Innovations in HR Management: a Content Analysis Approach

Asmaa Elmortada1, Chams-Eddoha Mokhlis2, Ahmed Mokhlis1, Said Elfezazi1
1. Cadi Ayad University (Morocco)
2. Hassan II University [Morocco)
182 - 191
Cite as:
Elmortada, A., Mokhlis, C.-E., Mokhlis, A. & Elfezazi, S. (2020). Innovations in HR Management: a Content Analysis Approach. Marketing and Management of Innovations, 1, 182-191.


One of the objectives of human resource management (HRM) is to promote the satisfaction of both managers and employees regarding HRM practices. Since promoting satisfaction begins by assessing its current level, this study aims to analyse the challenges faced by industrial companies' managers within developing countries – such as Morocco- in terms of implementing human resource (HR) function practices. This paper presents then a practice-oriented study conducted using a qualitative method based on the content analysis approach. Thus, data collection was based mainly on semi-structured interviews to which 30 managers had participated. Indeed, this study aims to measure managers' satisfaction regarding the HR function while highlighting, at the same time, the practices used in motivation, documentation process, etc., and in terms of locating weaknesses and obstacles to better HRM. The validity of inquiry was tested and proven by two validation strategies: member checking and external audits strategies. The results found, revealed genuinely remarkable weaknesses. Indeed, it turned out to be a lack consistent in terms of the proper structuring of the HR function. In addition to the poor mastery and application of basic HRM practices, namely the primitivity of documentation processes, and the job-person inadequacy, especially in the scarcity of adoption of developed management methods such as the implementation of provisional management of jobs and skills, the establishment of an occupational health system, and maturity in terms of carrying out the tasks of the control system, or even as regards the weaknesses linked to the lack of active communication, to the clarity of the objectives targeted for all the members, and to the sharing of private information, in addition to those arising from the irrelevance of the training received by the staff. As for proposing solutions, the integration of IT tools could improve the performance of HR management processes. Indeed, information systems promote active communication, different storage data that develop the quality of the decision. They also facilitate managing administrative issues, communicating and applying procedures, programming relevant training and motivating employees. The study has important implications for HR professionals and strategic leaders that are especially interested in developing countries.

human resources management, HR function, content analysis, industrial companies, Morocco, job satisfaction, the performance of HR function, IT tools integration, information systems, knowledge-based systems, human-computer interaction.

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