"XVII° Congrès annuel de l'Association francophone de Gestion des"
XVII° Congrès annuel de l’Association francophone de Gestion des Ressources Humaines November 16th and 17th, 2006 Reims Management School et Institut d’Administration des Entreprises de Lille Reims, France http://www.reims-ms.fr/events/agrh2006/ The Work at the Heart of Human Resources Management Call for papers and mixed symposia Papers written in English are welcome. Selected papers and supporting dias have to be presented in French at the Annual meeting. If the authors don’t feel enough fluent to present in French, a bilingual colleague can help them. Many signs reveal a "return of work", in the preoccupations of managers, of social partners and also in research work. For several years debates stemming from various disciplines in the humanities and social sciences have dealt with the place of work in the company and in the construction of identity within the framework of the diversification of wage relations, forms of organization of work, and labour markets. By being "embedded" in the company, the human resources function is particularly affected by these social and societal changes, which it also, in turn, structures through its own management practices. However, the question of work often looks like a "forgotten dimension" of the management practice in human resources, social dialogue, and public policies. How can this apparent paradox of having both a "return of work" and "work as a forgotten dimension" be understand ? Regarding the issue of work, what are the paradoxes with which the practices of Human Resources Management are confronted, and to what extent do they shaping them? Numerous actors confirm an evolution in the representations of work, revealing its diminishing importance. Simultaneously, the wage links seem to be loosening. How do the practices of Human Resources Management deal with these evolutions? What is exactly the scope of action of Human Resources Management? How does Human Resources Management actually transform work? How is HRM itself transformed in turn by the evolutions in work? Why does "the management of work" constitute a stake for HRM? And finally, can work really be "managed"? Work itself is also marked by transformations which are, in particular, characterized by the emergence of "new forms of organizing" requiring more autonomy and responsibility and relying upon information and communication technologies. These forms of organization of work necessitate renewed HR management practices from the point of view of management of employment contracts, individual and collective skills, professional mobility, social relationships, and even team work. How do the organizational transformations under way give rise to specific management techniques and instruments? How are they taken up in the practices of HRM? Questions of physical and psychological working conditions seem to reappear in relation to preoccupations regarding the intensification of work, the degradation of health indicators at work against a backdrop of permanent reconfiguration in organizations, heterogeneity in conditions of employment, and the ageing of the working population. These observations put into question in particular our ways of measuring individual and collective performance at work and more generally the “instrumentation” of evaluation of work. At the same time, the European Commission is inviting member states to develop policies sensitive to the “quality of life at work”, a concern that can be translated at the level manager as one of the dimensions of a "socially responsible" human resources management. Given this, how can we can analyze evolutions in working conditions? To what extent can working conditions be the object of specific practices of management? What forms of “instrumentation” of work are current at the moment, and what do they produce? Finally, does the social responsibility of companies concerning work express itself in concrete terms? It is important to examine the interactions between these evolutions in the two contexts – both external and internal – of organizations and their specific practices of human resources management. Against the backdrop of a return to “work issues”, the main theme of this congress aims at giving an important place to the contributions of the sciences of management in the analysis of work evolutions; it aims to highlight the evolution of working structures and the available analytical tools at work in these transformations. At the same time, this project invites researchers to submit interdisciplinary research. Nature of the submission Dispatch dates (by electronic method only : firstname.lastname@example.org ) Intention to submit paper January 15th, 2006 Complete text of paper March 30th, 2006 Proposition of a mixed symposium May 2nd, 2006