Implementing Strengths-based Human Resource Management (HRM) Philosophies

Marianne Van Woerkom, Professeure titulaire, Tilburg University

Séminaire organisé par le Département gestion des ressources humaines

Ouvert à tous.

Salle : TD Assurance Meloche Monnex, 1er étage, section verte, édifice Côte-Sainte-Catherine

Informations sur la conférencière :

Marianne van Woerkom is a Professor of Positive Perspectives on Human Resource Studies at the Department of Human Resource Studies within Tilburg University’s School of Social and Behavioral Sciences (the Netherlands). She teaches various courses, covering topics such as learning and development, coaching, positive institutions, and positive psychology interventions in organizations. Additionally, she serves as the track coordinator for the Master's track in Positive Psychology and Well-being. Her research focuses on the well-being and development of workers, with a particular interest in how strengths-based approaches, inspired by positive psychology, can foster both individual and organizational flourishing. Her work has been published in prestigious, peer-reviewed journals including the Journal of Applied Psychology, Human Resource Management Review, Human Resource Management, Journal of Occupational Health Psychology, and Journal of Vocational Behavior.

Informations sur la conférence :

Strengths-based Human Resource Management (HRM) philosophies are becoming increasingly popular. This philosophy relates to the belief that optimal performance will not be reached by correcting deficient attitudes, skills and behaviours (Luthans 2002), but by empowering employees to identify, use and develop their unique strengths (Van Woerkom and Meyers 2015). In this seminar we will discuss how these philosophies can be implemented in work organizations by drawing on the HR process model (Wright and Nishii 2007). This model sheds light on how HRM practices impact employee behaviour through three manifestations of HRM, i.e., intended HRM as written down in policy plans, actual HRM as executed by team leaders, and perceived HRM as experienced by workers. Furthermore, we will discuss case studies related to the implementation of strengths-based HRM in educational institutions and neurodiverse workers in the STEM sector.