Sustainable talent pipelines and person-organisation fit: strategic insights from UK graduates

IF 3.4 3区管理学 Q2 MANAGEMENT

Career Development International Pub Date : 2023-04-03 DOI:10.1108/cdi-10-2022-0285

W. Donald

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引用次数: 2

Abstract

PurposeDrawing on a framework of person-organisation fit (POF) theory, this paper aims to understand how organisations can establish and maintain sustainable early-career talent pipelines. Research question one asks, “How do graduates feel that organisations can attract early-career talent?” Research question two asks, ‘What can employers learn from graduate perspectives about the retention of early-career talent?Design/methodology/approachTwenty-eight graduates from UK universities participated in semi-structured interviews in early 2022. Cohort one was composed of 15 individuals who graduated in 2008. Cohort two was composed of 13 individuals who graduated in 2020.FindingsThe findings identified two themes associated with attracting early-career talent: “Company Culture” and “Supply and Demand”. However, 2020 graduates prioritised the job role and job security, whereas 2008 graduates prioritised job location and commute duration. Three additional themes were related to the retention of early-career talent: “Career Progression”, “Health and Well-being” and “Remuneration”. Findings also highlighted how POF could evolve over time, whereby retention can be beneficial or detrimental to either party.Practical implicationsThe study identifies pragmatic approaches to attracting and retaining early-career talent and understanding how graduates' views on POF evolve over time.Originality/valueThe study extends POF research and bridges the shared sustainability themes of “person”, “context” and “time” from vocational behaviour and HRM literature streams.

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可持续的人才管道和人与组织的匹配：英国毕业生的战略见解

目的利用人-组织匹配（POF）理论的框架，本文旨在了解组织如何建立和维持可持续的早期职业人才管道。研究问题一问道：“毕业生如何看待组织能够吸引早期职业人才？”研究问题二问道：“雇主可以从毕业生的角度学到什么来留住早期职业人才呢？”？2022年初，28名英国大学毕业生参加了半结构化面试。第一组由15名2008年毕业的学生组成。第二组由20世纪20年代毕业的13人组成。研究结果确定了与吸引早期职业人才相关的两个主题：“公司文化”和“供需”。然而，2020届毕业生优先考虑工作角色和工作保障，而2008届毕业生则优先考虑工作地点和通勤时间。另外三个主题与留住早期职业人才有关：“职业发展”、“健康与幸福”和“薪酬”。调查结果还强调了POF是如何随着时间的推移而演变的，因此保留对任何一方都可能有利或不利。实践含义该研究确定了吸引和留住早期职业人才的务实方法，并了解毕业生对POF的看法如何随着时间的推移而演变。独创性/价值该研究扩展了POF研究，并从职业行为和人力资源管理文献流中构建了“人”、“背景”和“时间”的共同可持续性主题。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Career Development International Multiple-

CiteScore

5.40

自引率

10.00%

发文量

期刊介绍： Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts