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4. Conclusion
The expansion of networks of organizations, such as competitiveness clusters, is tending to redefine the human resources management model initially restricted to the corporate sphere. By implementing innovative practices, HRM in these networks of organizations is able to generate performance in the organizations involved. After several years' experience in a competitiveness cluster, and the difficulties associated with project management, we felt it would be appropriate to co-construct tools that could help network leaders perform their jobs more effectively.
In this article, we have also identified practices implemented in other types of organizational networks. Through three innovative territorial schemes, we demonstrate the positive externalities generated in terms of performance and learning dynamics for employees and organizations.
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Conclusion
Glossary – Definitions
Bibliography
Websites
Alliance brochure http://www.mdef-lyon.fr/IMG/UserFiles/Files/ BrochureAlliance2015_formatweb%283%29.pdf (page consulted on 02/11/2015)
Cabinet d'expertise industrielle au service du développement économique (Géris)
Standards and norms
- Lignes directrices relatives à la responsabilité sociétale (indice de classement : X 30-026) - NF ISO 26000 - 2010
Events
HRM and Territories Day on February 1 er 2013 in Lyon at Entreprise et Personnel.
Journée GRH et territoires on June 25, 2013 at IAE Montpellier.
HRM and territories day on June 13, 2014 at IAE Lyon.
Regulations
Law n° 2011-893 of July 28, 2011 for the development of work-study schemes and the securing of professional career paths, known as the "Cherpion Law" (JORF n° 0174 of July 29, 2011, p. 12914, text n° 2)
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