UNIT IV POWERPOINT

Developing international talents: how organisational and individual perspectives interact Hirt, Christian; Ortlieb, Renate; Winterheller, Julian; Besic, Almina; Scheff, Josef . European Journal of

Training and Development ; Limerick  Vol. 41, Iss. 7,  (2017): 610-627.

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ABSTRACT (ENGLISH) Purpose

Focusing on an international trainee- and internship programme, this paper aims to propose a new framework that

links organisational strategies regarding ethnic diversity with career competencies of the programme participants.

Design/methodology/approach

The paper adopts a case study design. It examines the interplay of the perspectives of the organisation, which is

an Austrian bank, and of the programme participants, who are university graduates from South-Eastern Europe. It

draws on the typology of diversity strategies by Ortlieb and Sieben (2013) and the categorisation of individual

career competencies by DeFillippi and Arthur (1994).

Findings

The bank benefits from the programme participants' competencies with regard to South-Eastern Europe and

increased legitimacy gained from the public. Programme participants acquire many knowing-how, knowing-why

and knowing-whom competencies, especially if the bank pursues a so-called learning strategy towards ethnic

diversity. On the other hand, individual knowing-how competency supports an organisation's antidiscrimination

strategy, whereas knowing-why and knowing-whom competencies benefit the organisational learning strategy.

Research limitations/implications

Although the paper builds on a single case study and the ability to generalise is limited, the findings imply that

future human resource development concepts should jointly consider the perspectives of both organisations and

individuals.

Practical implications

Owing to their high strategic relevance, organisations should look into the competencies of skilled migrants and

evaluate the critical resources they offer. Both organisational learning and an organisation's strategic development

are key concerns. The proposed framework helps to effectively design trainee- and internship programmes and

simultaneously anticipate organisational and individual consequences thereof at an early stage.

Originality/value

The proposed framework concerning the interplay between organisational and individual perspectives as well as

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the regional focus on South-Eastern Europe present novelties. DETAILS

Subject: Migration; Training; Skills; Internships; Organizational learning; Talent management;

Studies; Workplace diversity; Employee development

Location: South East Europe Austria

Company / organization: Name: Organization for Economic Cooperation &Development; NAICS: 928120

Publication title: European Journal of Training and Development; Limerick

Volume: 41

Issue: 7

Pages: 610-627

Number of pages: 18

Publication year: 2017

Publication date: 2017

Publisher: Emerald Group Publishing Limited

Place of publication: Limerick

Country of publication: United Kingdom

Publication subject: Business And Economics--Management

ISSN: 20469012

Source type: Scholarly Journals

Language of publication: English

Document type: Journal Article

ProQuest document ID: 1946138934

Document URL: https://search.proquest.com/docview/1946138934?accountid=33337

Copyright: © Christian Hirt, Renate Ortlieb, Julian Winterheller, Almina Besic and Josef Scheff

2017

Last updated: 2017-10-05

Database: ABI/INFORM Collection

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Bibliography Citation style: APA 6th - American Psychological Association, 6th Edition

Hirt, C., Ortlieb, R., Winterheller, J., Besic, A., & Scheff, J. (2017). Developing international talents: How

organisational and individual perspectives interact. European Journal of Training and Development, 41(7), 610-627.

Retrieved from https://search.proquest.com/docview/1946138934?accountid=33337

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