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首页> 外文期刊>European Journal of Training and Development: A Journal for HRD Specialists >Employability and talent management: challenges for HRD practices
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Employability and talent management: challenges for HRD practices

机译：就业能力和人才管理：人力资源开发实践的挑战

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Purpose - The purpose of this conceptual paper is to illuminate the problems that are associated with defining and identifying talent and to discuss the development of talent as a contributor to employability. Design/methodology/approach - The world of work is characterised by new and rapidly changing demands. Talent management has recently been the target of increasing interest and is considered to be a method by which organisations can meet the demands that are associated with increased complexity. Previous studies have often focused on the management of talent, but the issue of what exactly should be managed has generally been neglected. In this paper, the authors focus on discussing the substance of talent and the problems associated with identifying talent by using the following closely related concepts: employability, knowledge, and competence. Findings - Employability is central to employee performance and organisational success. Individual employability includes general meta-competence and context-bound competence that is related to a specific profession and organisation. The concept of employability is wider than that of talent, but the possession of talent is critical to being employable. In this paper, the authors suggest a model in which talent includes individual, institutional, and organisational-social dimensions. Practical implications - The illumination of different meanings of talent management and the substance of talent is crucial to the practical implication of central human resource development practices, such as training and development. Originality/value - The paper shows that clarification of the conceptual boundaries and the presentation of a typology that is relevant to the understanding of talent are central to the creation of valid talent management systems that aim to define and develop talent.
机译：目的-本概念文件的目的是阐明与定义和识别人才有关的问题，并讨论人才发展对就业能力的贡献。设计/方法/方法-工作世界的特点是新的需求和快速变化的需求。人才管理最近已成为人们越来越感兴趣的目标，并且被认为是组织可以满足与日益增加的复杂性相关的需求的一种方法。以前的研究通常集中在人才的管理上，但是通常应该忽略应该管理什么的问题。在本文中，作者主要通过使用以下紧密相关的概念来讨论人才的实质以及与识别人才有关的问题：就业能力，知识和能力。调查结果-就业能力是员工绩效和组织成功的关键。个人就业能力包括与特定专业和组织相关的一般元能力和与上下文相关的能力。可雇用性的概念比人才的概念更广泛，但是人才的拥有对于被雇用至关重要。在本文中，作者提出了一个模型，其中人才包括个人，机构和组织-社会维度。实际意义-阐明人才管理和人才实质的不同含义对于中央人力资源开发实践（例如培训和发展）的实际含义至关重要。原创性/价值-本文表明，澄清概念界限和与理解人才有关的类型学表达对于创建旨在定义和发展人才的有效人才管理系统至关重要。

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