摘要
尽管人才管理被认为是人力资源从业者的首要任务,也是一个主要的研究领域,但“人才”的实际含义在很大程度上仍不明确。针对人才概念缺乏明确性和经验基础的问题,多方呼吁探索组织——尤其是公共部门——是如何对人才进行概念化的。本文通过采用定性的深度案例研究法来探讨市政当局公共部门的高级人力资源经理如何在实践中对人才进行概念化,从而对这些呼吁进行了回应。研究发现向我们展示了人力资源经理是如何使用多种人才概念的。我们使用了两个概念化类别来对人才概念化的这种差异和不同方式进行分析和理论创建:第一种为非情景概念化,此类别通常更一般化并且常与官方实践相关(即作为未来领导者的人才以及作为一般承诺和前进动力的人才);第二种为情景概念化,此类别下的概念界定通常较为具体且与非正式假设有关,例如,人才是特洛伊人(Trojans)和专家,人才具有个体机敏性,人才拥有公共服务意识。
While talent management is considered a top priority among practitioners and constitutes a major research area,the actual meaning of talent still remains largely undefined.In response to a lack of clarity and empirical basis regarding the notion of talent,various calls have been made for exploring how organizations conceptualize talent,particularly in the public sector context.This article answers these calls by adopting a qualitative in-depth case study to explore how senior Human Resources(HR)managers in public sector municipalities conceptualize talent in practice.The findings ilustrate how HR managers use a variety of conceptualizations of talent We analyze and theorize this variation and the ways of conceptualizing talent using two conceptualization categories:non-contextual conceptualizations,which are general and related to official practices(i.e.talent as future leaders and talent as a general commitment and drive forward),and contextual conceptualizations,which are specific and related to informal assumptions(ie.talent as Trojans and specialists,talent as individual agility,and talent as public service awarenes).
出处
《国际行政科学评论（中文版）》
2023年第2期235-255,共21页
International Review of Administrative Sciences
关键词
市政当局
公共部门
人才
人才概念化
人才管理
人才哲学
municipalities
public sector
talent talent conceptualization
talent management
talent philosophies
作者简介
通讯作者:丹尼尔·泰斯克博,School of Health and Welfare,Halmstad University,Box 823,SE-30118,Halmstad,Sweden.Email:Daniel.tyskbo@hh,se,https://orcid.org/000-0002-3727-6153,瑞典哈尔姆斯塔德大学助理教授。研究领域包括人力资源管理、人才管理、新技术、复杂和先进的医疗实践以及信息驱动医疗的医疗保健实施;肖鹏燕,经济学博士,中国人事科学研究院副研究员。
