高潜质人才选拔研究述评与展望
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摘要
随着全球人口老龄化问题的日益突出以及产业升级的逐渐加快,企业之间的人才竞争日益加剧,人力资源管理必须考虑如何选拔出有足够潜质的继任者以保证组织的持续发展,高潜质人才选拔管理逐渐成为人力资源管理的一个热点和难点。近年来,国内外学者围绕这一主题的研究取得了较为丰富的成果。为了更好地开展这方面的研究,本文检索和整理了近30年来,国内外以"高潜质人才选拔"为主题的代表性文献,按照"概念界定""特征""高潜质人才选拔的必要性""选拔模型""分类""选拔方式及注意事项"等6个细分主题对现有研究进行了总结和评价,进而指出了未来的研究方向,以期促进我国企业高潜质人才的选拔研究工作。
As the global aging population is growing faster and the industrial upgrading is accelerating,talent competition becomes more and more challenging to any enterprise. How to select the high potential employees,which is becoming a hot and difficult issue,must be taken into consideration in human resources management to ensure the development of the organization. In recent years a lot of research has been focus on high potential talent selection and management problems,and achievements have been made. This article retrievals and sorts out the representative literature in recent thirty years surrounding"selecting high potential talent". Then it systematically summarized and analyzed these researches in the following aspects: "definition and features"," the necessity of high potential talent selecting","selection model",and"selection methods and attentions". At last it indicates the future research possibilities,which will play a positive role in the research on selecting high potential talent in our country.
As the global aging population is growing faster and the industrial upgrading is accelerating,talent competition becomes more and more challenging to any enterprise. How to select the high potential employees,which is becoming a hot and difficult issue,must be taken into consideration in human resources management to ensure the development of the organization. In recent years a lot of research has been focus on high potential talent selection and management problems,and achievements have been made. This article retrievals and sorts out the representative literature in recent thirty years surrounding"selecting high potential talent". Then it systematically summarized and analyzed these researches in the following aspects: "definition and features"," the necessity of high potential talent selecting","selection model",and"selection methods and attentions". At last it indicates the future research possibilities,which will play a positive role in the research on selecting high potential talent in our country.
引文
[1]张庭发.中小企业创新驱动影响因素与创新绩效实证研究[J].贵州大学学报(社会科学版),2017(4):64-70.
[2]毛艾琳.人力资源管理研究的新视角:人才管理[J].社会科学管理与评论,2012(4):56-112.
[3]拉姆·查兰.高管路径[M].北京:机械工业出版社,2007:57-101.
[4]林光明,徐志红.谁才是真正的高潜质人[J].哈佛商业评论,2012(7):32.
[5]LOMBARDO M.,EICHINGER R W.High potential as high learners[J].Human Resource Management,2000,39(4):321-329.
[6]READX D A,CONGER J A,HILL L A.Are you a high potential?[J].Harvard Business Review,2010,88(6):78-84.
[7]DANN A.Using Assessments for High-Potential Identification[J].Employment Relations Today,2011,38(2):7-13.
[8]杨敬东.潜人才学[M].太原:山西教育出版社,2004:17-22.
[9]刘丽.高潜人才隐性人力资本形成、转化和创造研究[M].北京:首都经贸大学出版社,2010.
[10]费洛迪.合伙人——如何发掘高潜力人才[M].北京:中信出版集团,2015:80-126.
[11]SILZER R,ALLAN H.Identifying and Assessing High-Potential Talent[J].Current Organizational Practices,Strategy-Driven Talent Management,2010(1):214-279.
[12]JUHDI N,PA F,HANSARAM R.Employers’experience in managing high potential employees in Malaysia[J].Journal of Management Development,2015,34(2):187-201.
[13]SILZER R,CHURCH A H.The Pearls and Perils of Identifying Potential[J].Industrial and Organizational Psychology,2009,2(4):377-412.
[14]SLAN-JERUSALIM R,HAUSDORF P A.Managers'justice perceptions of high potential identification practices[J].Journal of Management Development,2007,26(10):933-950.
[15]TIFFAN B.Are you considered a“high potential”?[J].Physician Executive,2009,35(2):74-77.
[16]HEWITT A.New Leadership Assessment Suite from Aon Hewitt Enables Global Organizations to Build a Robust Pipeline of Future Leaders[J].Aon Plc Aon Hewitt,2014(4):11.
[17]VAN M,HOGAN R,KAISER R.Leadership,Followership,and Evolution:Some Lessons from the Past[J].American Psychological Association,2008,63(3):182-196.
[18]Hay Group.Potential for what[EB/OL].(2008-12-20).https://www.haygroup.com/en/our-library/whitepapers/potential-for-what/#.Wxj-Ny_tbq Q.
[19]DUCKWORTH A,PETERSON C,MATTHEWS M,et al.Grit:perseverance and passion for long-term goals[J].Journal of Personality and Social Psychology,2007,92(6):1087-1101.
[20]CORPORATE.Leadership Council.Realizing the Full Potential of Rising Talent:A Quantitative Analysis of the Identification and development of High-Potential Employees[M].Washington,D C:Corporate Executive Board,2005.
[21]DRIES N,PEPERMANS R.How to identify leadership potential:Development and testing of a consensus model[J].Human Resource Management,2012,51(3):361-385.
[22]READY D A,CONGER J A,Hill L A.Are you a high potential?[J].Harvard Business Review,2010,88(6):78-84.
[23]TIAN J Q,MIAO D M,XU Y Y,et al.The leadership competency modeling of military academy cadets[J].China Journal of Health Psychology,2007,37(4):525-537.
[24]TIFFAN B.Are you considered a“high potential”?[J].Physician Executive,2009,35(2):74-77.
[25]拉姆·查兰.领导梯队[M].北京:机械工业出版社,2016:39-87.
[26]威廉A.科恩.德鲁克论领导力[M].北京:机械工业出版社,2011:79-116.
[27]刘伟师,睿奇·威林思.人才管理圣经[M].上海:上海远东出版社,2013:28-76.
[28]彼得·德鲁克.德鲁克管理思想精要[M].北京:机械工业出版社,2009:49-105.
[2]毛艾琳.人力资源管理研究的新视角:人才管理[J].社会科学管理与评论,2012(4):56-112.
[3]拉姆·查兰.高管路径[M].北京:机械工业出版社,2007:57-101.
[4]林光明,徐志红.谁才是真正的高潜质人[J].哈佛商业评论,2012(7):32.
[5]LOMBARDO M.,EICHINGER R W.High potential as high learners[J].Human Resource Management,2000,39(4):321-329.
[6]READX D A,CONGER J A,HILL L A.Are you a high potential?[J].Harvard Business Review,2010,88(6):78-84.
[7]DANN A.Using Assessments for High-Potential Identification[J].Employment Relations Today,2011,38(2):7-13.
[8]杨敬东.潜人才学[M].太原:山西教育出版社,2004:17-22.
[9]刘丽.高潜人才隐性人力资本形成、转化和创造研究[M].北京:首都经贸大学出版社,2010.
[10]费洛迪.合伙人——如何发掘高潜力人才[M].北京:中信出版集团,2015:80-126.
[11]SILZER R,ALLAN H.Identifying and Assessing High-Potential Talent[J].Current Organizational Practices,Strategy-Driven Talent Management,2010(1):214-279.
[12]JUHDI N,PA F,HANSARAM R.Employers’experience in managing high potential employees in Malaysia[J].Journal of Management Development,2015,34(2):187-201.
[13]SILZER R,CHURCH A H.The Pearls and Perils of Identifying Potential[J].Industrial and Organizational Psychology,2009,2(4):377-412.
[14]SLAN-JERUSALIM R,HAUSDORF P A.Managers'justice perceptions of high potential identification practices[J].Journal of Management Development,2007,26(10):933-950.
[15]TIFFAN B.Are you considered a“high potential”?[J].Physician Executive,2009,35(2):74-77.
[16]HEWITT A.New Leadership Assessment Suite from Aon Hewitt Enables Global Organizations to Build a Robust Pipeline of Future Leaders[J].Aon Plc Aon Hewitt,2014(4):11.
[17]VAN M,HOGAN R,KAISER R.Leadership,Followership,and Evolution:Some Lessons from the Past[J].American Psychological Association,2008,63(3):182-196.
[18]Hay Group.Potential for what[EB/OL].(2008-12-20).https://www.haygroup.com/en/our-library/whitepapers/potential-for-what/#.Wxj-Ny_tbq Q.
[19]DUCKWORTH A,PETERSON C,MATTHEWS M,et al.Grit:perseverance and passion for long-term goals[J].Journal of Personality and Social Psychology,2007,92(6):1087-1101.
[20]CORPORATE.Leadership Council.Realizing the Full Potential of Rising Talent:A Quantitative Analysis of the Identification and development of High-Potential Employees[M].Washington,D C:Corporate Executive Board,2005.
[21]DRIES N,PEPERMANS R.How to identify leadership potential:Development and testing of a consensus model[J].Human Resource Management,2012,51(3):361-385.
[22]READY D A,CONGER J A,Hill L A.Are you a high potential?[J].Harvard Business Review,2010,88(6):78-84.
[23]TIAN J Q,MIAO D M,XU Y Y,et al.The leadership competency modeling of military academy cadets[J].China Journal of Health Psychology,2007,37(4):525-537.
[24]TIFFAN B.Are you considered a“high potential”?[J].Physician Executive,2009,35(2):74-77.
[25]拉姆·查兰.领导梯队[M].北京:机械工业出版社,2016:39-87.
[26]威廉A.科恩.德鲁克论领导力[M].北京:机械工业出版社,2011:79-116.
[27]刘伟师,睿奇·威林思.人才管理圣经[M].上海:上海远东出版社,2013:28-76.
[28]彼得·德鲁克.德鲁克管理思想精要[M].北京:机械工业出版社,2009:49-105.