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The objective of this research is to provide a new perspective on how technology, culture and human resources management policies and practices (HRWP) are approached by firms located in France and England. This thesis offers a new perspective: 'neo-contingency' approach; which analyses both the contingency and the divergence theories. The contingency variable chosen in this study is technology. The divergence theory is specifically illustrated by the national education approach. The HRMPP studied are: recruitment and selection, organisation, training and compensation. One hundred and sixty-three high-, mid- and low-tech firms answered a questionnaire which is analysed along with twenty-five semi-structured interviews in eight firms located in both France and England. The technological aspect of the neocontingency approach is validated in two factors: 1) technological profile and 2) longterm approach to training. The cultural aspect is notable in two cases: 1) long-term approach to training, and 2) compensation based on performance. A key implication of the findings in this thesis is that employees working in intensive technology firms need a creative and adaptive HR management approach, which would better enable them to cope with the challenge presented by the business environment. The results that this thesis report are illustrated by the strong influence of educational systems on managers' behaviour. French firms seem to prefer higher levels of control and formalisation in recruitment and selection, training and compensation than the W which could be interpreted as a reflection of the French educational system. It is important to highlight that the culture and technology factors cannot be the total 'determinants' of organisations. At most, they are important features that, along with others, Cinfluence' organisations' internal operation. Future 'neo-contingency' studies using other organisational characteristics as moderators and a large sample are needed in order to gain insights into the neo-contingency approach proposed in this thesis.

The research undertaken in this thesis concerns the application of system dynamics to the field of Human Resource Planning (HRP). Human resource planning has been defined as the process whereby a company develops and deploys the right staff at the right places, at the right times to fulfil both organization and individual objectives. In this process staff are recruited and trained before they can contribute to an organisation's goals. Recruitment and training of new staff needs to be carefully planned to prevent staff shortages or staff surpluses. Such planning, in turn, very often makes use of models, and the aim of this research is to show that the application of system dynamics can be used to produce effective models for use in human resource planning. The models developed build on the Inventory and Order Based Production Control Systems (IOBPCS) work of Towill (1982) and extend the work of Hafeez (2000), who applied these IOBPCS ideas to skill pool modelling in human resource management. The models developed in this thesis provide companies with the means of producing optimum HRP strategies. In total four new models are developed: SKPM (basic Skill Pool Model), APSKPM (Automated Pipeline Skill Pool Model), APSKPM+(P+I), (Automated Pipeline Skill Pool Model plus Proportional and Integral controller), and a PPSKPM (Progression and Promotion Skill Pool Model). In each case the models are developed in terms of control parameters that relate to aspects of the human resource planning process that can be controlled by the human resource manager or decision maker. Using computer simulation the dynamic behaviour of the human resource systems represented by the models is determined over time for any given set of control parameters. By varying the parameters in a systematic way optimal models are produced to aid the decision maker. Any set of parameters represents an HRP strategy and, by using simulation, system dynamics can be seen to furnish optimal human resource planning policies for the decision maker. In the thesis the models are systematically tested with real data relating to the Libyan petrochemical industry. Data from two case companies are used in this testing. The case-company testing demonstrates that system dynamics can be used to create effective models for use in human resource planning and shows also the same relationship between control parameters that was found in the work of Towill and Hafeez.

Les organisations inclusives font le choix délibéré d’employer en majorité des personnes en situation d’exclusion sociale. La présente thèse sur papiers étudie les business models des entreprises incluant majoritairement au cœur de leur création de valeur, des ressources humaines délaissées par les entreprises sur le marché de l’emploi. Elle s’inscrit dans le courant des recherches en faveur de l’inclusion économique des populations du bas de la pyramide (BoP), celui du business model des entreprises sociales, et celui de la théorie étendue des ressources. Une recherche-action en Convention Industrielle de Formation par la Recherche (CIFRE) menée pour la Fondation Agir Contre l’Exclusion (FACE) a conduit à l’analyse des portefeuilles de business models des groupes APF Entreprises, Vitamine T, et Ethik Investment. Les résultats des quatre papiers mettent en lumière les ressources et compétences clés composant la capacité d’orchestration à des fins d’inclusion de ressources délaissées. Les résultats conduisent à élaborer un référentiel dédié à l’analyse des business models des entreprises inclusives, baptisé SI-RCOV framework. Nous illustrons également la mise en œuvre d’une intention stratégique inclusive au cœur de business models. Enfin, nous avançons une (re)définition (théoriquement étayée) du business model inclusif. Ces résultats suggèrent un nouvel ancrage et une nouvelle articulation théoriques pour définir et discuter scientifiquement les business models inclusifs. / Inclusive organizations deliberately and predominantly employ people in situations of social exclusion. This compilation thesis studies the business models of enterprises which predominantly include in their processes of value creation, human resources that are being wasted by the companies on the job market. It is theoretically anchored in three research streams : (1) the stream that favors individuals’ inclusion at the base of the pyramid (BoP); (2) the business model of social enterprises ; (3) the extented resource-based theory.A public-private conventionalized PhD called Doctorat-CIFRE, for “Industrial Convention for Research Training”, within the Fondation Agir Contre l’Exclusion (FACE) represents our research context. Accordingly, this action-research led to the analysis of the business models portfolios of the following groups: APF Entreprises, Vitamine T, and Ethik Investment. The results of the four papers highlight the key resources and competences which aggregate the orchestration capability that enables the inclusion of wasted human resources. The results yield a framework for the analysis of inclusive enterprises’ business models, called SI-RCOV framework. We also illustrate how an inclusive strategic intent is carried out within business models. Finally, we advance a (theoretically supported) (re)definition of the inclusive business model. These findings suggest a new theoretical insight and a new articulation for defining and scientifically discussing inclusive business models.

Cette recherche en ergonomie porte sur le travail d’articulation des dimensions sociales et économiques des entreprises sous-tendant la conception d’ordonnancements du personnel robustes dans un contexte social sensible.Le plus souvent considérée comme un levier de flexibilité par les entreprises, les apports croisés de la littérature en GRH et en ergonomie a permis de considérer l’ordonnancement comme une activité de management de ressources « distribué », soulevant ainsi des enjeux liés à la fois aux dimensions économiques et sociales des entreprises (santé, compétences, formation, satisfaction des agents). L’objectif de ce travail de recherche est d’apporter des éléments de compréhension sur ce travail multifacette d’articulation et sur son évaluation, et ce faisant de définir la robustesse des ordonnancements.Pour appréhender cette activité, répartie entre trois niveaux différents (stratégique, tactique, opérationnel), six types de recueils de données ont été réalisés : des entretiens semi-directifs, des observations de l’activité des ordonnanceurs du niveau tactique, des groupes de travail métiers et inter-métiers, ainsi que des entretiens d’auto-confrontation outillés par des plannings réalisés.Les résultats mettent en évidence une construction dynamique de la robustesse, comme étant le résultat des stratégies mises en œuvre par les ordonnanceurs des différents niveaux. A partir de la gestion de contraintes de nature humaine et opérationnelle, les stratégies de construction de la robustesse reposent sur les connaissances qu’ont les ordonnanceurs de la réglementation, du processus, des autres ordonnanceurs et des agents commerciaux. Les ordonnancements robustes prennent différentes formes (stable ou flexible, immédiate ou différée) et doivent permettre de résister aux aléas mais aussi de construire de marges de manœuvre pour le futur.Les retombées de notre recherche portent sur la définition de la robustesse dans le champ de l’ordonnancement du personnel, sur l’activité de conception distribuée inter-métiers et à l’identification des conditions favorables à la conception de tels ordonnancements. / This research in ergonomics focuses on the design of robust personnel schedules in a sensitive social context, based on the articulation work between the social and economic dimensions of companies .it is often seen as a lever for flexibility by companies. Research in ergonomics and human resources management shows that it possible to consider scheduling as a "distributed" resource management activity, which raises issues related to both the economic and social dimensions of companies (health, skills, training, agent satisfaction). Our objectives are to understand how schedulers articulate theses dimensions, evaluate this work, and to define the robustness on scheduling.To understand this activity, divided between three different levels (strategic, tactical, operational), six types of data collection were carried out: semi-directive interviews, observations of the activity of planners at the tactical level, business and inter-business working groups, as well as self-confrontation interviews based on achieved schedules.The robustness is dynamically built from the constraint management strategies of schedulers. These are based on the schedulers’ knowledge : of regulations, of process, of other schedulers and commercial agents. Robustness takes different forms (stable or flexible, immediate or delayed) and must make it possible to resist disruptions but also to build room for manœuvre for the future.The impact of our research is related to the definition of robustness on personnel scheduling, to the joint collective activity and to the identification of the conditions in favour of robustness’ construction.