(2017-01-01) Dabos, Guillermo Enrique; Rivero, Andrea Gabriela
Since the end of the twentieth century, the concept of workforce differentiation emerges as a key theoretical
development for strategic human resource management. This differentiation is grounded on the
differential value that some employees provide to the organization. Based on a literature review on
humanresource differential management,weexamine the criteria utilized to strategically distinguish and
manage different groups of employees. As a result, two dominant perspectives regarding what constitutes
the basis for workforce differentiation are identified, assuming that an employee could be of strategic
value based upon his/her individual characteristics (human capital) or the job occupied by him/her. Thus,
this article integrates both perspectives that remained largely dissociated in the literature, and raises new
inquiries for future research.
