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See detailProfession, marché du travail et expertise
Vrancken, Didier ULg

in De Coster, Michel; Pichault, François (Eds.) Traité de sociologie du travail (1998)

Cet article propose un panorama des différentes approches sociologiques du concept de profession. Cette seconde édition prolonge la réflexion autour de la question de l'expertise

Detailed reference viewed: 42 (8 ULg)
See detailProfession: entraîneur de voix
Gruber, Pascale; Morsomme, Dominique ULg

Article for general public (2003)

Detailed reference viewed: 3 (1 ULg)
Peer Reviewed
See detailProfessional acts and services rendered by psychologists : a Belgian study.
Hansez, Isabelle ULg; Mormont, Marie; Côte, Virginie

Conference (2009, July 10)

Detailed reference viewed: 7 (1 ULg)
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See detailProfessional sport and international migration: a complex relationship
Martiniello, Marco ULg

in RC 31 – Newsletter (2013), (RC-31), 1-2

Detailed reference viewed: 14 (3 ULg)
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See detailProfessional Trajectory and Family Patrimony
Guillaume, Jean-François ULg

in Current Sociology (2002), 50(2), 203-211

Entering professional life and establishing a firm hold on a job position are often explained around notions such as integration, project and employability, which stress the role of the individual. Yet ... [more ▼]

Entering professional life and establishing a firm hold on a job position are often explained around notions such as integration, project and employability, which stress the role of the individual. Yet they actually also have a family dimension. When they try to find their way to the labour market, members of younger generation will use strategies developed in ordre to ensure the durability of a social position. They inherit professional know-how, a system of value and a network of personal relationships as well as property and financial assets. In order to consider this transmission process, the autor discusses a research that focuses on young Belgian people's trajectories of professional integration. About 30 French-speaking Belgian people were interviewed at some length, the information thus collected complementing the statistical analysis of various longitudinal data sets about the first 24 months after graduation. All had some experience of professional intergration, i.e. experience of work as salaried employees or as freelancers, but had not all secured a stable position. Researchers need to be aware of the theoretical and methodological implications arising from the juxtaposition between objective data collected in longitudinal surveys and subjective data written at the heart of biographical stories. [less ▲]

Detailed reference viewed: 12 (5 ULg)
See detailProfessionalisation and Innovation: Friends or Ennemies?
Poumay, Marianne ULg

Conference (2009, June)

Detailed reference viewed: 17 (0 ULg)
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See detailLa professionalité des formateurs d'enseignants en Belgique : Un contexte, un dispositif
Beckers, Jacqueline ULg

in Savoirs, rapports aux savoirs et professionnalisation : Actes du colloque REF 98, Toulouse, CREFI de l'Université Toulouse-le-Mirail (2000)

Detailed reference viewed: 18 (0 ULg)
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See detailThe professionalization of HR management: towards an analytical framework for social enterprises
Moreau, Charlotte ULg; Mertens de Wilmars, Sybille ULg; Pichault, François ULg

Conference (2013, July 02)

At the present time, the social enterprise sector is undergoing important changes: increased activity, diversification of social demands, increased complexity of legal framework and institutional ... [more ▼]

At the present time, the social enterprise sector is undergoing important changes: increased activity, diversification of social demands, increased complexity of legal framework and institutional landscape, transformation of public funding mechanisms (contractualisation setting up competition between providers in a quasi-market) (Dees & Elias, 1998; Mertens, 2010). At the same time, we may observe a trend towards the professionalization of social enterprises (Bode, Evers, & Schulz, 2006; Comeau & Davister, 2008; Davister, 2010; Petrella & Richez-Battesti, 2010). This movement toward professionalization brings changes, among others, with regard to evolutions in human resources management (HRM) practices (Davister, 2010; McCandless Baluch, 2012; Theuvsen, 2004): increasing formalization of procedures, developments of senior staff training, a changeover from a militant attitude on the part of directors toward a managerial attitude, development of pay-for-performance plans, etc. That concept of professionalization knows a large echo in the working world, not only in the social enterprise sector. Wilensky (1964) was already talking about the « professionalization of everyone? ». But what does professionalization mean? Various understandings of that concept co-exist. Indeed, according to Wittorski (2008), the notion refers either to the constitution of a group of people sharing the same activity (professionalization-profession), to the development of competences of a professional by its education (professionalization-training), or to the fact of “putting in movement” individuals within work contexts (professionalization-efficiency). The tendencies to professionalize have been studied but in a quite heterogeneous and fragmented way (Le Naëlou, 2004; Maier, Steinbereithner, & Meyer, 2012) with various dimensions and forms of the concept being possible. This paper intends to apprehend the professionalization of human resource management in all its complexity. Relying on the model proposed by Hatchuel and Weil (1992), we develop a nuanced approach of the professionalization of HRM, by declining the concept in three major dimensions: a technical substrate, a vision of the actors’ roles, and a managerial philosophy (Gilbert, 2012; Hatchuel & Weil, 1992; Oiry, 2006). Each of those three dimensions knows different degrees of elaboration, going from a human resource management qualified as few professionalized to one strongly professionalized. This model has to be understood as an “ideal type”, in the Weberian sense, an intellectual construction obtained by accentuation of certain traits of the considered subject (Coenen-Huther, 2003). That ideal type, that model in three dimensions, constitutes a measurement standard from which the comparison between various situations of HRM professionalization in different organisations is made possible. Two questions resume our approach: what means professionalization of human resource management (conceptual approach)? And what is the scope of the professionalization of HRM in the social enterprises sector in Wallonia (empirical results)? To answer those questions, a twofold research design is necessary. To understand more precisely what professionalization of HRM is, a strong analysis of the literature on professionalization, managerial devices and HRM allows constructing an analytical framework to apprehend the concept. But, the model also allows designing a broad picture of the human resource management in the social enterprises’ sector. For that second question, the data collection is accomplished through the administration of an online questionnaire given to a sample containing 2000 social enterprises, chosen from an exhaustive database of Belgian social enterprises . A first statistical analysis allows constructing a descriptive picture of what happen in the social enterprise sector in terms of HRM in Wallonia. In order to determine the influence of contextual elements such as the size of the organization, its level of subvention, its sector of activity, etc, cross tabulation is necessary. We will use the method of descriptive analysis by clusters that is often used in order to constitute typologies. It will enable us to isolate profiles of social enterprises in terms of their human resource management and its professionalization. By the construction of a conceptual model on the HRM professionalization, our paper contributes to enrich the understanding of that concept while apprehending its complexity. Gathering data on HRM in social enterprises is useful to design the scope of HRM professionalization. Though, that kind of data has not yet been collected and mobilized in Belgium. Our research will also contribute to better understand the influences of the organization’s size, level of subvention or sector of activity on the HRM professionalization. [less ▲]

Detailed reference viewed: 97 (9 ULg)
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See detailProfessionalization of human resource management: analytical framework’s proposal
Moreau, Charlotte ULg

Scientific conference (2012, December 18)

Detailed reference viewed: 9 (4 ULg)
See detailProfessionalizing the Developers: Focus on a Dissertation
Poumay, Marianne ULg

Scientific conference (2006, November 10)

Detailed reference viewed: 4 (0 ULg)
See detailProfessionalizing the Developers: Looking for Transfer to Faculty Practice
Poumay, Marianne ULg

Scientific conference (2006, November 17)

Detailed reference viewed: 3 (0 ULg)
See detailLa professionnalité des formateurs d'enseignants : Un contexte, un dispositif
Beckers, Jacqueline ULg

in Altet, Margueritte; Paquay, Léopold; Perrenoud, Philippe (Eds.) Formateurs d'enseignants : quelle professionnalisation ? (2002)

Detailed reference viewed: 19 (3 ULg)