La valeur des diplômés marocains formés en France à l’épreuve des pratiques RH : segmentation et différenciation au retour au Maroc

Student mobility to France represents, for many Moroccans, an investment in human capital whose value is ultimately tested upon return. Yet, in the Moroccan labour market, the transferability of skills acquired abroad and their recognition by employers remain uneven. In this article, we analyse how human resource management practices, recruitment criteria, and organisational logics influence the conversion of this internationalised human capital into professional opportunities. The study is based on a mixed-methods design with a predominantly qualitative orientation. First, a quantitative survey (DPMDFRM¹) conducted among 1,000 Moroccan graduates trained in France and returned to Morocco provides a framing perspective: it highlights the role of experience acquired in France in reducing the time needed to access a first job and in improving professional satisfaction. This framing is then deepened through 100 qualitative interviews (PEMDF²) conducted with managers, recruiters, and HR officers from a variety of organisations. The analysis shows that the same degrees and skills are not valued in the same way depending on the nature of the positions offered, the degree of internationalisation of the organisation's activities, the type of clientele targeted, and the organisational structure. Multinational companies and firms oriented toward international markets tend to activate the value of these trajectories more strongly, whereas some family-owned businesses or organisations with limited international exposure neutralise this value, reduce its scope, or perceive it as more costly and less aligned with local expectations. Thus, labour market segmentation is reproduced within HR practices themselves.