Purpose -Since the beginning of the twenty-first century, human resource management (HRM) has entered into a somewhat strained relationship with religious diversity. In France, the need to deal with demands for recognition of faith practices has led to the compilation of new guides to the management of religious diversity. Is religious identity a new dimension of HRM in France? Design/methodology/approach -The paper begins with an examination of some examples of these documents produced by large French companies. It is revealed that they contain a set of recommendations leading to differential management of the various religious identities.Findings -Incorporating such a practice into an HRM strategy is a mixed blessing, bringing with it both hopes and risks. On the one hand, it may help to maintain equality and boost firms' economic performance. On the other hand, however, it may also compromise group cohesion and disrupt social ties. Originality/value -In view of these contradictory tendencies, the paper concludes by asking whether the principle of secularism should be extended to the management of HR.
During the last 20 years, a large number of studies have investigated the relationship between employee satisfaction and specific job characteristics, with often contradictory results. The aim of this paper is the assessment of job satisfaction of recent recruits in a large French company. The approach adopted here is to view employees as internal customers of an organization, and their satisfaction as an important driver for business success. Using the MUSA multicriteria methodology for customer satisfaction evaluation, the study aimed (1) to identify and measure satisfaction criteria of newly recruited personnel, and (2) to determine new organisational policies based on the findings.
L’évaluation de la qualité de l’expérience professionnelle vécue par un apprenti s’exprime notamment par sa satisfaction au travail. Quelles sont les dimensions de la satisfaction au travail chez les apprentis de l’enseignement supérieur ? Quelles sont les conséquences de ces dimensions sur la satisfaction pour l’apprentissage et sur son engagement affectif pour l’entreprise ? Une investigation par questionnaire et entretiens auprès d’apprentis du supérieur révèle les facettes de la satisfaction au travail en termes d’attentes et leurs conséquences.
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