This PhD-work aims at characterizing the regional HRM notion, then at understanding how it can be successfully built. This research relies on a theoretical framework built from the management tool and device literature (Hatchuel and Weil, 1992; Oiry, 2003) and from the “actor-network theory” (Akrich et al., 1988, 2006; Callon, 1986; Latour, 1992 This research relies on a multisite and longitudinal case-study realized between 2008 and 2010 and based on two distinct regional projects in France. Our analyses show that these regional HRM devices have been transformed over time. Our results further show that these devices were built differently in terms of “problematisation”, “interessement”, “enrollment” and “mobilization of allies”. In the first case, the translation process remains partial, while the second project produced a more complete translation process.
