Effectiveness of talent management strategies
01 Sep 2011-European Journal of International Management (Inderscience Publishers Ltd)-Vol. 5, Iss: 5, pp 524-539
TL;DR: In this paper, the effects of different types of talent management strategies on organisational performance were investigated and four different strategies were introduced and shown how they affect organizational performance, including retaining and developing talent.
Abstract: This paper investigates the effects of different types of talent management strategies on organisational performance. We introduce four different strategies and show how they affect organisational performance. For this purpose, we use a particularly detailed dataset of 138 Swiss companies. We find that talent management focusing on retaining and developing talents has a statistically significant positive impact on human resource outcomes such as job satisfaction, motivation, commitment and trust in leaders. Moreover, talent management practices with a strong focus on corporate strategy have a statistically higher significant impact on organisational outcomes such as company attractiveness, the achievement of business goals, customer satisfaction and, above all, corporate profit, more so than any other areas that talent management focuses upon.
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TL;DR: In this paper, the authors review debates around talent management decision making and identify some future research areas that will inform future decision making in talent management, and present a state-of-the-art review of decision marking.
Abstract: Purpose – The paper sets out to understand the key issues that emerge in the context of decision making.Design/methodology/approach – The paper is a literature review.Findings – First, the authors review debates around talent management decision making. Second, they examine some of the main factors currently influencing decision making in talent management. Third, they seek to identify some future research areas that will inform future decision making in talent management.Practical implications – The paper will be of interest to practitioners in designing and developing talent management decision systems.Originality/value – The paper presents a state of the art review of talent management decision marking.
325 citations
TL;DR: In this paper, the authors provide a critical review of the academic literature on talent management in search of alternative perspectives, finding three dominant themes: the exploration of the concept of talent (definitions), the intended outcomes or effects of talent management and talent management practices.
Abstract: The aim of this paper is to provide a critical review of the academic literature on talent management in search of alternative perspectives. We found three dominant themes: the exploration of the concept of talent (definitions), the intended outcomes or effects of talent management and talent management practices. These themes are explored in more detail, and we discuss possible limitations of the current points of view on talent management. Our main finding was that the current talent management literature has a too narrow and one-dimensional approach. It can be characterized as managerialist and unitarist and has a limited view of the practices and activities of human resources. To broaden this view to a more balanced or pluralistic approach to talent management, we added new perspectives, such as stakeholder theory, multiple goals and an extended consideration of practices. The new perspectives are not only valuable for the development of the field of talent management in general but also essential for...
270 citations
TL;DR: In this article, the authors adopt a social exchange theory perspective to explain the impact of talent management (TM) on the psychological contract and its outcomes, and they propose that in contexts where a war for talent prevails, the strong interest of Generations X and Y in training, development and career advancement makes highly engaged and extensive TM activities even more crucial for retaining talented individuals than is the case for the so-called Baby Boomer generation.
233 citations
Cites background from "Effectiveness of talent management ..."
...In their research investigating the impact of talent strategies on organizational outcomes, Bethke-Langenegger et al. (2011) showed that TM has a positive impact, not only on organizational performance, but also on individual outcome variables....
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TL;DR: In this article, a review adopts a phenomenon-driven approach in reviewing the talent management literature, applying methods derived from bibliometrics and content analysis to evaluate the state of the field and derive implications for research and practice unbiased towards a-priori assumptions of which frameworks or methods are most adequate.
204 citations
TL;DR: In this paper, the authors adopted a systematic review that covers empirical research on TM which has been published between 2006 and 2014 in academic peer-reviewed journals, and a total of 96 articles were included in the review.
Abstract: Purpose – The purpose of this paper is to frame empirical literature on talent management (TM), and to provide a clear and comprehensive picture of the topics under investigation, the conceptualization of TM, and under-explored areas. Design/methodology/approach – The authors adopted a systematic review that covers empirical research on TM which has been published between 2006 and 2014 in academic peer-reviewed journals. A total of 96 articles were included in the review. A bibliometric as well as a content analysis has been carried out. Findings – The results reveal that the Anglo-Saxon context (in particular EU) has a great impact on empirical TM research. Also research foundations and designs are not very rigorous. A slight awareness of context and culture was found. Empirical TM research is predominantly built on an exclusive approach to TM. Yet, how TM works in practice and how well (from the perspective of multiple actors) as well as the role and perceptions of line managers are under-explored areas...
178 citations
References
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27,104 citations
"Effectiveness of talent management ..." refers background in this paper
...Furthermore, the quality of work ought to be enhanced through the use of this strategy in view of the fact that experience is an essential source of learning (Kolb, 1984)....
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Abstract: Perspectives on Sexuality Sex Research - an Overview Part 1. Biological Perspectives: Sexual Anatomy 1. Sexual Physiology 2. Human Reproduction 3. Birth Control 4. Abortion Part 2. Developmental Perspectives: Childhood Sexuality 5. Adolescent Sexuality 6. Adult Sexuality 7. Gender Roles Part 3. Psychological Perspectives: Loving and Being Loved 8. Intimacy and Communication Skills 9. Enhancing your Sexual Relationships 10. Sexual Orientation 11. Sexual Behaviour 12. Sexual Variations 13. Coercive Sex - the Varieties of Sexual Assault Part 4. Sexual Health Perspectives: Sexually Transmitted Diseases and Sexual Infections 14. HIV Infection and AIDS 15. Sexual Dysfunctions and Sex Therapy 16. Sexual Disorders and Sexual Health Part 5 Cultural Perspectives: Sex and the Law 17. Religious and Ethical Perspectives and Sexuality
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"Effectiveness of talent management ..." refers background in this paper
...Subsequently, their esteem needs are fulfilled and, as a result, talents demonstrate higher job satisfaction and motivation (Maslow, 1954)....
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TL;DR: In this paper, a definition of trust and a model of its antecedents and outcomes are presented, which integrate research from multiple disciplines and differentiate trust from similar constructs, and several research propositions based on the model are presented.
Abstract: Scholars in various disciplines have considered the causes, nature, and effects of trust. Prior approaches to studying trust are considered, including characteristics of the trustor, the trustee, and the role of risk. A definition of trust and a model of its antecedents and outcomes are presented, which integrate research from multiple disciplines and differentiate trust from similar constructs. Several research propositions based on the model are presented.
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TL;DR: In this article, the authors examined the linkages between systems of high performance work practices and firm performance and found that these practices have an economically and statistically significant impact on both intermediate outcomes (turnover and productivity) and short and long-term measures of corporate financial performance.
Abstract: This paper comprehensively examined the linkages between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate outcomes (turnover and productivity) and short- and long-term measures of corporate financial performance. Support for the predictions that the impact of High Performance Work Practices is in part contingent on their interrelationships and links with competitive strategy was limited.
8,131 citations
"Effectiveness of talent management ..." refers background in this paper
...…& Morieux, 2005; DiRomualdo et al., 2009; Gandossy & Kao, 2004; Yapp, 2009), Net Profit Margin, Return on Assets and Return on Equity (DiRomualdo et al., 2009; Joyce et 5 al., 2007), or Return on Shareholder’s Value and Market Value (Axelrod et al., 2001; Huselid, 1995; Huselid & Becker, 1998)....
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...…2011; Schuler et al., 2010; Silzer & Dowell, 2010) There is some support for the concept that those organisations with a strong link between talent management practices and corporate strategy report higher (financial) performance outcomes (Huselid, 1995; Joyce et al., 2007; Tansley et al., 2007)....
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