Intercultural competencies for emerging markets: A contextualized approach

Emerging markets are increasingly important to researchers and managers focused on helping multinational enterprises to thrive in often attractive yet unfamiliar environments. However, empirical knowledge about emerging markets is relatively under-developed when it comes to managing international talent, particularly with regard to the specific demands placed on human capital in an emerging market context. We review the existing literature about macro-level trends and micro-level characteristics of emerging markets, and we conduct cluster analyses using secondary data in order to identify the individual intercultural competencies required for managers to succeed in this environment. We propose three context-specific competencies that are especially salient in response to the complexities of emerging markets – recognizing perspectives, managing relationships, and navigating uncertainty. Finally, we discuss organizational implications and future research directions for those seeking a more nuanced view of talent management via contextualization.     

AI-enabled recruiting in the war for talent

A large body of research has well established that changes in net balances between labor supply and demand can drive competition for human capital. We propose that AI-enabled recruiting tools constitute a force that will intensify the war for talent above and beyond episodic changes in net balances. We also propose that three seismic shifts will further intensify the war for talent by increasing the value of human capital and lowering its switching costs. Lastly, we bridge human resource management and military escalation literatures and examine how three key onset conditions relative to the use of AI-enabled recruiting tools have the potential to spark an arms race for those tools. Finally, we examine the managerial implications of these dynamics so that managers prevail not just in short-term skirmishes but also in the long-term war for talent.     

The search for global competence: From international HR to talent management

This article describes the evolution of the search for global competence through a 50-year content analysis and review of published research in the field of International HR Management (IHRM), and more recently, Talent Management (TM), with special emphasis on the Journal of World Business. We present a detailed examination of the IHRM/TM content of the Journal of World Business from its inception in 1965 through 2014. To put the results of that review into perspective, we review key themes in global business and strategy from 1965 to the present, noting where IHRM/TM research and business trends correspond, diverge, and lag. Next, we present a brief history of IHRM and TM, showing how the emerging theme of TM offers challenges and promise for connecting future IHRM/TM research with emerging business, strategy, and social trends. We conclude with the implications of our findings for future research, and the importance of the search for global competence.     

安徽省创新型人才的柔性化雇佣关系研究

通过对安徽人才资源现状进行研究,分析了当地人才工作中存在的问题和不足,提出柔性化人力资源雇佣关系来解决人才短缺的问题,探索了一条＂合作化人才发展＂的新路径。充分发挥边区人才的优势,以较小的资金投入实现最大化的人才价值。     

贯彻落实科学发展人才观 着力推进人才评价和教育培训工作

文章通过对科学发展人才观的学习和理解,及对广西桂冠开投电力有限责任公司（以下称桂开公司）现实情况的调研,结合水电企业人力资源发展趋势和本企业的实际需求,提出了着力推进人才评价和教育培训工作的目标规划、长效机制、载体等建设性意见。     

HY公司三维培训需求分析模型运用研究

以胜任力和人才测评为基础的三维培训需求分析方法是确定企业中高层管理者培训需求方法中较为科学的一种。文章首先对三维培训需求分析理论进行了介绍,然后对HY公司核心员工培训现状进行了分析,最后以技术研发人员为例,说明如何在HY公司运用三位培训需求方法,对于企业管理核心员工有针对性地进行培训具有一定的指导意义。     

高职院校“订单式”人才培养模式探析

本文简述了订单式人才培养的内涵,解析了目前＂订单式＂人才培养模式面临的问题,提出了＂订单式＂人才培养模式的实施路径和＂订单式＂人才培养模式有效机制的构建。     

新农村建设背景下的农林高校人才培养模式的创新研究

在新农村建设中,人才是发展的关键。社会主义新农村建设无疑为当前农林高校的人才培养提供了契机,然而从目前来看,人才培养模式存在诸多问题,如农林高校学科优势和专业特色有所削弱,学科专业设置与新农村建设的脱节,教学内容陈旧等。通过创新人才培养模式适应新农村建设对人才的需求,并从新农村建设的实践出发进行专业设置与课程建设,全面提升学生的综合素质。     

企业信息化人才梯队建设研究

信息时代的到来,对现代企业信息化人才的培养提出了许多新的挑战,迫使企业加强信息化人才梯队建设.本文阐述了人才梯队建设的涵义,探讨了企业信息化人才梯队的合理化组成结构及企业信息化人才梯队建设路径,通过案例分析,论证了企业信息化人才梯队建设路径的有效性.本文的研究结果表明:现代企业应树立信息化人才梯队建设理念,加大对信息化人才培养的投资力度;根据企业信息化人才梯队的结构组成和能力结构分布状况,综合采用各种方法,培养企业所需要的各类信息化人才;疏通信息化人才的职业发展通道,促进信息化人才的合理化流动;及时解决信息化人才梯队建设过程中出现的各种问题,推动企业信息化人才梯队建设持续、健康的发展.     

胡锦涛人才思想简析

胡锦涛丰富和发展了江泽民的人才思想,形成了适应新形势新任务新要求的科学人才观。“凝聚一切人力和才智为实现最广大人民的根本利益服务”是贯穿其中的中心线索;求真务实、与时俱进是其精髓和灵魂;坚持“三个代表”是其精神实质;坚持科学发展观是其根本指导方针;坚持以人为本是其核心内容。