Pratiques de formation et GRH : Quel rapport ? The relationship between training practices and HRM

Abstract

L’activité de la formation est considérée aujourd’hui un outil qui permet d’améliorer le niveau de compétences individuelles et collectives dans l’entreprise, par certains mécanismes de fonctionnement ayant une articulation avec les autres pratiques de la GRH, à savoir l’analyse des emplois, le recrutement, la rémunération, le développement et l’évaluation des compétences et les relations de travail. L’objet de cet article est d’étudier le lien entre les pratiques de la formation et les autres activités de la GRH à travers un échantillon de 310 cadres au sein de l’entreprise SONATRACH, le leader de l’activité des hydrocarbures en Algérie, afin de positionner son rôle stratégique et son articulation avec d’autres activités de la GRH.

Training is one of the most important tools that organizations can use to increase the skills and knowledge of their employees, which in turn can lead to improved productivity and performance. However, the effectiveness of training is not solely dependent on the quality of the training itself. It is also influenced by the way in which training is integrated with other human resource management (HRM) activities. This article examines the relationship between training practices and other HRM activities in the context of SONATRACH, a leading oil and gas company in Algeria. The study uses a sample of 310 managerial staff to assess the extent to which training is aligned with other HRM activities, such as job analysis, recruitment, compensation, skills development and assessment, and labor relations. The findings of the study suggest that there is a strong relationship between training practices and other HRM activities in SONATRACH. This suggests that training is not simply a stand-alone activity, but rather an integral part of a broader HRM strategy.