open archive server: https://hal.science/hal-01884106
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Published in Revue Sciences de Gestion, 2006, 54, pp.79-88

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