Résumé
This research focuses on the intergenerational transmission of individual skills. It aims to identify the key success factors of the transmission of individual skills between generations and to understand the role of the different actors in this transmission. It examines how generational diversity and the quality of relationships at work can promote the intergenerational transmission of individual skills. To answer these questions, a literature review was conducted and three theories were mobilized, namely the Competence Based View, the theory of proximity and the system theory (systemic approach). The first considers the company a place of learning through practice and action. The second proposes that proximity (geographical and relational) is an underlining condution forthe success of interpersonal cooperation at work, knowledge sharing and exchange between peers. The third considers the individual an actor of the system. It proposes that the components of the system (individuals, groups, units, etc.) interact with each others as well as with the system’s environment. It was followed by qualitative study, 60 semi-structured interviews with HR managers and IT employees from the digital sector in France. The results revealed the main facilitators and obstacles to the intergenerational transmission of individual skills. They confirmed that the generational diversity of the IT teams and the relationships between the employees favour the transmission of individual skills. Furthermore, the tools (managerial and digital) and HRM practices that can impact the intergenerational transmission of skills were identified. Finally, findings show that the massive use of digital tools can become a source of tension and harm the transmission of skills