References of "Petit, Lucie"
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See detailApproches ergonomiques et approches psychosociologiques de la formation : mise en perspective conceptuelle et praxéologique
Faulx, Daniel ULiege; Petit, Lucie

in Actes du 16ème Congrès de Psychologie du Travail et des Organisation de Langue Française. (in press)

From both a scientific and a practical point of view, two major trends seem to presently rule the adult training field: the psychosociological trend and the ergonomic trend. Though each one has widely ... [more ▼]

From both a scientific and a practical point of view, two major trends seem to presently rule the adult training field: the psychosociological trend and the ergonomic trend. Though each one has widely contributed in developing training in organizational human resources development, we fail to see any significant level of understanding between the two trends or any dialogue based on scientific objectivity. The aim of this present paper is to hopefully initiate a dialogue with an eye towards development in training practices. A better understanding of these main approaches would bring help to those who seek to train personnel and to better orientate their choice of training. [less ▲]

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See detailPenser et pratiquer la formation aujourd'hui : mise en perspective des approches psychosociales et ergonomiques de la formation
Faulx, Daniel ULiege; Petit, Lucie

in Cahiers Internationaux de Psychologie Sociale (2011), 92(4), 423-444

Faced with new challenges from globalisation, technological changes and demographic change, organisational training take on today a crucial importance in the development of human resources in ... [more ▼]

Faced with new challenges from globalisation, technological changes and demographic change, organisational training take on today a crucial importance in the development of human resources in organisations. This area is at present dominated from both a scientific and practical viewpoint by two major currents: a psychosociological current and an ergonomic current. The contributions of each in organisational human resources development are unquestionable, but we have observed significant levels of misunderstanding between the two, as well as an absence of dialogue and scientific objectivity. The present contribution proposes to initiate this dialogue, with an eye toward developing training practices, and aiding those who seek to train personnel in orienting their choices of training, thanks to a better understanding of both main approaches. From this perspective, based as much on historical research as on more recent work, several points in common are apparent. (1) There is a desire to develop new learning strategies which draws substance from scientific research, and which constitutes a departure from school-based approaches. (2) There is a strong link between theory and action, together with practices that combine practice and knowledge. (3) A vision of learning as the result of action combined with reflection on action. (1) A concentration on groups from psychosociological approaches, as opposed to a concentration on work from ergonomic perspectives. (2) A concentration on functional and specific aspects of work in the ergonomic approach, and emphasis on relational and transversal aspects in the psychosociological approach. (3) Four points concerning which technical exchanges would be profitable. (4) A major controversy on the question of whether the link between work and training is necessary or not. By becoming aware of the complementarity of the two approaches (compatible and different), we become convinced that it is essential to begin a dialogue in order to make organisational training practices more understandable and more effective. [less ▲]

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See detailLa formation en organisations : mise en perspective des approches psychosociologiques et ergonomiques
Faulx, Daniel ULiege; Petit, Lucie

in Relations Industrielles = Industrial Relations (2010), 3

Faced with new challenge from globalization, technological and demographic changes, today organizational training takes a crucial importance in the development of human resources in organizations. From ... [more ▼]

Faced with new challenge from globalization, technological and demographic changes, today organizational training takes a crucial importance in the development of human resources in organizations. From both a scientific and practical point of view, two major currents presently seem to rule this field: a psychosociological current and an ergonomic current. The contributions of each of them in organizational human resources development are unquestionable, but we have observed significant levels of misunderstanding between the two, as well as a lack of dialogue and scientific objectivity. The present paper intends to initiate this dialogue with an eye towards developing training practices. Thanks to a better understanding of these main approaches, our aim is to help those who seek to train personnel to better orientate their choice of training. From this perspective, based as much on historical research as on more recent works, several common points are obvious. (1) There is a wish to develop new learning strategies which draws substance from scientific research, and which breaks with school-based models. (2) There is a strong link between theory and action, together with practices that combine doing and knowledge. (3) There is also a vision of learning as the result of action combined with reflection on action. In contrast with these shared foundations, several differences leading to fruitful exchange have been identified. (1) Focus on group from psychosociological approaches, as opposed to focus on work from ergonomic perspectives; (2) concentration on functional and specific aspects of work in the ergonomic approach and emphasis on relational and transversal aspects in the psychosociological approach; (3) four points on which technical exchanges would be profitable; (4) a major controversy on the question of whether the link between work and training is necessary or not. By becoming aware of the complementarity of the two approaches (compatible and different), we become convinced that it is essential to begin a dialogue in order to make organizational training practices more understandable and more effective. [less ▲]

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See detailDes techniques pour saisir les usages des parcours de formation
Faulx, Daniel ULiege; Petit, Lucie; Leclercq, Gilles

in CD Rom : 2ème colloque international francophone sur les méthodes qualitatives, Enjeux et Stratégies (2009, June)

Cette contribution regroupe trois contributions liées entre elles et visant un même objectif : mettre au point des techniques d’enquête capables de répondre à cette question : comment les usagers d’un ... [more ▼]

Cette contribution regroupe trois contributions liées entre elles et visant un même objectif : mettre au point des techniques d’enquête capables de répondre à cette question : comment les usagers d’un dispositif de formation s’en servent-ils ? Ces trois techniques sont en cours de stabilisation. Elles prennent appui sur des cadres de références éprouvés méthodologiquement, épistémologiquement et axiologiquement. Les expérimentations et les résultats produits portent sur des « dispositifs de formation professionnalisés », régis par le monde académique (universitaire dans notre cas) dans lesquels l’exercice simultané d’une activité professionnelle (ou tout au moins quasi-professionnelle) est requis. En préalable, nous avons posé quelques jalons concernant l’expression « dispositif ». Nous développons notamment l’idée selon laquelle la conception d’un dispositif se poursuit dans l’usage. [less ▲]

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