L'impact de la transformation numérique sur la gestion des ressources humaines dans la Librairie Universitaire

Thesis Abstract

The advent of digital transformation has significantly reshaped the operational landscape of university bookstores, particularly impacting human resources management (HRM) practices within these institutions. This study examines the extent and nature of digital influences on HR processes in the Librairie Universitaire, a prominent academic bookstore chain operating in the national academic sector. The primary aim is to analyze how digital tools and technologies have transformed HR functions, including recruitment, training, performance appraisal, and employee engagement, while identifying associated challenges and opportunities. Specific objectives include evaluating the implementation level of digital HR systems, assessing employees’ perceptions of digital HR practices, and determining the relationship between digital adoption and human resource efficiency. Employing a descriptive mixed-methods research design, the study integrates quantitative and qualitative data collection techniques to provide comprehensive insights. The target population encompasses 250 employees across ten Librairie Universitaire branches, including managerial staff, HR personnel, and frontline employees. A stratified random sampling method selects 150 participants for quantitative surveys and 20 for in-depth interviews to gain nuanced understanding. Data collection instruments include standardized questionnaires measuring digital HR system utilization, employee perceptions, and organizational performance indicators, alongside semi-structured interview guides to explore managerial and staff experiences in detail. Validity and reliability are ensured through pilot testing, Cronbach’s alpha coefficients exceeding 0.80, and triangulation of data sources. Quantitative data are analyzed through descriptive statistics, correlation analysis, and multiple regression techniques using SPSS software, while qualitative data undergo thematic analysis with NVivo to identify recurring patterns related to digital transformation impacts. Expected findings suggest a positive correlation between the level of digital HR system adoption and improvements in HR efficiency, employee satisfaction, and organizational agility. Specifically, the study anticipates identifying key digital tools—such as Human Resource Information Systems (HRIS), e-recruitment platforms, and online training modules—that have facilitated streamlined HR processes and enhanced data-driven decision-making. Thematic analysis is expected to reveal challenges including resistance to change, lack of digital literacy, and infrastructural deficiencies, which mitigate some potential benefits. The theoretical framework integrates technological acceptance models and the Resource-Based View (RBV), providing a lens to interpret technology adoption's influence on organizational capabilities. This research contributes novel empirical evidence to the existing body of knowledge on digital HRM practices within the context of academic bookselling organizations, bridging gaps in understanding the specific implications for university library bookstores. It advances theoretical perspectives by contextualizing models like TAM and RBV in the environment of educational retail outlets, emphasizing the role of digital innovation as a strategic resource. The main conclusion underscores that strategic implementation of digital HR systems enhances operational efficiency and employee engagement, provided organizations address organizational and individual barriers to technology adoption. Based on these insights, practical recommendations include developing comprehensive digital literacy programs, fostering change management strategies, and investing in robust digital infrastructure to optimize HR functions. The study also advocates for continuous monitoring and evaluation of digital HR initiatives to sustain competitive advantages. Finally, suggestions for future research highlight the need to explore longitudinal effects of digital transformation on HR outcomes and to compare findings across different regions or types of institutional bookstores, thereby expanding understanding of digital HRM in educational retail contexts.