International Journal of Business & Economic Strategy (IJBES) ISSN: 2356-5608, pp.38 -41 Manage and anticipate skills in distribution logistics: « For Moroccan autonomous administrations» Fatima IBNCHAHID¹, Saïd BALHADJ² ¹ PhD Student 2nd year at the national school of management, Tangier, [email protected], Tél: 06 30 18 21 19 ² Research professor at the national school of management, Tangier, [email protected], Tél: 05 39 31 34 87 University Abdelmalek Essâadi, the National School of Management Tangier, Morocco, Research Group in Management and Information Systems (GREMSI). Abstract: Under the same title, the recruitment or It is used under the Main functions that should social relations, the management of competences has assume the HRDs, Such As The recruitment, become essential for managers in human resource compensation, training, Career Management. .Both, to maintain the competitiveness of the company The Management of skills involves and secure professional career paths for employees. identifying the necessary skills for a good operation The company considers the employee as an actor of its professional project, that’s why it should be of the company; they are presented in three criteria enable them to develop their employability. functions: When we talk about management , it is Common competences: concerning all jobs of the automatically means the term training because it is company, it reflects the required skills to solve the the pillar of development of skills and competences, problems exceeding specifications of the job to skill/competence is not a given, it is built and become know its environment, exchange, be autonomous. training activities that should be strengthened to be Managerial skills: it refers to the required exist in the present and in the future as well . And capacity to solve problems connected to when we mention anticipation, the terms recruitment responsibility of management, namely to control brings to mind, which is affected directly by economic, legal, organizational, technological and demographic both the organization and the RH. changes: these changes make the process more Jobs skill: Directly to jobs describing knowledge, difficult and require considering a new way of skills, and abilities to resolve difficulties in the recruitment politics. exercise of a given problem in a specific context. So, in the logistic of distribution, we face two II. Issue: major problems, first concerns with skills crafts in In a matter of skills, it is focused on the logistics, second evokes the processes of recruitment repository of Jobs and competences. This explains and retention of employee. According to a survey that REC is the main tool in the GPEC. Its done in 2006 by the AFT -IFTIM the qualification analyzing induced a revision of the dictionary of profile of logistic operators based in 2005 to 75.3 % of the employee only on real experience; 8.2% of them competences rather than other underlying tools. As had no qualification, 7.6 % had professional for the tools of management of the effectives, it is experience in logistics and 4.7% of general experience mainly flow charts of the pyramid of the ages of rather than logistics. referential of jobs on which will show the number While in Morocco particularly in the autonomous of people related to posts. administrations, there are absences of management of Obviously, GPEC is a thesis of today in the skills which influence the quality of recruiting HR domain. However, the delay of development employees. observed in Public sector, we think that newness Keywords: competence, management, logistic of Concerns not private sector too. Today this idea has distribution, competitiveness, professional career. I. Introduction: no place! Commitments of government try to place In a context of organizational Complexity of the organization of the administrations at the same Knowledge, abilities and skills play a role in the level of private enterprises. The State is now called establishment of a Human Resources management. upon to provide services to the population Management of skills concentrates on increasingly demanding and informed of their rights summarizing the complexity of HR Processes. It is and obligations. The open of countries on the the prospective vision of Human Resources, outside involves the development of its means of assistance to coming changes is a strategy of the intervention in order to be more attractive and to company adaptation to its environment. strengthen its presence on the global market. On the strategic plan, it provides tools in From the point of view of its contents, the determining the general directions of the company. notion of competence has indeed evolved; it is not International Journal of Business & Economic Strategy (IJBES) ISSN: 2356-5608, pp.38 -41 new that employer seeking to recruit skilled of activities in relation to the governance of persons. However, be competent in a work in 2000 personnel. no longer means the same as being competent in IV. Management of skills in logistic of 1950 or 1970. That is why the main issue of this distribution in the autonomous paper will be to manage and anticipate skills in administrations: logistic of distribution within Moroccan autonomous administrations. Then, how to evaluate A. Logistic of distribution: employee skills? Does Management of skills allow Logistic of Distribution wants to have a tripe improving the company's performance? role function: customer satisfaction, profitability III. Self Governance and Human Resources: and improving service levels across all links. It aims to determine the distribution methods and its A. The self-governance: channels, inventory management methods, Self-governance is a half public replenishment policies, procedural operating modes intercommoned establishment that has industrial in distribution platforms, means to be in place to and commercial characteristics , with legal ensure proper handling, efficient transportation ... ( personality and financial autonomy, it is Paché and Colin , 2005). responsible for the distribution of water and Logistic of distribution works in symbiosis electricity and to do works of sanitation for tax with the marketing and business. Paché and Colin purposes , the authority is subject to the same (2005) estimate that its purpose is to " conduct obligations as any private company ( stamp duty , detailed analysis (ideally in real time) final demand corporation tax , city tax , etc.). to serve, it tends to control hazards and fluctuations, At the management level, self-governance is and seeks to meet with targets of a better terms of administered by a Board of Directors, whose cost and quality of service (punctuality and composition is fixed by decree No. 2-64-394 of reliability of operations) » September, 29th, 1964. For logistic of distribution fulfills its Executive committee is responsible for functions within the supply chain and then fit preparing files to be submitted to the Board and to harmoniously into the sphere of partnership decide on matters within its competence. between producers and distributors, steering The Executive Committee and Board of instruments are put in place. Several research administration are chaired respectively by the studies have focused on this aspect, particularly secretary general of the province and the Governor those which addressed the issue of dashboards. A of the city province. variety of approaches and indicators have been The functions of these two poles are general proposed to improve the quality of service expected and apply practically all actions of governance by the client, ensuring significant levels of management. profitability. However, with the coming into force of Boards restructuring program, including the adoption of the new markets and new financial organization and accounting government, from 1 January 1994, the operation of these management poles are primarily oriented towards strategic acts of governance (multi-year plan, budget, pricing, etc.). B. human resources in the autonomous administrations: In terms of human resources, self- Fig 1 Distribution channels governance continues its efforts to improve productivity and skills of its personnel. A novelty, experience, development, specifically dedicated to A distribution channel is characterized by its college change that was implemented. It allows length in terms of number of intermediaries. In this accompanying the applicant and staff to strengthen sense, we distinguish three types of channels:, short their skills through a dual experience, which lasted channels and long channels. a year, before he took his new role. Self-governance The super-fast channels or direct channels could mount this ambitious program through marked by the absence of intermediaries between successful collaboration with OFPPT, universities, the producer and final consumer. engineering schools, Business Schools and Short channels are marked by the existence of a Technology Graduate Schools. single intermediary such as agricultural In the service of human resources cooperatives. management, it is responsible for the management International Journal of Business & Economic Strategy (IJBES) ISSN: 2356-5608, pp.38 -41 Long channels are composed, at least, of two experience and staff development should fully play intermediates. They are marked by a certain their role as privileged instruments of human dependence of producer’s distributors. resources and guarantee their performance. The evolution of distribution channels is marked by the establishment