Practice of Social Responsibility in Moroccan Companies « An Exploratory Study »

This paper discusses the concept of Corporate Social Responsibility in the Moroccan context. The main purpose of this study is to draw up an inventory current situation of the CSR in Moroccan small business companies, as such to help understand the commitment of this type of business in sustainable economic development. It has been proven, by the survey among forty small Casablanca business leaders representing different sectors of activity, that the managers integrate unknowingly in their management the concept of SR, and that when it comes to social practices a link certainly exist between the company and its stakeholders (costumers, providers…). The survey shows that more than half of the interviewed executives stipulate that either they heard or know about SR; this awareness towards the concept is an increasing function which depend on the size of company. As also Moroccan leaders are aware of the advantages in engaging social responsibility approach in their business; this finding suggests as well that social responsibility can be of direct economic value for the firm

Transformation of the HR function in Moroccan companies: the case of e-recruitment

The digitalization of human resources function of companies is a current topic that has been arised with the emergence of NICTs and the health crisis that has disrupted the mode of management of organizations. Because of this disruption, these organizations have been forced to introduce new modes of human resources management to cope with the economic and social changes that companies have experienced. Indeed, employment issues are at the heart of the debates and the search for the best talents has become one of the biggest challenges for the HRD as well as for the managers who would like to face the new expectations and the globalization. At the level of the human resources mission, the arrival of the Internet has profoundly changed the recruitment process. The changing context requires organizations to define new recruitment standards and methods in order to meet the current challenges with the appropriate norms. This research falls under the field work of Human Resource Management and that analyzes the degree of transformation of the recruitment function in the digital era and the perception of recruiters of this shift towards e-recruitment. Therefore, we have chosen to study the perception of e-recruitment among recruiters in Moroccan companies. To do this, we adopted a hypothetical-deductive approach. The quantitative study through a survey distributed among 100 Moroccan human resources managers allows us to conclude that e-recruitment is employed by the majority of the respondents, but the crisis of covid-19 has propelled its expansion. This method, finally, remains a strategic choice for them and its use is increasingly important given the facilities that it offers during the recruitment process.   Keywords: HRM, digitalization, E-recruitment, Moroccan companies. JEL Classification: O15 Paper type: Empirical Research The digitalization of human resources function of companies is a current topic that has been arised with the emergence of NICTs and the health crisis that has disrupted the mode of management of organizations. Because of this disruption, these organizations have been forced to introduce new modes of human resources management to cope with the economic and social changes that companies have experienced. Indeed, employment issues are at the heart of the debates and the search for the best talents has become one of the biggest challenges for the HRD as well as for the managers who would like to face the new expectations and the globalization. At the level of the human resources mission, the arrival of the Internet has profoundly changed the recruitment process. The changing context requires organizations to define new recruitment standards and methods in order to meet the current challenges with the appropriate norms. This research falls under the field work of Human Resource Management and that analyzes the degree of transformation of the recruitment function in the digital era and the perception of recruiters of this shift towards e-recruitment. Therefore, we have chosen to study the perception of e-recruitment among recruiters in Moroccan companies. To do this, we adopted a hypothetical-deductive approach. The quantitative study through a survey distributed among 100 Moroccan human resources managers allows us to conclude that e-recruitment is employed by the majority of the respondents, but the crisis of covid-19 has propelled its expansion. This method, finally, remains a strategic choice for them and its use is increasingly important given the facilities that it offers during the recruitment process.   Keywords: HRM, digitalization, E-recruitment, Moroccan companies. JEL Classification: O15 Paper type: Empirical Research&nbsp

Transformation of the HR function in Moroccan companies: the case of e-recruitment

The digitalization of human resources function of companies is a current topic that has been arised with the emergence of NICTs and the health crisis that has disrupted the mode of management of organizations. Because of this disruption, these organizations have been forced to introduce new modes of human resources management to cope with the economic and social changes that companies have experienced. Indeed, employment issues are at the heart of the debates and the search for the best talents has become one of the biggest challenges for the HRD as well as for the managers who would like to face the new expectations and the globalization. At the level of the human resources mission, the arrival of the Internet has profoundly changed the recruitment process. The changing context requires organizations to define new recruitment standards and methods in order to meet the current challenges with the appropriate norms. This research falls under the field work of Human Resource Management and that analyzes the degree of transformation of the recruitment function in the digital era and the perception of recruiters of this shift towards e-recruitment. Therefore, we have chosen to study the perception of e-recruitment among recruiters in Moroccan companies. To do this, we adopted a hypothetical-deductive approach. The quantitative study through a survey distributed among 100 Moroccan human resources managers allows us to conclude that e-recruitment is employed by the majority of the respondents, but the crisis of covid-19 has propelled its expansion. This method, finally, remains a strategic choice for them and its use is increasingly important given the facilities that it offers during the recruitment process.   Keywords: HRM, digitalization, E-recruitment, Moroccan companies. JEL Classification: O15 Paper type: Empirical Research The digitalization of human resources function of companies is a current topic that has been arised with the emergence of NICTs and the health crisis that has disrupted the mode of management of organizations. Because of this disruption, these organizations have been forced to introduce new modes of human resources management to cope with the economic and social changes that companies have experienced. Indeed, employment issues are at the heart of the debates and the search for the best talents has become one of the biggest challenges for the HRD as well as for the managers who would like to face the new expectations and the globalization. At the level of the human resources mission, the arrival of the Internet has profoundly changed the recruitment process. The changing context requires organizations to define new recruitment standards and methods in order to meet the current challenges with the appropriate norms. This research falls under the field work of Human Resource Management and that analyzes the degree of transformation of the recruitment function in the digital era and the perception of recruiters of this shift towards e-recruitment. Therefore, we have chosen to study the perception of e-recruitment among recruiters in Moroccan companies. To do this, we adopted a hypothetical-deductive approach. The quantitative study through a survey distributed among 100 Moroccan human resources managers allows us to conclude that e-recruitment is employed by the majority of the respondents, but the crisis of covid-19 has propelled its expansion. This method, finally, remains a strategic choice for them and its use is increasingly important given the facilities that it offers during the recruitment process.   Keywords: HRM, digitalization, E-recruitment, Moroccan companies. JEL Classification: O15 Paper type: Empirical Research&nbsp

Transformation of the HR function in Moroccan companies: the case of e-recruitment

The digitalization of human resources function of companies is a current topic that has been arised with the emergence of NICTs and the health crisis that has disrupted the mode of management of organizations. Because of this disruption, these organizations have been forced to introduce new modes of human resources management to cope with the economic and social changes that companies have experienced. Indeed, employment issues are at the heart of the debates and the search for the best talents has become one of the biggest challenges for the HRD as well as for the managers who would like to face the new expectations and the globalization. At the level of the human resources mission, the arrival of the Internet has profoundly changed the recruitment process. The changing context requires organizations to define new recruitment standards and methods in order to meet the current challenges with the appropriate norms. This research falls under the field work of Human Resource Management and that analyzes the degree of transformation of the recruitment function in the digital era and the perception of recruiters of this shift towards e-recruitment. Therefore, we have chosen to study the perception of e-recruitment among recruiters in Moroccan companies. To do this, we adopted a hypothetical-deductive approach. The quantitative study through a survey distributed among 100 Moroccan human resources managers allows us to conclude that e-recruitment is employed by the majority of the respondents, but the crisis of covid-19 has propelled its expansion. This method, finally, remains a strategic choice for them and its use is increasingly important given the facilities that it offers during the recruitment process.   Keywords: HRM, digitalization, E-recruitment, Moroccan companies. JEL Classification: O15 Paper type: Empirical Research The digitalization of human resources function of companies is a current topic that has been arised with the emergence of NICTs and the health crisis that has disrupted the mode of management of organizations. Because of this disruption, these organizations have been forced to introduce new modes of human resources management to cope with the economic and social changes that companies have experienced. Indeed, employment issues are at the heart of the debates and the search for the best talents has become one of the biggest challenges for the HRD as well as for the managers who would like to face the new expectations and the globalization. At the level of the human resources mission, the arrival of the Internet has profoundly changed the recruitment process. The changing context requires organizations to define new recruitment standards and methods in order to meet the current challenges with the appropriate norms. This research falls under the field work of Human Resource Management and that analyzes the degree of transformation of the recruitment function in the digital era and the perception of recruiters of this shift towards e-recruitment. Therefore, we have chosen to study the perception of e-recruitment among recruiters in Moroccan companies. To do this, we adopted a hypothetical-deductive approach. The quantitative study through a survey distributed among 100 Moroccan human resources managers allows us to conclude that e-recruitment is employed by the majority of the respondents, but the crisis of covid-19 has propelled its expansion. This method, finally, remains a strategic choice for them and its use is increasingly important given the facilities that it offers during the recruitment process.   Keywords: HRM, digitalization, E-recruitment, Moroccan companies. JEL Classification: O15 Paper type: Empirical Research&nbsp

An ethnobotanical study of medicinal plants of the Agadir Ida Ou Tanane province (southwest Morocco)

Objective: As part of the development of natural heritage of Morocco, an ethnobotanical study was conducted in the region of Agadir Ida Ou Tanane (Southwest Morocco) with the aim to collect detailed information about the usage of plants in human therapy.Methodology and results: The survey was carried out over a period of 24 months, by means of semi-structured and structured interviews. A total of 400 interviews were done with traditional health practitioners and knowledgeable villagers. Data collected was on, vernacular names of plants, their uses, parts used and mode of preparation. Other information about users was also collected such as age, sex, level of education. A total of 110 plants species belonging to 53 families and 95 genera were inventoried with 7.27 % of the species endemic to Morocco. Plants frequently used were: Thymus satureioides (Tazouknnit, Zaitra), Thymus broussonnetii (Azoukni, Zaater), Argania spinosa (Argan), Tetraclinis articulata (Azouka, Aârar) and Lavandula dentate (Igerch, Halhal). The elderly (more than 50 years) have more knowledge in medicinal plants with regard to the other age groups, this indicates that knowledge was acquired by long experience accumulated.Conclusion and application of results: This survey shows that traditional medicine is still used and constituted a very rich heritage in Agadir Ida Ou Tanane Region. The collected data may help to avoid the loss of traditional knowledge on the use of medicinal plants detained in the study area, and represent the preliminary information required in view of a future phytochemical investigation on the most used plants.Key words: Ethnobotanical survey, medicinal plants, phytotherapy, Agadir Ida Ou Tanane province, southwest of Morocco

Analysis of phenotypic plasticity of argan tree (Argania spinosa L.) under different geographical conditions and identification of morphological descriptors determinant for its genetic diversity

Un grand échantillonnage d'arganiers (Arganiaspinosa L.) a été établi dans les cinq provinces d’écosystèmes d'arganiers. L'objectif principal de l'étude était d'évaluer et de décrire la variation génétique des arganiers à l'aide d'analyses uni-variées et multi-variées et de décrire leur productivité dans différentes conditions géographiques. 150 arbres sauvages ont été échantillonnés dans divers sites représentant la principale aire de répartition naturelle d’arganier : (Had Dra / Essaouira, Aoulouz / Taroudant, Alma / Agadir-Ida Outanane, Biougra / Chtouka-Ait Baha et Lakhsas / Tiznit). Les traits qualitatifs et quantitatifs liés à l'arbre, au fruit, à la graine et à l'amandier ont été utilisés pendant trois ans dans le terrain pour l'arbre (n = 150) et dans laboratoire pour les fruits (n = 37800), pour évaluer la variation génétique au sein et entre les provenances. Les résultats obtenus par l'analyse de la variance, selon le modèle linéaire général (P ≤ 0,001), ont montré une grande variation pour tous les traits. De plus, l’indice de diversité de Shannon-Weaver (H’) varie pour différents caractères qualitatifs. La distribution inter et intra-provenances de cette variance a été étudiée. Les résultats montrent que pour la productivité sous différentes conditions géographiques, 30 kg de fruits donnent 17 kg de graines, 2 kg d'amandes, 15 kg de coque et 1/2 L d'huile. La variation génétique est principalement présente entre et au sein des sites étudiés. Sur la base de l'analyse hiérarchique, respectivement, deux groupes ont été obtenues. Le premier groupe est composé de  deux provenances : Had Dra et Biougra, avec les valeurs moyennes des traits les plus élevées. Le deuxième groupe est présenté par les provenances Alma, Aoulouz et Lakhsas. En général, une grande variabilité a été notée et non associée à l'origine éco-géographique. Ainsi, le degré élevé de variation entre les génotypes pourrait être utile pour les programmes de sélection et d’amélioration.A large sampling of argan trees (Argania spinosa L.) has been established in the five provinces of argan ecosystems. The main objective of the study was to assess and describe the genetic variation using univariate and multivariate analyses and to describe their productivity under different geographical conditions. 150 wild trees were sampled across various sites representing the principal natural range of argan trees area: (Had Dra/Essaouira, Aoulouz /Taroudant, Alma/Agadir-Ida Outanane, Biougra/Chtouka-Ait Baha and Lakhsas/Tiznit). The qualitative and quantitative traits related to tree, fruit, seed and almond were used during three years in the fields (n = 150) for the tree and the laboratory for the fruits (n = 37800) to evaluate the genetic variation within and among provenances. The results obtained from the analysis of the variance, according to the general linear model (P ≤ 0.001), showed a large variation for all the traits. Furthermore, the Shannon-Weaver diversity index (H’) varied for different qualitative characters. The inter- and intra-provenance distribution of this variance was investigated. The results showed that for the productivity under different geographical conditions, 30 kg of fruit gives 17 kg of seed, 2 kg of almond, 15 kg of hull and 1/2 L of oil. The genetic variation is mainly present among and within sites studied. Based on the hierarchical cluster analysis, respectively, two clusters were obtained. The first cluster is composed of the two provenances: Had Dra and Biougra, with the highest means values of traits. The second cluster presented by the Alma, Aoulouz and Lakhsas, provenances with lowest means values of traits studied. In general, great variability was noted and not associated with eco-geographical origin. So, the high degree of variation among genotypes could be useful for selection and breeding programs

L’ AUDIT SOCIAL : QUEL APPORT À LA FONCTION RESSOURCES HUMAINES ? CAS DE LA DESTINATION TOURISTIQUE D’AGADIR

Le souci d'une grande rigueur dans la gestion sociale a conduit de plus en plus les chefs des entreprises marocaines à l'application de l'audit social comme un outil essentiel dans la gestion des ressources humaines et la satisfaction des parties prenantes. En effet, les entreprises hôtelières ne sont pas exclues ; en fait, ils sont censés mettre en œuvre une telle vérification pour développer des politiques saines et une gestion crédible de leur organisation. L'objectif principal de cet article est d'établir la relation entre la pratique de l'audit social comme un outil de pilotage de la fonction RH, et son impact sur la relation entreprise-salarié, nous avons choisi comme terrain d'étude le secteur touristique, en particulier les entités hôtelières de la destination touristique d’Agadir

Genetic Variability of Argan Tree and Preselection of the Candidate Plus Trees

Argan tree productivity shows a wide disparity in space and time, while the degraded forest areas show low growth and unproductive shrubs. Moreover, even if reforestation, currently led by various local actors (Waters and Forests, Agency of Social Development, Cooperatives and Associations of development) experienced a technical improvement, the plants used do not meet any selection criteria. Generally, unknown origin seedlings are used in reforestation and good seedlings are not reproduced. In this context, this study investigates through a choice of pilot sites the characterization in-situ of populations and/or argan trees with two selection criteria related to fruit: facility of crushing and oil content. For this purpose, and with the support of local population, the identification of performance trees, prospection and collection of fruits were realized in various sites representing five principal provinces of argan trees area (Essaouira; Taroudante; Agadir Ida Outanane; Chtouka-Ait Baha and Tiznit). Within each provenance, measurements related to 6750 fruits and the morphometric data were subjected to the analysis of the variance, according to the general linear model, where the genotype factor (mother tree) is hierarchical to provenance factor. This study offers preliminary information for the development of a breeding population and allows us to make a first selection of trees, having a clear superiority relating to the characters related to the production of oil and the facility of crushing seeds. At the present moment there is a genetic base large enough to initiate a breeding program