Ticket to Ride: I-deals as a Strategic HR Tool for an Employable Work Force.

Autor:	Van der Heijden B; Institute for Management Research, Radboud University Nijmegen, Nijmegen, Netherlands.; Faculty of Management, Open Universiteit Nederland, Heerlen, Netherlands.; Department of Marketing, Innovation and Organisation, Ghent University, Ghent, Belgium.; School of Business, Hubei University, Wuhan, China.; Kingston Business School, Kingston University, London, United Kingdom., Nauta A; Department of Social, Economic and Organisational Psychology, Leiden University, Leiden, Netherlands., Fugate M; Department of Management and Information Systems, College of Business at Mississippi State University, Mississippi State, MS, United States., De Vos A; Next Generation Work expertise centre, Antwerp Management School, Antwerp, Belgium.; Faculty of Business and Economics, University of Antwerp, Antwerp, Belgium., Bozionelos N; EMLyon Business School, Écully, France.
Jazyk:	angličtina
Zdroj:	Frontiers in psychology [Front Psychol] 2021 Nov 22; Vol. 12, pp. 769867. Date of Electronic Publication: 2021 Nov 22 (Print Publication: 2021).
DOI:	10.3389/fpsyg.2021.769867
Abstrakt:	We describe how idiosyncratic deals (I-deals), in this case I-deals focused on workers' employability enhancement, can serve as a powerful strategic HR tool for simultaneously meeting both the strategic goals of employers and the career goals of employees. Building on a sustainable career perspective, I-deals are interpreted as highly valuable, as they can help individual employees to more easily adapt to the fast-changing environments that nowadays characterize society and the labor market. After theoretical outlines on the concepts of I-deals and employability, we argue that I-deals can form the basis for integrative employment relationships aimed at employability enhancement. This article concludes with concrete recommendations for practice, indicating that in order to enable the sound use of I-deals as a strategic HR tool, organizations should discuss I-deals and employability openly through constructive dialogue. Moreover, examples for achieving this through specific practices, such as working with employability coaches and world cafés on employability, are described. Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest. (Copyright © 2021 Van der Heijden, Nauta, Fugate, De Vos and Bozionelos.)
Databáze:	MEDLINE
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