人才管理实践及其对人力资源管理策略的影响

发布时间：2022-02-26 15:27

　　人才管理（Talent Management,TM）被认为是一种新的改进式的人力资源管理（Human Resource Management,HRM）。它打破了传统人力资源管理的缺陷,为人力资源管理方法提供了一种可持续性、系统性思维和可管理性的新途径。TM逐渐成为人力资源管理中发展最快的话题之一,特别是在学术界和管理界。在所有的学术文章和发表的研究中,TM如何工作,它对员工的影响,它在不同的组织的做法和实施,以及它对员工的影响和在人力资源管理领域的有用性,但研究与实现仍然存在很大的差距。事实上,关于TM实现的知识很少,它是组织的发展及其感知的结果。第一次研究是为了了解人才,人才管理及策略以及它对工作环境的影响,并评估TM在人力资源管理（HRM）中的作用。本研究采用系统分析的方法,运用定性分析和开放性问题,对人才、人才管理、战略及其在工作环境和人力资源管理中的作用进行了初步研究。这项研究在政府机构实施,例如TM实践非常重要的教育机构。TM中的策略与HRM通用策略相互作用,从而有助于减少员工的离职率。对TM进行了以下研究:TM战略及其预期的结果、TM对人力资源的影响、组织在员工激励、有效继... 

【文章来源】：北京邮电大学北京市211工程院校教育部直属院校

【文章页数】：117 页

【学位级别】：博士

【文章目录】：
摘要
ABSTRACT
List of Abbreviations
Chapter 1 Introduction
    1.1 Background
    1.2 Purpose and Research Question
    1.3 Contributions of Study
    1.4 Delimitations
    1.5 Structure of Thesis
Chapter 2 Review of the Literature
    2.1 Introduction
    2.2 Definition of Talent
    2.3 Definition of Talent Management
    2.4 Talent Management and Talent
    2.5 Talent Management in China
    2.6 Talent Management in Pakistan
    2.7 Talent Management as a Top Priority for Multinational Companies
    2.8 Theoretical Approach to TM
    2.9 TM, Talent and the TM Process
    2.10 TM Strategies
        2.10.1 Intended TM Objectives
        2.10.2 Intended TM Practices
        2.10.3 Actual TM Practices
        2.10.4 Perceived TM Practices and Employees Responses
        2.10.5 TM Outcomes
    2.11 The Link between TM and Management Decisions
    2.12 Factors effecting TM Decision in Global Context
        2.12.1 Talent Shortages
        2.12.2 Social and Demographic Trends
        2.12.3 Corporate Social Responsibility
        2.12.4 Diversity
        2.12.5 Increase in Mobility
        2.12.6 Demand and Supply Gap in TM
    2.13 TM Internal Drivers
        2.13.1 Strategic Alignment
        2.13.2 Competencies Requirements
    2.14 What is Electronic HRM (E-HRM)?
        2.14.1 E-HRM functions in Relation to TM
Chapter 3 Investigation of Talent, Talent Management, its Policies and Its Impact on WorkingEnvironment
    3.1 Introduction
    3.2 Research Questions and Methodology
    3.3 Data Analysis Process
    3.4 Result and Findings
        3.4.1 Academic talent in the Organization
        3.4.2 TM Policies, Practices and Implementation by HRM
        3.4.3 Difficulties in Implementing TM Policies and Developing Talent by HR Policy Makers
        3.4.4 Difficulties Faced by the Hired Academic Staff
    3.5 Results and Discussion
    3.6 Conclusion
Chapter 4 Impact of E-HRM on Talent Management in a Government Owned Organization
    4.1 Introduction
    4.2 Talent and TM?
    4.3 E-HRM Architecture for TM
    4.4 E-HRM effects on TM and Hypothesis
    4.5 Research Design
    4.6 Data Analysis
    4.7 Hypothesis results and Suggestion
        4.7.1 Hypothesis 1
        4.7.2 Hypothesis 2
        4.7.3 Hypothesis 3
        4.7.4 Hypothesis 4
        4.7.5 Hypothesis 5
        4.7.6. Hypothesis 6
    4.8 Discussion and Future Work
Chapter 5 Big Data Technology for Smart Talent Management System
    5.1 Introduction
    5.2 Raw data Analysis for Big Data
        5.2.1 Data Stages:
        5.2.2 Big data infrastructure:
    5.3 Big data Analysis and Computing
        5.3.1 Stream Computing
        5.3.2 Hadoop
    5.4 Proposed Smart TM System
        5.4.1 Processing of Unstructured Data
        5.4.2 Stored Data Processing
        5.4.3 Smart TM Data Modeling
        5.4.4 Filtering data for Smart TM Decision
        5.4.5 Collaborative Filtering Method
        5.4.6 Smart TM Decision Making
    5.5 Independent Variable
    5.6 Dependent Variables
    5.7 Hypothesis
    5.8 Research Design
    5.9 Data Analysis Results
    5.10 Conclusion
Chapter 6 Conclusions and future work
    6.1 Conclusion
    6.2 Dissertation Model
    6.3 Suggestions and Future Research
References
Acknowledgement
Biographical Sketch
Dedication
List of Publications



本文编号：3644702