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Summary 3 Guest lectures HRM: A global perspective
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This summary includes all notes on the guest lecture with elaborations on the some vague slides and models discussed by the guest speakers.
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Lecture 4 Guest Lecture Jos AkkermansFoundations of T&D → (1) inflow ‘recruitment and selection’ (2) internal flow ‘training and
development, talent management’ (3) outflow ‘retirement and policies’
Training
● training is an organization’s planned efforts to help employees acquire job-related
knowledge, skills, abilities and behaviors, with goal of applying these on the job
● training can benefit the organization when it is linked to organizational needs and when it
motivate employees.
● Training is important because
○ the nature of the modern business environment requires competent and highly
skilled employees
○ rapid change requires that employees continually learn new skills
○ growing reliance on teamwork creates a demand for the ability to solve problems in
teams, an ability that often requires formal training.
Development
● development is the combination of formal education, job experiences, relationships, and
assessment of personality and abilities to help employees prepare for the future of their
careers
○ new jobs and tasks
○ new requirements and responsibilities
● Development is important because
○ protean career
○ (sustainable) Employability
○ TD, MD, ‘war for talent’
○ internal flow of employees; succession management
The concept of T&D
1
, work →
● flexible: ‘I will start an hour later and leave an hour later’
● changing employee relations. People are more and more switching jobs instead of staying
for the same firm for their whole lifetime.
● top-down + bottom-up
● proactive behavior
● lifelong learning
career →
● unpredictable: we don’t know where I will be in 5 years, maybe I would have changed
multiple careers.
● longer + more complex
● horizontal + vertical
● agency → idea of making your own decisions.
● meaning
dilemma's → (no specific explanation for this, that’s why it is dilemma)
● job security vs. employment security
● wanting vs. needing to be flexible
● objective vs. subjective success
● restraining vs. rehiring
Trends in T&D
● the role of higher education
○ from elite to ‘all’ → depending on future job requirements the education is being
formed. If there is a strong need of job-related knowledge, the education will be
given in a way to suit that need. In the Netherlands, we are focused on
career-based education instead of job-related education.
● changing perspectives on T&D
○ from exclusive to inclusive → recap exclusive talent management and inclusive
talent management.
2
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