L'impact de la digitalisation sur la gestion des ressources humaines dans l'industrie automobile

Thesis Abstract

The rapid integration of digital technologies within the automotive industry has fundamentally transformed human resource management (HRM) practices, prompting the need to examine how these changes influence organizational effectiveness and employee dynamics. This study investigates the extent and nature of the impact of digitalization on HR management processes in the automotive sector, specifically focusing on a leading automobile manufacturer operating in France with a workforce of approximately 15,000 employees. The primary aim is to evaluate how digital tools and platforms have modified HR functions, including recruitment, training, performance appraisal, and employee engagement. To achieve this, the study sets out specific objectives (1) to assess the adoption level of digital HRM practices; (2) to analyze their effects on employee performance and satisfaction; and (3) to identify challenges arising from digital transformation efforts. The research adopts a mixed-methods design, combining quantitative survey data with qualitative interviews to facilitate a comprehensive understanding of the phenomenon. The quantitative component involves a stratified random sample of 600 employees across different departments, ensuring representation of operational, managerial, and support staff. Data collection instruments include a structured questionnaire measuring perceptions of digital HRM effectiveness, employee satisfaction, and organizational commitment, complemented by semi-structured interview guides aimed at capturing managerial insights on implementation challenges and strategic outcomes. Validity and reliability of the survey instruments are ensured through pilot testing and Cronbach's alpha analysis, achieving an overall reliability coefficient of 0.87. Data analysis employs multiple regression analyses to examine the relationships between digital HR practices and employee performance metrics, as well as thematic analysis for qualitative data to explore contextual nuances. The theoretical underpinning is guided by the Technology Acceptance Model (TAM) and the Human Resource Development (HRD) framework, which provide a lens to analyze technological adoption and its implications for workforce development. Expected findings suggest that digitalization significantly enhances HR efficiency, improves access to training resources, and fosters more transparent performance management. However, challenges such as resistance to change, data privacy concerns, and skill mismatches are anticipated to emerge from both employee and managerial perspectives. The study also expects to identify variances in digital HRM outcomes based on demographic and occupational factors, contributing to nuanced understanding of digital transformation impacts. Findings are expected to contribute new insights to existing literature by providing empirical evidence on the integration of digital tools within HR functions in the context of the automotive industry, an area with limited sector-specific studies. This research extends current knowledge on digital HRM adoption, especially in large manufacturing firms facing rapid technological evolution. It also develops a conceptual model illustrating the pathways through which digitalization influences HR outcomes, offering a practical framework for industry practitioners. The study concludes that successful digital transformation in HR requires comprehensive change management strategies, continuous employee engagement, and robust data security measures. Recommendations include the development of targeted training programs to address skill gaps, the formulation of data governance policies to ensure privacy, and strategic initiatives to mitigate resistance by fostering a digital culture. The findings underscore the importance of aligning technological advancements with human-centric HR strategies to sustain organizational competitiveness in the evolving automotive landscape. Suggestions for future research include longitudinal studies to track the long-term effects of digital HRM integration and comparative analyses across different automotive markets to explore contextual variations.