http://hdl.handle.net/2268.2/11303 Tue, 14 Apr 2026 08:34:15 GMT 2026-04-14T08:34:15Z http://hdl.handle.net/2268.2/24044 Title: Quelles sont les attentes et comportements des jeunes diplômés et en quoi influencent-ils les pratiques RH dans les entreprises ? Abstract: Face à l’évolution des attentes professionnelles des jeunes diplômés, les entreprises doivent relever un double défi : attirer et fidéliser cette nouvelle génération tout en maintenant leur performance organisationnelle. Ce mémoire s’intéresse à la manière dont les pratiques de gestion des ressources humaines (RH) peuvent être adaptées pour répondre aux besoins spécifiques de ces jeunes travailleurs et rester performantes. L’étude empirique menée repose sur une approche qualitative, et s’appuie sur des entretiens semi-directifs menés auprès de jeunes professionnels – issus des cabinets du Big Four – ainsi qu’avec des responsables RH et des managers. L’objectif est de comprendre les attentes concrètes de ces jeunes diplômés, leur perception du monde du travail, et la manière dont ces attentes sont – ou non – prises en compte par les entreprises. L’analyse met en évidence plusieurs thématiques centrales : la rémunération, la recherche d’un équilibre vie professionnelle/vie personnelle, l’importance des relations sociales, le goût pour l’apprentissage, la quête de sens au travail, ainsi qu’un besoin d’immédiateté. Ces aspirations entrent parfois en tension avec les pratiques RH plus classiques. La discussion se structure en trois volets. Le premier confronte les attentes identifiées dans la littérature à celles exprimées dans les entretiens. Le deuxième compare les adaptations RH théoriques à celles réellement mises en œuvre dans les organisations. Le troisième croise attentes des jeunes et pratiques RH observées dans les Big Four, révélant des points d’alignement, mais aussi des zones de décalage, notamment en matière d’évaluation. Ce mémoire propose enfin des pistes d’adaptations concrètes pour les services RH, en vue d’articuler au mieux les aspirations individuelles des jeunes diplômés et les exigences de performance collective. Ce travail propose donc une perspective complète sur les ajustements RH clés requis pour correspondre à l’évolution des attentes de la nouvelle génération de main d’œuvre. Sun, 31 Aug 2025 22:00:00 GMT http://hdl.handle.net/2268.2/24044 2025-08-31T22:00:00Z http://hdl.handle.net/2268.2/21566 Title: Influence de l'infrastructure sur les relations entre ouvriers et employés : cas de Liege Airport Abstract: This thesis examines the impact of infrastructure on the relationships between blue-collar workers and white-collarworkers at Liege Airport, focusing on how the configuration of workspaces and infrastructure accentuates social distinctions between these two groups. Through interviews with individuals from various departments and status, the analysis reveals that factors such as interior layouts, distance between departments, building architecture, and security barriers contribute to segmentation, influencing interpersonal relationships and generating tensions. Additionally, this thesis delves into other contributing factors, such as the social perception of manual labor and organizational changes resulting from the development of Liege Airport. It also addresses the significant challenges these tensions pose for management and human resources, and examines the initiatives, such as HRBPs and the interdisciplinary committee, designed to mitigate these issues. Sun, 01 Sep 2024 22:00:00 GMT http://hdl.handle.net/2268.2/21566 2024-09-01T22:00:00Z http://hdl.handle.net/2268.2/20917 Title: Quels sont les rôles et les défis de la gestion des ressources humaines dans un contexte de télétravail et de management hybride en matière de gestion des talents et des compétences? Abstract: This research explores the evolving role of Human Resources management in the context of telework and hybrid management, particularly regarding talent and competency management within the companies Comairco and HD Compression. The study focuses on how HR practices have adapted in response to the widespread adoption of remote working, accelerated by the COVID-19 pandemic, and the challenges these new work modalities present. The research highlights the significant role that HR professionals play in facilitating the transition to telework and hybrid management. The study draws on the theoretical framework of telework benefits. However, achieving these benefits requires clear policies and effective communication. Through a case study analysis of Comairco and HD Compression, the research found that HR departments are crucial in defining precise telework policies, managing employee expectations, and ensuring smooth communication across teams. Sun, 01 Sep 2024 22:00:00 GMT http://hdl.handle.net/2268.2/20917 2024-09-01T22:00:00Z http://hdl.handle.net/2268.2/20169 Title: Perception of hr managers about the potentialities of digital tools in preventing burnout and improving well-being work Abstract: This thesis explores the perceptions of Human Resources (HR) managers on the use of digital tools to prevent burnout and improve employee well-being. Indeed, the Covid-19 pandemic has accelerated the adoption of teleworking and digitalization, revealing both the benefits and challenges of digital technologies. In order to explore this issue, a qualitative methodology was used for this research, involving semi-structured interviews with twelve HR managers from ten companies in Belgium. An additional interview with a developer of wellbeing tools was also conducted to gain an external perspective. The results show that HR managers recognize the potential of digital tools to support wellbeing but stress the importance of combining them with people-centered HR practices. Digital tools should complement, not replace, the human touch in managing employee wellbeing. However, there are concerns about the possible negative consequences of digital tools, such as information overload and anxiety, as well as their impact on work-life balance. Careful management is needed to balance the benefits of digital tools with their potential drawbacks. The attitudes of HR managers vary: some are enthusiastic about the real-time data provided by these tools and the associated time savings, while others are more skeptical, fearing that these tools are not sufficiently reliable and will replace certain professions. In conclusion, it is generally acknowledged that digital tools can improve wellbeing and prevent burnout, but their success depends on a holistic approach incorporating human contact and judicious information management. Mon, 17 Jun 2024 22:00:00 GMT http://hdl.handle.net/2268.2/20169 2024-06-17T22:00:00Z