Gestión del talento

En el presente trabajo vamos a proceder a estudiar el concepto de empleabilidad desde el punto de vista del individuo y su orientación profesional. Observaremos cómo aspectos como la globalización, las nuevas demandas de las empreas y, sobretodo, los nuevos modelos de carrera que dejan atrás el antiguo modelo tradicional, repercuten sobre la empleabilidad. Analizaremos la empleabilidad desde sus tres puntos de vista, competencial, Dispositional y desde el punto de vista subjetivo del individuo, la llamada Self Perceived Employability. Este último se refiere a la valoración que hace el individuo de su propia empleablidad, dividido a su vez en External, enfocado al mercado laboral, e Internal, limitado a la organización en la que se encuentra el individuo. Proseguiremos con el marco teórico, en el que analizaremos las nuevas orientaciones de carreras profesionales surgidas en la sociedad cambiante en la que nos encontramos, la llamada Protean Career, en la que el individuo orienta su carrera profesional conforme a sus valores y los antepone a los de la empresa para la que trabaja, y la Boundaryless Career, caracterizada por la movilidad del empleado tanto dentro –Boundayless mindset- como fuera de la empresa y la movilidad entre organizaciones –Mobility Preference-. Este marco teórico y la definición de los diferentes conceptos nos llevará al planteamiento de una hipótesis, la cual será analizada a partir de un modelo. La hipótesis que este trabajo busca demostrar es la relación directa y positiva que posee la Mobility Preference de un individuo sobre su Perceived External Employability.

In this paper we will proceed to study the concept of employability from the point of view of the individual and his or her professional orientation. We will observe how aspects such as globalisation, new demands from companies and, above all, new career models that leave behind the old traditional model, affect employability. We will analyse employability from its three points of view: competence-based, dispositional and from the subjective point of view of the individual, the so-called Self Perceived Employability. The latter refers to the individual's assessment of his or her own employability, divided into External, focused on the labour market, and Internal, limited to the organisation in which the individual finds himself or herself. We will continue with the theoretical framework, in which we will analyze the new career orientations that have emerged in the changing society in which we find ourselves, the so-called Protean Career, in which the individual orients his professional career according to his values and puts them before those of the company for which he works, and the Boundaryless Career, characterized by the mobility of the employee both inside -Boundayless mindset- and outside the company and mobility between organizations -Mobility Preference-. This theoretical framework and the definition of the different concepts will lead us to a hypothesis, which will be analyzed from a model. The hypothesis that this work seeks to demonstrate is the direct and positive relationship that an individual's Mobility Preference has with his or her Perceived External Employability.