From elite sport to the job market: Development and initial validation of the Athlete Competency Questionnaire for Employability (ACQE) (Del deporte de élite al mercado laboral: Desarrollo y validación inicial del Cuestionario de Competencias de Deportistas para la Empleabilidad (ACQE))

This paper describes two studies aimed at developing and initially validating an instrument that measures athletes’ competencies required to optimize their employability across three career phases (i.e., active, retirement and new career phase; B-WISER, 2018). Study 1 describes the development of the Athlete Competency Questionnaire for Employability (ACQE). Study 2 examines the ACQE’s factor structure using exploratory structural equation modelling (ESEM; N = 954, 46% female; Mage = 26.74 ± 9.90; 54% active, 24% retirement, 22% new career). ESEM supported a 28-item ACQE with four factors: Career & Lifestyle Management, Career Communication, Career Resilience, and Career Engagement & Flexibility. This is the first study to identify athletes’ competencies for optimizing employability across different phases of athletic retirement. The results can inform stakeholders in different fields (e.g., sport, education, employment) about ways to assist athletes in their transition from elite sport to the job market. === Este artículo describe dos estudios encaminados a desarrollar y realizar la validación inicial de un instrumento que mide las competencias que los deportistas requieren para optimizar su empleabilidad en tres fases de su carrera (i.e., activos, en retirada deportiva, en nueva fase de carrera; B-WISER, 2018). El Estudio 1 describe el desarrollo del Cuestionario de Competencias de Deportistas para la Empleabilidad (ACQE). El Estudio 2 examina la estructura factorial del ACQE a partir del modelamiento exploratorio de ecuaciones estructurales (ESEM; N = 954, 46% mujeres; Medad = 26.74 ± 9.90; 54% activas, 24% en retirada, 22% nueva carrera). El ESEM apoya una solución de 28 ítems y 4 factores para el ACQE: Gestión de carrera y estilo de vida, Comunicación de Carrera, Resiliencia de carrera, y Compromiso y flexibilidad de carrera. Este es el primer estudio que identifica las competencias de los deportistas para optimizar su empleabilidad en distintas fases de la retirada deportiva. Los resultados pueden informar a los interesados en distintos ámbitos (e.g., deporte, educación, empleabilidad) sobre los modos de asistir a los deportistas en su transición del deporte de elite al mercado laboral.

Artificial Intelligence a Revolution for HR in Talent Management in IT Sector

This research paper is based on the idea that artificial intelligence can do wonders for the HR sector of the company in terms of Talent Management. People tend to have a wrong notion of artificial intelligence being a threat to human beings in terms of jobs. This is not true as it is mankind who has created machines and not vice versa. This research will help clear out the fear in people’s mind in terms of artificial intelligence and would prove that artificial intelligence is such a revolution for human being and when handled properly, can prove to be a boon for HRM. In today’s world most of the IT companies are multinational, fully automated and undergo constant technology change and the work force is of distinct cultures and diverse mindsets. It becomes difficult for the HR Manager to cope up with so much change and go for effective Talent Management. Through artificial intelligence HR Manager can have help in developing effective Talent Management in terms of Talent Acquisition, Performance Management, Career Development and Retention of employees and this in turn would lead to employee satisfaction and employee motivation which is critical in the IT sector. The IT sector workers undergo so much work-related stress that it is the need of the hour that their morale should be always boosted. This can be achieved when artificial intelligence joins hands with HR.

Who Supports Project Careers? Leveraging the Compensatory Roles of Line Managers

This exploratory research examines who supports what aspects of career development on projects. Our main finding is that, although project professionals receive support from formal and informal sources, a compensatory mechanism is at play. When support does not come from direct line managers, project professionals are compelled to initiate informal practices, including mentoring, buddy systems, and communities of practice. Practical implications arise for organizations regarding how to ensure sufficient mechanisms are in place to compensate for lack of line management career support and to allow project professionals to access the development opportunities they need by supporting their self-initiated efforts.

Developing Change Readiness: A Video-Based Classroom Exercise

Leading change is a significant element of a management career, and therefore, discussions on change management are integral to leadership and organizational behavior courses in business programs. However, given their limited work experiences with organizational transitions, most business students fail to appreciate the challenge involved in getting others to accept and implement the change. This classroom activity serves to help students better understand the concerns of change recipients when a top-down change is mandated. The assignment involves students watching an organizational change video in class, discussing in groups, identifying the different change readiness sentiments, and responding to a brief questionnaire. Students find the activity both challenging and exciting, and it gives the students an opportunity to appreciate various concerns related to change implementation. This exercise can be used with a range of courses in management curricula, both undergraduate and graduate, and in other leadership training modules.

Vocational Personalities of School Principals

This chapter aims to reveal how school principals construct their careers and how their vocational personalities influence their career construction stories. A phenomenological design was used in this study and data were collected by means of semi-structured in-depth interviews. The study group was formed by maximum variation sampling and snow ball sampling. Nine school principals voluntarily joined the study and narrated their career construction stories. In the study, it was found that school principals started their career by the influence of an administrator, a colleague in their workplace, or their spouses. Majority of the participants started their management career as vice-principals. The changes in work environment increased their management skills and helped them gain experience. It also provides them with dynamism, but changing the workplace every four years brought about negative effects as it was too short to improve a school.