دور التسيير التقديري للتشغيل و الكفاءات (gpec) في فعالية إدارة الموارد البشرية

Abstract

The interest in human resources management is not considered newly, it has developed within the historical stages haunted by the evolution of managerial thought , through contributions of managerial schools and transformations that have the organization faced, and workers economic and social situations to become the human resources function strategic one and has a position no less important than the other organization basic functions. The developments in the past years which has occurred as a result of globalization phenomenon and the requirements of integration in the knowledge economy and technological development, has made a huge revolution in organization work and on the level of human resource which has become the most important element in the organization, and in the of the changes imposed by the organization environment which has become very complex and constantly changing, which was imposed on organizations to adopt effective tools to enable them to know or predict what might happen in the future and prepare to face or at least reduce the severity of its negative adverse effects on them, the change has been the only fixed in the organization environment so prevision became in the main interest of managers, so ECDM is a vital tool that enables organizations to control and dealing well with the future changes to achieve alignment between their future needs of the employment and competencies in quality and quantity and at the convenient time. From this point, human resource management has an interest in ECDM believing from it that it will be activate its various activities such as employment, training, mobility , compensation, performance evaluation,…