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Technological Progress, Organizational Change and the Size of the Human Resources Department

  • Raouf Boucekkine

    (CORE)

  • Patricia Crifo

    (Department of Economics, Ecole Polytechnique - CNRS : UMR7176 - Polytechnique - X)

  • Claudio Mattalia

    (Université Catholique de Louvain.)

Les changements organisationnels reposant sur la polyvalence et les TIC qui se sont diffusés dans la plupart des pays de l'OCDE depuis les années 1990 ont de fortes conséquences sur les conditions de travail. Les données disponibles montrent, parallèlement à l'émergence de nouvelles formes organisationnelles fondées sur la polyvalence, une augmentation de la main d'oeuvre employée dans les postes managériaux et une augmentaion des besoins en qualification. Cet article propose un modèle théorique analysant l'allocation optimale du nombre de tâches par individu lorsque le passage à une organisation fondée sur la polyvalence accroît les coûts de coordination entre les individus et les tâches. Les entreprises peuvent réduire ces coûts de coordination en affectant plus de salariés à la gestion des ressources humaines. Le capital humain est accumulé de manière endogène par les travailleurs. Le modèle reproduit assez bien les régularités observées dans les données. En particulier, des accélérations technologiques endogènes tendent à accroître à la fois le nombre de tâches tréalisées et les besoins en qualification, tout en augmentant la part de la main d' qui se consacre à la gestion des ressources humaines.

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Paper provided by HAL in its series Working Papers with number hal-00240715.

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Date of creation: 2008
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Handle: RePEc:hal:wpaper:hal-00240715
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