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Employability and Industrial Mutations

Between Individual Trajectories and Organizational Strategic Planning, Volume 4
1. Aufl.

von: Florent Noel, Geraldine Schmidt
139,99 €
Verlag:	Wiley
Format:	PDF
Veröffentl.:	28.02.2022
ISBN/EAN:	9781119902249
Sprache:	englisch
Anzahl Seiten:	272

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Titelbeschreibung

Industrial, economic and organizational mutations are creating a transformation in employment, skills and work. Developing the employability of the workforce is one response to these challenges. However, the link between mutations and employability is not obvious: it must be constructed and implemented in order to ensure that employees are able to reach satisfying professional situations. Employability and Industrial Mutations presents a definition of employability and the associated challenges for public authorities, organizations and employees: managing unemployment, successful change and employee empowerment. It then examines several worker profiles to better understand what "being employable" means. It goes on to analyze several examples of management systems for employability at different stages of an individual’s career, and finally explores the issue of developing or maintaining employability in real-life situations and contexts. This book brings together researchers and practitioners from a range of different fields in order to shed light on the complex relationship between mutations and employability.

Inhaltsverzeichnis

Foreword by Patrick Gilbert xiii Patrick GILBERT Foreword by IPSI xv Xavier LE COQ, Jacques LAUVERGNE and Emmanuelle CHAPELIER Introduction xix Florent NOËL Part 1 Towards a General Theory of Employability 1 Introduction to Part 1 3 Bernard GAZIER Chapter 1. Employability and Public Policy: A Century-long Learning Process and Unfinished Process 7 Bernard GAZIER 1.1. One hundred years of trial and error between the individual and the collective: seven operational definitions of employability 8 1.1.1. Seven versions in three waves during the 20th century 8 1.1.2. From static to dynamic and from unilateral to interactive 12 1.2. Current tensions and recompositions 13 1.2.1. “Profiling”, from contextual calibration to negotiated interaction 13 1.2.2. Employability between individual capacity and collective construction 14 1.3. Conclusion 16 1.4. References 17 Chapter 2. Employability as a Managerial Imperative? 19 Florent NOËL and Géraldine SCHMIDT 2.1. Employability and change: the migration of a concept 20 2.1.1. Employability, a matter of public policy 21 2.1.2. Employability as an employer’s responsibility in managing restructuring 21 2.1.3. Employability as an individual responsibility 21 2.1.4. Employability for the development of organizations and individuals? 22 2.2. Employability management practices 25 2.2.1. Assessing employability 25 2.2.2. Developing employability 27 2.3. Conclusion 29 2.4. References 31 Chapter 3. Capability-based Employability: A Total Organizational Fact 33 Bénédicte ZIMMERMANN 3.1. Employability: being able and enabled to 35 3.1.1. Qualification, skills and competence: what it means to be capable 36 3.1.2. Being able to: a condition for the exercise of responsibility 37 3.2. Skill-based employability, capability-based employability 39 3.2.1. Employability based on skill maintenance 39 3.2.2. Employability based on skill development 39 3.2.3. Employability based on capability 40 3.3. A total organizational fact 40 3.4. The five traits of the capability-enhancing organization 42 3.5. Conclusion 44 3.6. References 45 Part 2. Employability and Individual Trajectories 47 Introduction to Part 2 49 Pauline dE BECDELIÈVRE Chapter 4. The “Unemployable”: Different Figures, Between Societal Construction and Unconscious Meanings 53 Raymonde FERRANDI 4.1. People who are not allowed to work 54 4.1.1. Migrants 54 4.1.2. Persons reaching the age limit 54 4.1.3. People who are still off work or declared unfit by the occupational physician 55 4.2. Discriminated audiences 55 4.2.1. Situations of discrimination in the texts 56 4.2.2. Situations on the ground often ignored or denied 56 4.3. Audiences for cognitive remediation 58 4.3.1. From the children of the Shoah to the young people of the “neighborhoods” 58 4.3.2. Interest and limits of the analysis in terms of “deprivation” 59 4.4. People who “suffer” in social work through their work 60 4.4.1. The unconscious and the law of repetition – the transference 60 4.4.2. Transfer to the social scene and work 61 4.4.3. The “opportunities” offered by the context 62 4.4.4. A perpetual misunderstanding 62 4.5. The generation of refusal 63 4.5.1. A self-definition that no longer necessarily involves work 63 4.5.2. The refusal of suffering at work 64 4.6. Conclusion – discussion 65 4.6.1. Audiences, people and problems? 65 4.6.2. Personal characteristics and contextual factors 65 4.6.3. Evolution over time 66 4.6.4. Taking invisible tools seriously 66 4.7. References 67 Chapter 5. Staying in the Game: Employability and Mobile Careers in the IT Industry 69 Pauline DE BECDELIÈVRE, Jean-Yves OTTMANN and Cindy FELIO 5.1. Independence as the pinnacle of a boundaryless career orientation 73 5.1.1. The choice of independence 73 5.1.2. Career opportunities 74 5.2. Maintaining employability as a condition of independence 75 5.2.1. Employability development 75 5.2.2. Choice of mission and employability 76 5.3. Boundaryless career success and employability 77 5.3.1. A “cognitive compass”? 77 5.3.2. What are the factual orientations of their careers? 78 5.4. Conclusion 80 5.4.1. Contributions and research avenues 80 5.4.2. Openings and societal issues 82 5.5. References 83 Chapter 6. Employability in the Era of Digitization of Jobs 85 Martina GIANECCHINI, Paolo GUBITTA and Sara DOTTO 6.1. Introduction 85 6.2. Skills for the contemporary labor market 86 6.2.1. The T-shaped professionals 86 6.2.2. Employablity in the changing labor market 87 6.2.3. Technological change and work design 88 6.3. Research methods 90 6.3.1. Research setting and sample 90 6.3.2. Variables 91 6.3.3. Data analysis 92 6.4. Findings 92 6.5. Discussions and directions for future research 94 6.6. References 96 Part 3. Career Stages, HRM and Employability 101 Introduction to Part 3 103 Benoît GRASSER Chapter 7. The MRS, a Device in Favor of Employability and Social Performance 107 Anne-Laure GATIGNON-TURNAU and Séverine VENTOLINI 7.1. The MRS as a partnership practice 108 7.1.1. The MRS from the point of view of Pôle emploi: placing the long-term unemployed 108 7.1.2. The MRS from an organizational perspective: mass recruitment for jobs under pressure 109 7.1.3. The MRS from the candidate’s perspective: getting back into the labor market 110 7.2. MRS and employability 111 7.2.1. Employability as a type of psychological contract 111 7.2.2. The MRS as a mechanism for the new psychological contract 112 7.2.3. The effects of MRS recruitment on employee loyalty 113 7.3. Survey and main findings on MRS recruitment 115 7.3.1. Survey protocol 115 7.3.2. Socio-demographic characteristics of recruited candidates 116 7.3.3. The results of the survey: the conditions for the MRS to be a positive HR lever 117 7.4. Discussion and conclusion of the results 118 7.4.1. Benefits of the MRS in terms of commitment 118 7.4.2. Recruitment and employer brand 120 7.5. References 120 Chapter 8. Recruiting in Innovative Activities: From the Impossible Search for a Match to the Construction of Employability 123 Thierry COLIN, Benoît GRASSER and Fabien MEIER 8.1. Recruiting for an innovative activity in a context of rapid growth in production 124 8.1.1. Initial situation and issues 124 8.1.2. The external dimension of the system: broadening and qualifying the recruitment base 125 8.1.3. The internal dimension of the system: design of a formalized tutoring approach 126 8.2. The effects and actual functioning of these devices 127 8.2.1. The central role of teaching tools 128 8.2.2. A multiplication of singular tutor–learner relationships 129 8.2.3. Impact of the system on the rules of collective action 130 8.3. Lessons learned in terms of employability 131 8.3.1. Employability, a convention to be imagined, negotiated and implemented 132 8.3.2. Employability, an approach that goes beyond the search for a match between needs and resources 132 8.3.3. Employability, a construction around a double frontier: internal/external and training/production 133 8.4. Conclusion 135 8.5. References 136 Chapter 9. Reclassification and Employability: A Reading in Terms of Boundary Objects 137 Ève SAINT-GERMES 9.1. Social support for company liquidations: a collective actor for the employability of those made redundant 138 9.2. Studying the boundary objects of the reclassification of victims of collective dismissals 140 9.3. Study of an emblematic case, the reclassification cell of the Air Littoral liquidation PSE 141 9.4. The boundary objects of the reclassification of victims of the Air Littoral PSE 143 9.4.1. The boundary between the reclassification cell and the monitoring committee: negotiating the means, standards and results of reclassification 143 9.4.2. The reclassification cell – individual boundary: managing categories and assessing situations 145 9.5. Discussion: the infrastructure of individual and collective employability in reclassification 146 9.5.1. The infrastructure for translating individual employability: profiling a psychological state and a personal situation 146 9.5.2. The negotiated infrastructure of collective employability: contested categories that make the unsupported invisible 146 9.6. Conclusion 147 9.7. References 148 Chapter 10. Being Employable, a Matter of Context 151 Sara DOTTO, Patrick GILBERT, Florent NOËL and Nathalie RAULET-CROSET 10.1. Employability, an imperative between universalism and contingency 152 10.1.1. The employable individual: an exceptional being? 152 10.1.2. Being employable: a matter of context 153 10.1.3. A conventionalist interpretation of employability 153 10.2. Results 157 10.2.1. Fabdièse: employability in the industrial world 157 10.2.2. Servinfo: employability in the commercial world 159 10.2.3. Aidiance: employability in the interpersonal world 161 10.3. Conclusion 162 10.4. References 164 Part 4. Employability and Work Situations 167 Introduction to Part 4 169 Nathalie RAULET-CROSET Chapter 11. What are the Possible Futures in the Factories of the Future? The Case of Operators in an Aeronautics Company 173 Emmanuelle GARBE and Jérémy VIGNAL 11.1. Review of the literature 174 11.1.1. Factories of the future: characteristics and challenges of ongoing digital transformations 174 11.1.2. Digital transformation of industry and skills: the case of operators 176 11.2. Methodology 178 11.3. Results 179 11.3.1. Between skills upgrading and deskilling: a polarization that can be observed within the operator population itself 179 11.3.2. Between skills upgrading and deskilling: is there a “third way” in the factories of the future? 181 11.3.3. Faced with digital transformation: what HR support for operators? 182 11.4. Conclusion 183 11.5. References 183 Chapter 12. Digital Technologies as a Lever for Developing the Employability of Middle Managers 187 Anne-Laure DELAUNAY 12.1. The employability of middle managers 188 12.2. Digital technology and employability of middle managers 189 12.3. Research context 192 12.4. Data collection and analysis 193 12.5. Main results 194 12.5.1. Result 1: an opportunity to tinker 194 12.5.2. Result 2: an opportunity to develop technical and managerial expertise 195 12.5.3. Result 3: digital technology as a barrier to employability? 196 12.6. Discussion 197 12.6.1. Digital technologies and managerial leeway 197 12.6.2. Towards an enabling environment: digital and DIY 197 12.7. Conclusion 198 12.8. References 198 Chapter 13. Work as a Factor of Integration and Employability: The Case of Trisociété 203 Emmanuelle BEGON and Michel PARLIER 13.1. From employability controversies to the study problem 204 13.2 Professional integration and production requirements: the case of Trisociété 206 13.2.1. Presentation of the case 206 13.2.2. Remarkable elements of the Trisociété experience 208 13.3. Discussion: from employability to “employerability” 210 13.3.1. Axis 1: production requirements and quality of working conditions 210 13.3.2. Axis 2: organizational and managerial support 211 13.3.3. Axis 3: speaking work 212 13.3.4. Axis 4: professional support for career paths 213 13.3.5. Axis 5: business agility 214 13.4. Conclusion 215 13.5. References 215 Conclusion 217 Géraldine SCHMIDT List of Authors 221 Index 223

Autorenportrait

Florent Noel is a Professor at IAE Paris – Sorbonne Business School, France, where he is responsible for the HR and CSR master’s degree and the M.A.I. (Mutations, Anticipation and Innovation) chair. His research focuses on employment management in companies and, more broadly, on restructuring practices. Geraldine Schmidt is a Professor at IAE Paris - Sorbonne Business School, France, and a member of the M.A.I. chair. Her research focuses on restructuring practices in companies and SSE organizations, and the relationship between art and management.