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首页> 外文期刊>The international journal of human resource management >HR managers' talent philosophies: prevalence and relationships with perceived talent management practices
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HR managers' talent philosophies: prevalence and relationships with perceived talent management practices

机译：人力资源管理人才哲学：普遍存在与人才管理实践的关系

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摘要

HR managers have different beliefs about the nature, value, and instrumentality of talent-referred to as 'talent philosophies'. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321 HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers' perceptions of their organization's TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization's definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.
机译：人力资源管理人员对人才被称为“人才哲学”的性质，价值和工具有不同的信念。符合认知心理学，我们有理由人才哲学类似于影响人力资源管理人员如何在其组织内解释和使用人才管理（TM）实践的心理模型。在本文中，我们探讨了四种不同的人才哲学的普遍存在（独家/稳定;独家/可开发;包括/稳定;包括321小时管理人员的样本。然后，我们探讨了人才哲学如何与组织背景（即大小，所有权，跨国定位）以及人力资源管理人员对其组织的TM实践的看法。群集分析证实了我们数据集中的四个人才哲学的存在。所有四个人才哲学都在整个数据集中差不多代表。发现组织规模与人才哲学有关，使得在较小组织中工作的人力资源管理人员更有可能持有包容性的人才哲学。我们还找到了对人才哲学与本组织对人才定义的完全或包容性的看法之间的支持，以及其劳动力差异化的程度。与预期相反，结果不支持人才哲学与感知人才识别标准之间的联系。

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