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Gestion des Ressources Humaines et collaboration en pôle de compétitivité : une relation dialogique : le cas de la région Rhône-Alpes

Abstract : During those recent years, we have witnessed profound economic changes that involved a change in organizational boundaries. It is found that the mode of inter-organizational functioning is increasingly relevant, it is presented as the appropriate scope of implementation of new forms of governance for innovation. The research conducted as part of this thesis are part of that context and relate to clusters, as well as collaborative projects related thereto. Working in collaborative mode involves the multiplicity and the discovery of new modes of operation of each other. The inter-organizational collaboration engages a multitude of different actors, working with rhythms as diverse and varied, different corporate cultures, of different and complementary skills, etc.. The clusters assume that members are in a posture of cooperation. The networking of companies and organizations adhering to the poles requires to work together and collaborate on assignments and projects. However, the human resource management within a cluster is not simple: we stated above, the populations in the presence of status and have very different cultures (researchers, entrepreneurs, employees, etc.. ), most people on the poles are neither technically nor paid by the latter, the organization of work on projects of collaborative R & D is specific. Each structure has specific adherent and different challenges. What then of collaboration in a cluster? HRM can observe how does one? It promotes Does collaboration between members?
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Submitted on : Friday, September 11, 2015 - 11:52:05 AM
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Ludivine Calamel. Gestion des Ressources Humaines et collaboration en pôle de compétitivité : une relation dialogique : le cas de la région Rhône-Alpes. Gestion et management. Université de Grenoble, 2012. Français. ⟨NNT : 2012GRENG008⟩. ⟨tel-01197179⟩



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