Ce travail concerne l’étude des gestes professionnels développés par deux enseignants novices du premier degré dans le cadre de leur formation en alternance. L’enjeu de cette recherche est de mieux déterminer sous quelles conditions se joue le processus de professionnalisation des stagiaires en deuxième année de formation. La question du développement professionnel est suffisamment complexe pour mériter qu'on s'arrête momentanément sur des critères qui soient objectivables, repérables, évaluables par la communauté des formateurs dans la discipline concernée, celle de l'enseignement de la langue française. Des savoirs intermédiaires, sortes d'étapes dans le jeu et le rejeu d'un dispositif particulier de recherche-action-formation, l'atelier dirigé d'écriture au CP, sont repérés. Tout au long de l'étude, la dimension langagière de l'agir enseignant fait l’objet d’une analyse visant à rendre explicite la sémiotique d’un métier reposant fortement sur les interactions verbales, notamment en privilégiant une méthode recueillant des données objectives suivie d'entretiens d’autoconfrontation du sujet face à son activité. Les déplacements réalisés par les deux jeunes maîtres dans leurs discours réflexifs font l'objet d'une étude comparative. Les effets de leur énonciation sur les élèves dans le cadre des interactions didactiques sont également examinés. La phase d'évaluation des savoirs travaillés au sein du dispositif fait enfin l'objet d'une exploration. Les résultats autorisent une modélisation de l'agir propre à chaque acteur, justifiant in fine la comparaison de deux processus à l'œuvre dans cette recherche. / This work focuses on the professional actions developed by two trainee primary school teachers during their teacher training. The goal of this thesis is to better understand the conditions in which the process to become a professional teacher during the second year of training takes place. Because of its complexity, the question of the teachers’ professional growth deserves that we take some time to identify measurable, noticeable and valuable criteria used by the teachers’ trainers’ community on the subject concerned; the teaching of French language. Some intermediate knowledge, steps in the play and the replay of a particular mechanism in research-action-training during the coached writing exercise in the first year of primary school are selected. All along the study, the language side of the teaching act is analysed in order to be able to explain the semiotics of a work deeply based on verbal interaction, using mainly a methodology that is based on getting objective data during a lesson followed by self analysis by the trainee of their actions. The analyses by the two trainees of their self evaluation are then compared. The effects of their speeches on the pupils during lesson are also analysed. The evaluation of the skills being taught is also studied. The results allow us to build a model of actions for each new teacher which justify the comparison of the two processes studied in the research.

Like many industries, the nuclear power industry in Sweden is currently facing the challenges of a major generational change. To meet these challenges, alongside the demands for a high level of security, the industry has attempted to standardise its mode of operations as far as possible. Apart from various technological fixes and safety devices, manuals and instructions have been modelled for every conceivable situation, or course of events; documentations and formal systems of co-ordination that become larger and larger, and more and more detailed. In high-risk industries there is a tendency to equate learning with changes in external patterns of behaviour, as against fixed standards, typically among operating staff. The acquisition  of professional skill, on the other hand, is the result of participation in practice. From this point of view, rather, learning is the outcome of reflection, upon actual events and experiences. Recurrent training can be used to promote formalisation, but also to explore and reinforce the experience based knowledge of skilled operators; between these approaches, the former prevails. Accidents and incidents incessantly put in question what is commonly referred to as the safety culture of various power plants, and subsequent to the misfortunes at Forsmark 1 in 2006, the accident was described as the culmination of a longterm decline in safety culture. The strong requirement for security and control is a cause of formalisation, whereas the need to support reflection as formation of professional skill tends to be omitted. Even so, experience based skill and knowledge remains a substantial consituent of what could be regarded as a dependable safety culture. Codified knowledge must be interpreted and applied in practice. Furthermore, experienced professionals, from encountering a great variety of situations, seem to develop what can be described as the skill of anticipation, and, as shown in connection with the incident at Forsmark 1, an ability to handle the unexpected. The urge for formalisation raises certain concerns: that of the primacy of defining the containments of professional skill, the impact and resilience of local knowledge and diversity, and the hollowing out of ability and skill within work-life organisations. The “human factor”, that is the operating staff, is commonly made responsible for established accidents and incidents. Even so, experienced personnel are able to manage a variety of unforeseen events and disturbances, that sometimes occur in high-risk technology industries. At times, on the contrary, the human factor saves technology, instead of the other way around. This study explores the concept of safety culture within the nuclear power industry from an epistemological perspective. It discusses the use of recurrent training, and the role of experience based skill and knowledge in the operating of Swedish power plants. What methods can be employed to support experience based knowledge as an essential complement to standardised work processes, codified knowledge, or benchmark strategies? Principles of formalisation need to be supplemented with a more thorough exploration of professional skill, in which a distinction between behaviour and responsibility can be made. / QC 20110906

Avhandlingen undersöker ett centralt steg inom vetenskapliga praktiker: hur laboratorieprov översätts till data som anses giltiga och användbara av forskargemenskapen. Baserat på ett multilokalt fältarbete bestående av observationer och intervjuer i laboratorier för genetisk forskning, visas i avhandlingen hur laboratoriepersonalens yrkesskicklighet, samt normer och ideal om vetenskaplig forskning, formade deras praktiker av att producera giltiga data. Eftersom maskiner var väsentliga i forskningen undersöker avhandlingen också de former av agens som människor och maskiner ansågs bidra med till produktionen av giltiga data; giltighet tolkades som reproducerbarhet av forskarna. Med hjälp av representationsbegreppet och Latours begrepp om inskriptioner och immutable mobiles analyserar avhandlingen arbetet med att förvandla laboratorieprov till giltiga data som en tvåstegsprocess. Proven omvandlades först till rådata som sedan tolkades till data. Personalens huvudsakliga ansträngningar fokuserade i det första steget på att uppnå säkra resultat genom att bekämpa osäkerhet i material och metoder. I det andra steget var det viktigaste att eliminera subjektivitet och att göra objektiva tolkningar av rådatan. Laboratoriepersonalens yrkesskicklighet och användning av maskiner var viktiga verktyg för att eliminiera osäkerhet och subjektivitet. Säkra och objektiva resultat, dvs giltiga data, förväntades uppnås med hjälp av maskiner. Med användning av bl a Barad’s begrepp agential realism analyserar avhandlingen de olika förståelser av människor och maskiner som formade forskarnas praktiker och möjliggjorde skapandet av giltiga data. / This dissertation explores a central step in scientific practices: how samples are turned into data that is considered valid and useful by the research community. Based on multi-sited fieldwork, with observations and interviews at laboratories involved in genetic research, the study focuses on how the laboratory staff’s professional skill, norms, and ideals of scientific research formed their practices of making valid data. As machines were essential for this research, the study also investigates the forms of agency that humans and machines were seen as contributing to the making of valid data; validity being interpreted as reproducibility by the scientists involved. Drawing upon notions of representations as well as Latour’s concepts of inscriptions and immutable mobiles, the study analyzes the practices of transforming samples into valid data as a two-step process. The samples were first turned into raw data, which was subsequently interpreted as data. During the first step, the staff’s central concern was to battle uncertainty in materials and procedures and establish certainty of results, whereas in the second step it was of vital importance to eliminate subjectivity and make objective interpretations of the raw data. Central tools for eliminating uncertainty and subjectivity were the laboratory staff’s professional skill and the use of machines. Certainty and objectivity of results, i.e. valid data, were expected to occur with the help of machines. Drawing upon e.g. Barad’s framework of agential realism, the study analyzes the various understandings of notions of humanness and machineness which shaped scientists’ practices and made the creation of valid data possible.

企業為了不斷成長並追求永續經營，並因應快速變化的外在環境與日趨激烈的國際競爭，需不斷地加強或擴增員工的知識、技術及能力，因而建立短期與長期性的人才培育之訓練有其重要性。 國際級工程案競爭越形激烈，尤其有韓國工程公司競爭性策略搶標及大陸崛起積極跨入國際市場之隱憂，加上客戶在維持高品質及持續壓縮工期之需求，個案公司(簡稱以下A公司)成長及獲利空間均受到嚴苛的挑戰。為提昇在國際上競爭力，A公司設計部必須面對培植具豐富工程經驗及國際級之設計人才問題。而目前面臨5年以下經驗工程師達人數比例佔42%以上(即年輕工程師比例偏高) ，7~15年經驗工程師人數佔10%相對偏低之M型人力結構及未來幾年面臨退休潮，如何加速培育年輕工程師須具備世界級的專業技術及落實資深工程師經驗傳承，達成各職級人力結構合理化，提升設計品質，為A公司當務之急。 為能瞭解A公司現行各項教育訓練之效益，揭示員工對A公司教育訓練方式的意見或需求，本研究採用問卷調查並分為五大類，第一，專業技術訓練的同意度與重要度；第二，經驗傳承的同意度與重要度；第三，跨部門訓練的同意度；第四，管理訓練的同意度；第五，英文能力方面的同意度。以上各問項再與人口統計變數做交叉分析，尋求出目前教育訓練之成效如何及提出改善建議。 其中專業技術訓練與經驗傳承再將每個同意度和重要性的問項平均後做出二維分布圖(IPA分析圖)，利用同意度和重要性整體的平均切割分成四個區域，即優越區、過剩區、優先改進區及建議改進區，尤其問項落在優先改進區、建議改進區及過剩區時，則進一步進行原因分析及提出改善建議。 對跨部門訓練、管理課程與英文能力等問項，則以同意度與人口統計交叉分析結果，根據其滿意度程度及卡方檢定(Chi-Square Test)結果有統計上顯著差異關係之受訪者基本資料提出改善建議。 / Enterprises need to continuously enhance knowledge, skills, and abilities of their employees for sustainable business development and adapting to rapid changing environment as well as fierce international competition. The importance of developing short-term and long-term talent training programs is thus recognized. Under some unfavorable conditions, which include keen competition in global EPC (engineering, procurement and construction) industry, Korean engineering companies’ strategic bidding, mainland China contending in international markets, clients’ request for quality and compressed work schedule at the same time, etc…, the case company (designated as company A) is facing severe challenges in achieving profitable growth. The company A must cope with the problem of cultivating world-class and experienced talent to promote its competitiveness in international markets. It’s the company A’s top priority to tackle the engineering talent gap at the range of seniority between 7 to 15 years (10%) whereas the young engineers with less than 5 years of experience account for more than 42% of its talent pool and engineers will retire that are increased in near future year. It’s important for the company A to professionalize young engineers, facilitate knowledge transferring, and optimize its staffing structure. A questionnaire survey research was undertaken to understand the effectiveness of the training programs and reveal the employees’ opinion or request on the training activities of the company A. The questionnaire variables were classified into five categories: 1. degree of agreement and importance of professional skills training; 2. degree of agreement and importance of intergenerational transfer of experience; 3. degree of agreement on cross-disciplinary training; 4. degree of agreement on management training; 5. degree of agreement on English competency requirements. Demographic variables were used to cross analyze the survey result. The analysis was also used to find the causes of training deficiency and to explore improvement ideas. The survey results of questionnaire variables in the first two categories, degree of agreement and importance of professional skills training and intergenerational transfer of experiencewere, were used to develop two-dimensional scatter diagrams (IPA matrices). The mean ratings of degree of agreement and importance were plotted in a two-dimensional grid to produce a four-quadrant matrix that identifies areas of Keep Up the Good Work, Possible Overkill, Concentrate Here, and Low Priority. Causes and improvement plans were further investigated for variables situate in the quadrant Concentrate Here, Low Priority, and Possible Overkill. For the survey results of questionnaire variables in the other three categories, degree of agreement on cross-disciplinary training, management training and English competency requirements, cross tabulation analyses using demographic variables were performed. According improvement plans were proposed for the respondent demographics when statistically significant differences between the degree of satisfaction and chi-square test result were observed.

Le droit de la mobilité professionnelle, s'il connaît de nombreuses définitions, suppose encore un travail de construction. Entre obligations de l’employeur et droits du salarié, la mobilité professionnelle oblige à concilier un épineux paradigme alliant flexibilité dans l’entreprise et sécurité du parcours professionnel. Cette complexité est révélatrice d’une ambiguïté originelle : la mobilité professionnelle s’inspire pour l’essentiel de la pratique d’entreprise, si bien qu’il existe aujourd’hui autant de régimes de mobilité que de situations impliquant des mobilités. Clause de mobilité professionnelle, reclassement du salarié, mise à disposition de personnel, mobilité volontaire sécurisée, accord de performance collective, ruptures négociées, cession de contrat, l’étude des dispositifs juridiques démontre que la mobilité est essentiellement envisagée à court terme, à l’initiative de l’employeur et construite sur un schéma de contrainte ne tenant pas compte de la liberté individuelle du salarié. Le manque d’efficacité de l’arsenal juridique et les dérives qui en résultent en pratique rendent incompatibles le droit positif avec l’objectif de développement de la mobilité positive, pierre angulaire du droit de la mobilité professionnelle. Les nombreuses interventions du législateur au soutien des formes de mobilités contraintes concourent à la défaillance de cette ambition. Alors que le droit à la mobilité est, formellement, une garantie fondamentale du statut des fonctionnaires et des agents publics, une telle équivalence n’existe pas en matière de droit privé. L’enjeu majeur réside dès lors dans la capacité du législateur à repenser la mobilité positive. / The professional mobility law, although it has many definitions, still requires construction work. Between the obligations of the employer and the rights of the employee, professional mobility requires reconciling the thorny paradigm between flexibility in the company and safety of the professional career. This complexity reveals an original ambiguity: professional mobility is essentially inspired by practice, so that today there are as many mobility schemes as there are situations involving mobility. Professional mobility clause, reclassification of the employee, personnel provision, secure voluntary mobility, performing agreement, negotiated breaks of contract, assignment of contract, the study of legal devices shows that mobility is mainly envisaged in the short term, at the initiative of the employer and built on a pattern of constraint not taking into account the individual freedom of the employee. The lack of efficiency of the legal framework and the resulting abuses in practice make positive law incompatible with the objective of developing positive mobility, which is the cornerstone professional mobility law. The many interventions of the legislator in support of the forms of constrained mobilities contribute to the failure of this ambition. While the right to mobility is, formally, a fundamental guarantee of the status of civil servants and public officials, such equivalence does not exist in private law. The major challenge therefore lies in the ability of the legislator to rethink positive mobility.