Developing International Talents: How Organisational and Individual Perspectives Interact

Autor/inn/en	Hirt, Christian; Ortlieb, Renate; Winterheller, Julian; Bešic, Almina; Scheff, Josef
Titel	Developing International Talents: How Organisational and Individual Perspectives Interact
Quelle	In: European Journal of Training and Development, 41 (2017) 7, S.610-627 (18 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	2046-9012
DOI	10.1108/EJTD-12-2016-0091
Schlagwörter	Talent Development; Internship Programs; Case Studies; Foreign Countries; College Graduates; Diversity (Institutional); Banking; Semi Structured Interviews; Job Skills; School Business Relationship; Universities; Learning Strategies; Ethnicity; Training; Austria; Slovenia; Croatia; Bosnia and Herzegovina; Serbia; Montenegro; Macedonia + Suchen Sie Ihr Suchwort? Begabtenförderung; Talentförderung; Berufspraktische Ausbildung; Case study; Fallstudie; Case Study; Ausland; Hochschulabsolvent; Hochschulabsolventin; Bankgeschäft; Produktive Fertigkeit; University; Universität; Learning methode; Learning techniques; Lernmethode; Lernstrategie; Ethnizität; Ausbildung; Österreich; Slowenien; Kroatien; Bosnia-Herzegovina; Bosnien-Herzegowina; Serbien
Abstract	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 the regional focus on South-Eastern Europe present novelties. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2020/1/01