The (potential) demise of HRM?

This article seeks to provoke that human resource management (HRM), both as an academic field of study and as a form of professional practice, is at risk of impoverishment. The main reasoning for this is because of ideological individualism and marketisation with an attendant neglect on wider organisational, employee, and societal concerns. Following a review of the context of financialised capitalism, three contemporary developments in HRM are used to illustrate the argument: reward strategies, talent management, and high performance work systems. Implications for the practice of HRM and the way the subject area is taught in mainstream business schools are considered.     

Talent management of skilled migrants: propositions and an agenda for future research

This paper unpacks the dominant conceptualizations of talent management (TM) in contemporary academic publications, and considers these in relation to the increasingly important workforce population of skilled international migrants. It postulates that TM approaches are generally built from a relatively narrow human capital-based perspective wherein organizations focus on readily accessible and immediate skills, ignoring the longer term strategic potential of the international workforce of skilled migrants, particularly for multinational enterprises and other international organizations. Through a series of propositions, the paper highlights how organizations, in strategically using a more comprehensive TM lens rather than a human capital lens in approaching the TM of skilled migrants, could benefit from improved HRM performance over time. It also proposes a research agenda, by which future studies might test, explore, and further develop understanding on a more strategic utilization of skilled migrants in organizations.     

新形势下高校创新型学生社团建设与创新人才培养

在我国高等学校面对教育新形势的背景下,学生社团的建设与管理要求人们做好教育和引导工作。创新型社团的建设应该因势利导,解决当前面临的问题,与指导教师加强联系,共同制定明确的建设和管理目标,建立合理的管理模式,并创建具有特色的活动与品牌文化。在人才培养方面,应为学生提供更多受教育和实践锻炼的机会,开展学术性交流和培训活动,以培养具有专业素养的创新型人才。     

城市轨道交通运营管理专业三维立体人才培养模式构建的实证研究

论文以城市轨道交通运营管理专业为例,运用霍尔三维结构模式理论构建以知识体系、岗位技能、职业素养为坐标的三维立体人才培养模式维度体系,打破了传统仅以知识体系和岗位技能为重点的二维人才培养模式,丰富了交通类高职专业人才培养模式研究理论,为交通类相关专业在制定人才培养方案时提供参考依据。     

新疆高校人才队伍建设思路与路径探析

人才队伍建设是高校事业发展的基础性工程,是高校建设和发展的核心问题。新疆高校因政治、历史、地域等因素,在人才队伍建设方面有其特殊性。论文通过了解新疆高校人才队伍建设面临的问题,有针对性地提出了双轮驱动、三面协同、四位一体、五大创新的具体路径,以期对新疆高校人才队伍建设的实践有所启示。     

长三角一体化背景下,“金融+科技”政策研究及产业培育路径分析

以长三角一体化发展为契机,区域内各个城市均在积极推进区域金融中心城市建设,着力打造金融聚集区、金融商务区试点,提升金融资源的集聚能力,完善金融服务功能和创新能力,形成特色鲜明、功能互补的金融产业集群。2019年8月,中共合肥市委、合肥市人民政府正式印发了《合肥市推动长三角地区更高质量一体化发展重点工作推进方案》,其中明文提到要"加快金融一体化",依托滨湖金融小镇等一批金融产业项目,积极引进长三角银行、保险、基金、期货、证券公司等金融机构在合肥设立区域分中心,为基础设施建设、科技创新升级、实体经济发展提供支持。立足合肥的科创及人才优势,安徽省级特色小镇--合肥滨湖金融小镇从设立之初,就确立了"金融+科技"的特色产业定位,本文通过案例分析及共词分析研究,梳理出滨湖金融小镇应重点推进"确立人才优先的产业集聚核心逻辑""实现科创中心与金融中心良性互动""释放金融基础设施项目,助推金融科技落地""监管科技与金融科技齐头并进""构建产业生态圈与金融品牌"等五大特色产业培育路径。     

A Challenge in Our Time: Issues of Race in Supply Chain Management

This editorial addresses one of the greatest challenges of our time—racial inequality. Logistics and supply chain management (SCM) factor prominently in people’s everyday experiences, as consumers of products and logistics services as well as through participation in logistics and supply chain workforces. These everyday experiences can be quite disparate depending on one’s race. As academics, we have a responsibility to peel back the layers of how these issues of race and diversity impact and interact with supply chain phenomena. This editorial is intended to bolster conversation around these issues. We identify compelling themes that merit consideration and, perhaps, deeper investigation, including race as an individual difference variable in our research, race in SCM talent and leadership, and race and racism in SCM execution. We also call for more research that addresses racial inclusion and equal access in other aspects of SCM in light of its far-reaching influence in the realms of business and society. The time has come to address these pervasive issues affecting organizations and individuals. We also introduce the articles appearing in the current issue of the journal.     

新疆肉羊产业养殖模式比较分析

［目的］通过分析新疆肉羊产业3种养殖模式的资源要素需求特点，探讨不同养殖模式的成本差异，实现畜牧业有限资源约束下的肉羊养殖模式选择与布局优化。［方法］以2005—2015年新疆肉羊养殖数据与分布状况为基础，梳理放牧、半舍饲、舍饲三大主要养殖模式在资源条件、投资与设施、繁育技术、育肥技术、饲养管理与疫病防控等方面的特点，对比分析3种养殖模式的成本差异。［结果］（1）放牧模式对天然草场资源和疫病防控的要求最高； 舍饲模式对饲料、繁殖技术、育肥技术、管理技术等要求较高； 半舍饲的各种要求介于放牧与舍饲之间。（2）3种养殖模式中，舍饲模式成本最低，放牧模式产品品质最高。［结论］新疆肉羊产业发展资源丰富多样，各地区应因地制宜选择肉羊养殖模式，注重肉羊生产的科学性，加强政策指导的有效性和针对性，优化肉羊产业养殖模式布局，提升新疆肉羊产业发展水平，带动农牧民增产增效增收。     

When profession trumps potential: The moderating role of professional identification in employees’ reactions to talent management

Abstract

This study aimed to investigate the role that a professionalized context plays in shaping employee reactions to talent management decisions. We examined the mediating role of felt obligation in the relationship between talent ratings and organizational citizenship behavior. Further, the study tested whether professional identification moderates the relationship between talent ratings and felt obligation towards the organization. Five hundred and ninety-eight teachers that had recently received ratings of their talent status responded to a survey questionnaire. Felt obligation mediated the relationship between talent ratings and organizational citizenship behavior. Furthermore, professional identification moderated the relationship between ratings of potential and felt obligation in such a way that the relationship was strongest for the teachers expressing the lowest professional identification. At high levels of professional identification, the relationship was not significant. These results indicate that conventional talent management might be less effective for increasing favorable attitudes and behaviors among employees in highly professionalized contexts, such as the education sector.     

HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices

Abstract

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.