A globális karriermenedzsment funkciói
Maintaining competitiveness is one of the long-term strategic goals for companies. Beside tangible and intangible assets, the value of human capital is continuously growing, due to changes in the labour market. A loyal, highly skilled employee makes a significant contribution to organizational succe...
Saved in:
Published in | Metszetek (Debrecen) Vol. 9; no. 1; pp. 49 - 64 |
---|---|
Main Author | |
Format | Journal Article |
Language | English Hungarian |
Published |
Debrecen
Institute of Political Science and Sociology, University of Debrecen
01.01.2020
Debreceni Egyetem Politikatudományi és Szociológiai Intézet University of Debrecen |
Subjects | |
Online Access | Get full text |
Cover
Loading…
Summary: | Maintaining competitiveness is one of the long-term strategic goals for companies. Beside tangible and intangible assets, the value of human capital is continuously growing, due to changes in the labour market. A loyal, highly skilled employee makes a significant contribution to organizational success through competencies, experience, and skills. The career management system of multinational companies became more attractive by the possibility of international assignments, which is a very complicated process requiring complex planning. This system is considered global for several reasons: its transnational nature, international experience gained by the employees and the achievable career on a global scale for the individual (as a part of a successful process). Creating a global career management system thus involves a number of HR functions. Emphasis should be placed on finding suitable employees, selecting, onboarding, mentoring, on methods and the evaluators in the performance appraisal process, providing feedback on a regular basis and in an appropriate manner, achieving and maintaining motivation, developing competencies and supporting the balance in mental health. |
---|---|
ISSN: | 2063-6415 2063-6415 |
DOI: | 10.18392/metsz/2020/1/3 |