Emerging professional profiles of human resources management and development: the case of organizations promoting employability

Abstract

The design of the field of "Human Resources" (HR) as the field that integrates all the knowledge and practice related to the problematic of people in work context broadly broadens the spectrum of a restrictive tradition of the HR area that the perspective exclusively as the management of HR in companies. This approach soon excludes dimensions such as HR management in other types of organizations, HR economics, HR development or the employability of individuals.
This work is part of a broader Project on Emerging Professional Profiles of HR Management and Development (GDRH), which seeks to recognize in the field of GDRH a wider area of knowledge and intervention, incorporating the stated dimensions and identified with the conception of HR underlying the theoretical model assumed in the project. Specifically, the research presented here is part of the research line "Management and Individual Development of Human Resources" of this project, focusing on the exploration of the individualized dimension that GDRH has assumed in the last decades, namely in the issues associated with labor relations, negotiation, training, rewards or performance management or career management.
Individuals have become central actors in the management of their own careers, remitting the competency of Human Resources management in an assumed organizational context to new configurations and, at the same time, giving rise to new needs on the part of the active population and those interested in becoming part of labor market, which are materialized in the search for a response beyond those provided by the employers' organizations themselves. These new demands represent new paths for scientific research, new work contexts, new professional requirements, new types of intervention and, consequently, new methodologies for researchers and HR professionals.
This study, in particular, aims to explore emerging professional profiles of GDRH in organizations promoting employability, specifically in public organizations. The two main objectives are (i) to characterize the existing HR management and development functions in these organizations promoting employability and (ii) to explore the potential functions of HR management and development in this type of organization.
In order to achieve the defined objectives, a systematic review of the current scientific production was carried out. The B-on search was started by the terms Define * AND "HR", Def * AND "Human Resourc *", Def * AND "HRM", Def * AND "Human Resourc * Management" and Def * AND "Human Resourc * Development". Later, due to the scarcity of data, a new research was done, this time with the concept "human resources" and "human resourc", by title, selecting the full text option and only results from the years 2015 and 2016. After the information collected, the titles were analyzed, characterizing them by level. The second phase of the project consists of a qualitative study supported by documental analysis and semi-structured interviews with relevant actors within the framework of public organizations promoting employability.

We propose in this forum to present the project PERH - Emerging professional profiles of management and development of Human Resources, the underlying theoretical model, the empirical field of this specific study, as well as the results of the systematic review of scientific production. The comprehensive analysis of these results demonstrates a reduced scientific publication on the approach to supraorganizational career management and employability explicitly associated to the Human Resources field of knowledge, a factor that allows a detailed thematic demonstration of the international work carried out in this scope.