BIBLIOGRAFIA & LINKS

Mentoring

  • Collins, N. (1983). Professional women and their mentors. Englewood Cliffs, NJ: Prentice Hall
  • Douglas, ch. (1997). Formal Mentoring Programs in Organizations. An annotated bibliography. Center For Creative Leadership. Greensboro, North Carolina.
  • Kram, K. (1988), Mentoring at work: Developmental relationships in organizational life. England: University Press of America.
  • Ragins, B. (1997). “Diversified mentoring relationships in organizations: a power perspective”. Academy of Management Review, vol. 22, pp. 482-521.
  • Ragins, B, Kram, K. (2007). The handbook of mentoring at work: Theory, research, and practice. SAGE publications.
  • Wickman, F., & Sjodin, T. (1997). Mentoring. New York: McGraw-Hill.

Gestion del Talento

  • Conner, J. (2000). “Developing the global leaders of tomorrow”, Human Resource Management, vol. 39, nro 2/3, pp. 147-157.
  • Dominick, P., Gabriel, A. (2009). “Two sides to the story: An interactionist perspective on identifying potential. Industrial and Organizational Psychology”, Perspectives on Science and Practice, vol. 2, pp.430–433.
  • Dries, N., Pepermans, R. (2007). “Using emotional intelligence to identify high potential: a metacompetency perspective”, Leadership & Organization Development Journal, vol 28, nº 8, pp. 749-770.
  • Dries, N., Pepermans, R. (2008). ‘‘Real” high-potential careers: An empirical study into the perspectives of organisations and high potentials”, Personnel Review, vol 37, nº 1, pp. 85-108.
  • Eichinger, R. Lombardo, M. (2004). “Learning Agility as a Prime Indicator of Potential” Human Resource Planning, vol. 27, pp.12-15
  • Fernandez-Araoz, C., Groysberg, B., Nohria, N. (2011). “How to hang on to your high potentials”, Harvard Business Review, vol 89, n° 10, pp. 76-83.
  • Frank, F. D., Taylor, C. (2004). “Talent management: Trends that will shape the future”, Human Resource Planning, vol 27, nº 1, pp. 33−41.
  • Fulmer, R, Conger, J. (2004). Defining and Identifying Talent. Capítulo 3, En Growing Your Company’s Leaders: How Great Organizations Use Succession Management to Sustain Competitive Advantage AMACOM.
  • Henson R. (2009). “Key practices in identifying and developing potential”, Industrial and Organizational Psychology, vol. 2, pp. 416–419.
  • Jaques, E. (2004). La Organización requerida. Sistema integrado para crear organizaciones eficaces y aplicar el liderazgo Ed. Granica.
    Jaques, E., Clement, S.D. (1991), Executive Leadership: A Practical Guide to Managing Complexity, Cason Hall, Arlington, VA.
  • Lombardo, M., Eichinger, R. (2000). “High potentials as high learners”, Human Resource Management ,vol 39, n º 4, pp. 321–329.
  • London, M., Maurer, T. (2004). Leadership development: A diagnostic model for continuous learning in dynamic organizations. En J. Antonakis, A. Cianciolo, & R. Sternberg (eds.), The nature of leadership (pp. 222 – 245). Thousand Oaks, CA: Sage Publications.
  • Mumford, T., Campion, M., Morgeson, F. (2007). “The leadership skills strataplex: Leadership skill requirements across organizational levels”, Leadership Quarterly, vol 18, pp. 154-166.
  • Pepermans, R., Vloeberghs, D., Perkisas, B. (2003). “High potential identification policies: an empirical study among Belgian companies”, Journal of Management Development, vol. 22, n° 8, pp. 660-678.
  • Ready, D., Conger, J. Hill, L. (2010). “Are You a High Potential?” Harvard Business Review, vol 88, n° 6, pp. 78-84.
  • Silzer, R., Church, A. (2009). “The pearls and perils of identifying potential”, Industrial and Organizational psychology, vol. 2, pp 377–412.
  • Silzer, R., Church, A. (2010). Identifying and Assessing High Potential Talent: Current Organizational Practices. Capítulo 5, en Silzer, R., Dowell, B. (Eds.) Strategy Driven Talent Management: A Leadership Imperative, Jossey Bass: San Francisco.
  • Silzer, R., Church, A. (2009), “The Potential for Potential”, Industrial and Organizational Psychology, vol. 2, pp. 446–452.
  • Silzer, R., Davis, S. (2010). Assessing the Potential of Individuals—The Prediction of Future Behavior, capítulo 16, en Handbook of Workplace Assessment: Evidence-Based Practices for Selecting and Developing Organizational Talent by John C. Scott and Douglas H. Reynolds John Wiley & Sons.
  • Silzer, R., Dowell, B. (2010). Strategy-Driven Talent Management: A Leadership Imperative, John Wiley & Sons, United States.
  • Wan, K (2011). “Perspectives on High Potentials: Defining and Identifying Talent in an Organisation”, November 2011
  • Yost, P., Chang, G. (2009). “Everyone is equal, but some are more equal than others”, Industrial and Organizational Psychology: Perspectives on Science and Practice, vol 2, pp. 442-445.