Gestión diferencial de recursos humanos: una revisión e integración de la literatura

  • Andrea Gabriela Rivero Profesora a tiempo completo, Facultad de Ciencias Económicas, Universidad Nacional del Centro de la Provincia de Buenos Aires, Buenos Aires, Argentina
  • Guillermo Enrique Dabos Director del Master en Administración de Negocios y Doctorado en Administración, Facultad de Ciencias Económicas, Universidad Nacional del Centro de la Provincia de Buenos Aires, Buenos Aires, Argentina
Palabras clave: Diferenciación, Fuerza laboral, Recursos humanos, Gestión del talento, Capital humano

Resumen

Desde finales del siglo xx, la diferenciación de la fuerza laboral emerge como un desarrollo teórico central para la gestión estratégica de recursos humanos. La diferenciación se fundamenta en el mayor valor que ciertos empleados aportan a la organización. A partir de una revisión bibliográfica sobre gestión diferencial de recursos humanos, se examinan los criterios utilizados para diferenciar y gestionar estratégicamente a distintos grupos de empleados. Como resultado, se identifican dos perspectivas dominantes que explican la base de la diferenciación, destacándose que un empleado puede ser valioso por sus características individuales o por el puesto de trabajo ocupado. De esta forma, este artículo integra ambas perspectivas, que permanecían demasiado disociadas en la literatura, y plantea nuevos interrogantes para futuras investigaciones.

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Publicado
2017-03-24
Cómo citar
Rivero, A. G., & Dabos, G. E. (2017). Gestión diferencial de recursos humanos: una revisión e integración de la literatura. Estudios Gerenciales, 33(142), 39-51. https://doi.org/10.1016/j.estger.2016.12.003
Sección
Artículo de investigación