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Flexibilité et ressources humaines : compatibilités et contradictions

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  • Christophe Everaere

    () (Centre de Recherche Magellan - Université Jean Moulin - Lyon III - Institut d'Administration des Entreprises (IAE) - Lyon)

Abstract

Depuis les années 1980, la flexibilité s'est imposée dans les pratiques de gestion, en particulier des ressources humaines. Les dispositifs incarnés notamment dans l'intérim, la modulation des horaires, la polyvalence, la sous-traitance, etc., sont nombreux. Mais la question se pose de leur compatibilité : peut-on actionner tous les leviers de flexibilité simultanément ? N'y a-t-il pas des contradictions possibles et donc la nécessité d'opérer des choix selon des priorités précises ? Après un exercice de recension, de classement et de dénombrement des différentes sources possibles de flexibilité appliquées aux ressources humaines, cet article propose de substituer à l'opposition classique flexibilité interne vs. flexibilité externe, celle de flexibilité qualitative vs. flexibilité quantitative, qui rend mieux compte des logiques de recours et de compatibilité entre les différents leviers possibles de flexibilité appliqués aux ressources humaines.

Suggested Citation

  • Christophe Everaere, 2012. "Flexibilité et ressources humaines : compatibilités et contradictions," Post-Print halshs-00660815, HAL.
  • Handle: RePEc:hal:journl:halshs-00660815 Note: View the original document on HAL open archive server: https://halshs.archives-ouvertes.fr/halshs-00660815
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    References listed on IDEAS

    as
    1. Thomas Amossé & Olivier Chardon, 2006. "Les travailleurs non qualifiés : une nouvelle classe sociale ?," Économie et Statistique, Programme National Persée, vol. 393(1), pages 203-229.
    2. Christophe Everaere & Mireille Lapoire, 2011. "Le salarié mis à disposition : un insider externalisé," Post-Print halshs-00660829, HAL.
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    More about this item

    Keywords

    flexibilités; segmentation de l'emploi; insiders vs outsiders; substituabilité; incompatibilité;

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