人才管理执行如何影响职业经验:探索组织-个人交叉点
Marna van der Merwe1, Petrus Nel1, Crystal Hoole1
1Department of Industrial Psychology and People Management, School of Management, College of Business and Economics, University of Johannesburg, Johannesburg, South Africa.
Frontiers in psychology
|February 12, 2024
概括
这项研究探讨了人才管理执行如何影响个人职业经验. 将人才管理与职业启用相结合,通过管理期望和确保真正的职业道路,为员工和组织释放价值.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 职业发展 职业发展
背景情况:
- 人才管理执行显著影响个人职业发展轨迹.
- 在了解人才管理如何与职业启用相结合以实现共同利益方面存在差距.
- 组织寻求最大限度地从人才中获得价值,同时培养真实的员工体验.
研究的目的:
- 调查人才管理执行对个人职业经验的影响.
- 探索人才管理执行和职业启用之间的结合.
- 通过改进人才管理来确定为组织和个人释放价值的策略.
主要方法:
- 使用有目的的抽样和与13名人才管理专业人员进行半结构面试进行定性研究设计.
- 通过Delphi方法验证发现,有8名参与者.
- 专题分析以确定影响人才管理和职业经验交叉的关键因素.
主要成果:
- 出现的四个主要主题是:组织人才哲学,人才识别标准,人才管理与职业支持的协调,以及心理合同/员工经验.
- 组织的人才哲学 (包括性与排他性) 塑造个人职业经验.
- 人才管理实践与职业启用之间的协调对于一致的职业道路至关重要.
结论:
- 积极管理人才理念,对实践进行调整,并满足预期是成功人才管理的关键.
- 清楚地阐述人才哲学和可见的执行是必不可少的.
- 确保人才管理和职业启用之间的一致性可以促进真正的个人职业经验.
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