The Problem

Many organizations are ill-equipped to mitigate the talent management challenges associated with extended leave for military reservists. Today, reservists take more long-term leave from civilian employment than at any point in modern history, due to more frequent and longer periods of active service resulting from persistent conflict. Yet, there is a lack of research on managing the dual careers of military reservists, and limited guidance is available for human resource development (HRD) professionals.

The Solution

We propose that opportunity exists in the effective career management of reservists, who receive extensive military training. This article draws on inclusivity research to provide a model for managing the HRD aspects of extended military leave. Rather than focusing on the compliance aspects of military leave, we believe organizations can increase the performance, commitment, and career progression of reservists to better capitalize on the skills and competencies gained through military service.

The Stakeholders

This article offers practitioners of HRD and HRM insights into building inclusive organizations for military reservists. Implications may also be of interest to scholars of military psychology, military reservists, and military-connected employees.

中文翻译：

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休假之前，期间和之后的人力资源开发

问题

许多组织没有足够的能力来缓解与军人预备役人员长期休假有关的人才管理挑战。今天，由于持续不断的冲突导致后备役人员更频繁，更长期地服役，因此，与长期以来，后备役人员相比，从文职人员那里获得的长期休假要多得多。但是，缺乏有关管理军事后备人员双重职业的研究，并且对于人力资源开发（HRD）专业人员的指导也很有限。

解决方案

我们建议，在接受广泛军事训练的预备役人员进行有效的职业管理时，存在机会。本文利用包容性研究为管理延长军假的人力资源开发方面提供了一个模型。我们相信组织可以专注于通过服兵役获得的技能和能力，而不必专注于服兵役的合规性，而是可以提高预备役人员的绩效，承诺和职业发展。

利益相关者

本文为HRD和HRM的从业人员提供了有关为军事后备军建立包容性组织的见解。军事心理学家，军事后备役人员和与军事有联系的雇员也可能会对这些建议感兴趣。