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Talent management in higher education: Identifying and developing emerging leaders within the administration at private colleges and universities.

机译:高等教育中的人才管理:在私立高校中确定和培养行政部门内的新兴领导者。

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摘要

This research focused on identifying a series of successful practices relating to administrative talent management within the higher education setting. The field study included a thorough examination of seven small to mid-size private colleges and universities that have incorporated employee development strategies. These strategies were aimed at growing future leaders from within the organization in order to achieve continuity and support institutional priorities. Specifically, several focus areas were investigated including presidential vision, leadership commitment, talent management's place among institutional priorities, program characteristics, and program evaluation.;Among the commonalities that were gathered included support at the senior officer level who serve as advocates, mentors, and program facilitators, a strong connection between talent management and the institutions' strategic plans, and a holistic approach to developing talent at all levels of the organizations. In addition, both coaching and opportunities for growth in the work environment were evident within several of the institutions. Also, academic leadership development was considered to be a part of the talent management strategy within three of the colleges and universities.;The key differentiators included the incorporation of organizational and leadership competencies to provide focus toward the performance development process at two institutions, the implementation of a succession planning model at another institution, and the location of human resource generalists in departments across two of the institutions to identify learning opportunities for both individuals and work teams.;Based on both the findings from the field study and the literature review, a comprehensive procedural model is introduced that serves to support human resource departments and higher education professionals, in general, who are looking to either begin or broaden their own talent management approach. However, despite the progress that has been made across several institutions noted throughout the research study, much more must be learned in terms of how the time and resources invested in talent management translates to institutional success.
机译:这项研究的重点是确定与高等教育环境中的行政人才管理相关的一系列成功做法。现场研究包括对七所中小型私立大学和大学的全面检查,这些大学已经纳入了员工发展战略。这些策略旨在从组织内部培养未来的领导者,以实现连续性并支持机构优先事项。具体而言,调查了几个重点领域,包括总统的远见,领导承诺,人才管理在机构优先事项中的位置,计划特征和计划评估。;所收集的共性包括在高级官员级别担任支持者,指导者和指导者的支持。计划的推动者,人才管理与机构的战略计划之间的紧密联系,以及在组织各个级别上发展人才的整体方法。此外,在一些机构中,教练和工作环境中的成长机会都是显而易见的。此外,学术领导力发展被认为是三所学院和大学人才管理策略的一部分。;主要区别在于组织和领导能力的整合,以专注于两个机构的绩效发展过程,实施另一个机构的继任计划模型,以及人力资源通才在两个机构中的部门中的位置,以确定个人和工作团队的学习机会。基于实地研究的结果和文献综述,引入了全面的程序模型,该模型可为总体上希望开始或扩展自己的人才管理方法的人力资源部门和高等教育专业人员提供支持。但是,尽管整个研究报告中提到的多个机构都取得了进步,但在人才管理上投入的时间和资源如何转化为机构成功,还必须学习更多。

著录项

  • 作者

    Riccio, Steven J.;

  • 作者单位

    The University of Nebraska - Lincoln.;

  • 授予单位 The University of Nebraska - Lincoln.;
  • 学科 Higher education.;Higher education administration.
  • 学位 Ed.D.
  • 年度 2010
  • 页码 225 p.
  • 总页数 225
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

  • 入库时间 2022-08-17 11:36:55

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