Abstract
Om de huidige en toekomstige arbeidsmarktuitdagingen het hoofd te bieden en te komen tot een inclusieve arbeidsmarkt is een goed samenspel tussen HRM en sociale zekerheid cruciaal. In dit artikel wordt het Transitioneel Inclusief HRM arbeidsmarktmodel besproken. Het model maakt inzichtelijk dat mensen zich in verschillende posities op de arbeidsmarkt bevinden: intern, extern of buiten de arbeidsmarkt. De invloedssfeer van sociaalzekerheids- en HRM-beleid is anders voor de verschillende arbeidsmarktposities. Transities zijn nodig om werkzekerheid te realiseren en/of te behouden. In dit artikel worden de volgende vier transities onderscheiden: 1) van inactiviteit naar werk, 2) van opdracht naar opdracht, 3) van werk naar werk en 4) de transitie naar banen, beroepen en loopbanen in de toekomst. De arbeidsmarkt functioneert beter als mensen willen, kunnen én de gelegenheid krijgen om te bewegen op de arbeidsmarkt. Om te durven bewegen zijn nieuwe zekerheden nodig, die geboden kunnen worden door de overheid en werkgevers in goede afstemming met elkaar. Het artikel sluit af met aanbevelingen voor HRM ten aanzien van de vier verschillende transities die samen ingrediënten kunnen vormen voor inclusief HRM-beleid.
To meet current and future labor market challenges and achieve an inclusive labor market, an effective interplay between HRM and social security is crucial. This article discusses the Transitional Inclusive HRM labor market model. The model clarifies that people are in different positions in the labor market: internal, external or outside the labor market. The sphere of influence of social security and HRM policies is different for the different labor market positions. Transitions are necessary to achieve and/or maintain employment security. This article distinguishes the following four transitions: 1) from inactivity to work, 2) from assignment to assignment, 3) from work to work, and 4) the transition to jobs, professions and careers in the future. The labor market functions better when people want, are able and have the opportunity to make transitions in the labor market. Making a transition requires new securities, which can be provided by the government and employers in alignment with each other. This article concludes with recommendations for HRM regarding the four different transitions that together can form ingredients for inclusive HRM policy.
To meet current and future labor market challenges and achieve an inclusive labor market, an effective interplay between HRM and social security is crucial. This article discusses the Transitional Inclusive HRM labor market model. The model clarifies that people are in different positions in the labor market: internal, external or outside the labor market. The sphere of influence of social security and HRM policies is different for the different labor market positions. Transitions are necessary to achieve and/or maintain employment security. This article distinguishes the following four transitions: 1) from inactivity to work, 2) from assignment to assignment, 3) from work to work, and 4) the transition to jobs, professions and careers in the future. The labor market functions better when people want, are able and have the opportunity to make transitions in the labor market. Making a transition requires new securities, which can be provided by the government and employers in alignment with each other. This article concludes with recommendations for HRM regarding the four different transitions that together can form ingredients for inclusive HRM policy.
| Original language | Dutch |
|---|---|
| Pages (from-to) | 22-42 |
| Journal | Tijdschrift voor HRM |
| Volume | 26 |
| Issue number | 3 |
| DOIs | |
| Publication status | Published - 2023 |