The Experts below are selected from a list of 24417 Experts worldwide ranked by ideXlab platform
David G. Collings - One of the best experts on this subject based on the ideXlab platform.
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Talent Management: Progress and prospects
Human Resource Management Review, 2015Co-Authors: David G. Collings, Hugh Scullion, Vlad VaimanAbstract:Abstract This paper serves as an introduction to this special issue on Talent Management. The articles featured here are inspired by the second EIASM workshop on Talent Management. Following a summary review of the current state of the Talent Management literature the paper introduces the four articles in the issue.
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toward mature Talent Management beyond shareholder value
Human Resource Development Quarterly, 2014Co-Authors: David G. CollingsAbstract:Talent Management has become one of the most prevalent topics in the field of people Management and development for practitioners and academics alike. However, while managers do appear to appreciate the importance of Talent Management, they often fail to manage it effectively, and the linkages between Talent Management and organizational performance remain unclear. In this invited feature article, I argue that the failure to effectively manage and develop Talent can be traced, in part, to a narrow conceptualization of performance in much thinking on Talent Management. At an organizational level, this means that performance is generally considered solely in terms of shareholder returns while ignoring other stakeholders. This translates into HR systems that fail to effectively align individuals and organizations in the generation of value. This article foregrounds employees as stakeholders and argues that organizations that are defined by a sense of purpose and that prioritize employees as stakeholders generally have higher levels of alignment between organizational and employee goals with more highly motivated employees and ultimately more sustainable performance. Some implications for research on Talent Management are developed.
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Global Talent Management
The Business & Management Collection, 2011Co-Authors: Hugh Scullion, David G. CollingsAbstract:Section 1: The Context of Global Talent Management 1. Global Talent Management: Introduction Hugh Scullion and David G. Collings 2. Framework for Global Talent Management: HR Actions for Dealing with Global Talent Challenges Randall S. Schuler, Susan E. Jackson and Ibraiz Tarique Section 2: Global Talent Management in Practice 3. Global Talent Management: New Roles for the Corporate HR Function? Paul Sparrow, Hugh Scullion and Elaine Farndale 4. The Identification and Evaluation of Talent in MNES Anthony McDonnell and David G. Collings 5. Embracing Turnover: Moving Beyond the "War for Talent" Deepak Somaya and Ian O. Williamson 6. Employer Branding and Corporate Reputation Management in Global Companies: A Signalling Model and Case Illustration Graeme Martin and Saskia Groen-in't-Woud Section 3: Global Talent Management: Comparative Perspectives 7. Talent Management in India Jonathan P. Doh, Walter G. Tymon, Jr. and Stephen A. Stumpf 8. Talent Management in China Fang Lee Cooke 9. Talent Management in the Middle East Abbas J. Ali 10. Talent Management in Central and Eastern Europe Vlad Vaiman and Nigel Holden
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strategic Talent Management a review and research agenda
Human Resource Management Review, 2009Co-Authors: David G. Collings, Kamel MellahiAbstract:Despite a significant degree of academic and practitioner interest the topic of Talent Management remains underdeveloped. A key limitation is the fact that Talent Management lacks a consistent definition and clear conceptual boundaries. The specific contribution of the current paper is in developing a clear and concise definition of strategic Talent Management. We also develop a theoretical model of strategic Talent Management. In so doing we draw insights from a number of discreet literature bases. Thus, the paper should aid future research in the area of Talent Management through (1) helping researchers to clarify the conceptual boundaries of Talent Management and (2) providing a theoretical framework that could help researchers in framing their research efforts in the area. Additionally, it aids managers in engaging with some of the issues they face with regard to Talent Management.
Hugh Scullion - One of the best experts on this subject based on the ideXlab platform.
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Talent Management in Small- and Medium-Sized Enterprises
Oxford Handbooks Online, 2017Co-Authors: Marion Festing, Katharina Harsch, Lynn Schäfer, Hugh ScullionAbstract:Despite the economic importance of small- and medium-sized enterprises (SMEs), Talent Management in this context is under-researched. The liability of smallness and scarce resources as typical features of SMEs require a specific definition and approach to Talent Management in this sector. The limited knowledge about Talent Management in SMEs indicates major challenges in attracting and retaining Talent. We draw on the literature on human resource Management (HRM) in SMEs, to put Talent-Management issues in a wider context. Furthermore, we outline HRM and Talent-Management networks and cooperation in industry clusters as a means for SMEs to join forces to compete with larger, multinational companies. However, this chapter also indicates that more research is needed in the field of Talent Management in SMEs.
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Talent Management: Progress and prospects
Human Resource Management Review, 2015Co-Authors: David G. Collings, Hugh Scullion, Vlad VaimanAbstract:Abstract This paper serves as an introduction to this special issue on Talent Management. The articles featured here are inspired by the second EIASM workshop on Talent Management. Following a summary review of the current state of the Talent Management literature the paper introduces the four articles in the issue.
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Talent Management decision making
Management Decision, 2012Co-Authors: Vlad Vaiman, Hugh Scullion, David CollingsAbstract: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.
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Global Talent Management
The Business & Management Collection, 2011Co-Authors: Hugh Scullion, David G. CollingsAbstract:Section 1: The Context of Global Talent Management 1. Global Talent Management: Introduction Hugh Scullion and David G. Collings 2. Framework for Global Talent Management: HR Actions for Dealing with Global Talent Challenges Randall S. Schuler, Susan E. Jackson and Ibraiz Tarique Section 2: Global Talent Management in Practice 3. Global Talent Management: New Roles for the Corporate HR Function? Paul Sparrow, Hugh Scullion and Elaine Farndale 4. The Identification and Evaluation of Talent in MNES Anthony McDonnell and David G. Collings 5. Embracing Turnover: Moving Beyond the "War for Talent" Deepak Somaya and Ian O. Williamson 6. Employer Branding and Corporate Reputation Management in Global Companies: A Signalling Model and Case Illustration Graeme Martin and Saskia Groen-in't-Woud Section 3: Global Talent Management: Comparative Perspectives 7. Talent Management in India Jonathan P. Doh, Walter G. Tymon, Jr. and Stephen A. Stumpf 8. Talent Management in China Fang Lee Cooke 9. Talent Management in the Middle East Abbas J. Ali 10. Talent Management in Central and Eastern Europe Vlad Vaiman and Nigel Holden
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European perspectives on Talent Management
European J. International Management, 2011Co-Authors: David Collings, Hugh Scullion, Vlad Vaiman, Vlad Vaiman David G. Collings, Hugh ScullionAbstract:While Talent Management has gained a central place in the managerial discourse, academic research in the area has lagged behind. This paper considers Talent Management with a particular focus on the European context and sets the scene for the special issue which it precedes. Given that much of our understanding of Talent Management is premised on work by North American colleagues, the paper and special issue are intended to provide a European contribution to the field. We hope that through empirical insights from the European context combined with the theoretical approaches adopted in the various papers, we will at minimum provide a point of departure for the field of Talent Management in the European context.
David Collings - One of the best experts on this subject based on the ideXlab platform.
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Talent Management decision making
Management Decision, 2012Co-Authors: Vlad Vaiman, Hugh Scullion, David CollingsAbstract: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.
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European perspectives on Talent Management
European J. International Management, 2011Co-Authors: David Collings, Hugh Scullion, Vlad Vaiman, Vlad Vaiman David G. Collings, Hugh ScullionAbstract:While Talent Management has gained a central place in the managerial discourse, academic research in the area has lagged behind. This paper considers Talent Management with a particular focus on the European context and sets the scene for the special issue which it precedes. Given that much of our understanding of Talent Management is premised on work by North American colleagues, the paper and special issue are intended to provide a European contribution to the field. We hope that through empirical insights from the European context combined with the theoretical approaches adopted in the various papers, we will at minimum provide a point of departure for the field of Talent Management in the European context.
Marian Thunnissen - One of the best experts on this subject based on the ideXlab platform.
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Talent Management in the Public Sector
Oxford Handbooks Online, 2017Co-Authors: Paul Boselie, Marian ThunnissenAbstract:Private and public sector organizations are confronted with intensifying competition for Talent. Talent Management in the public sector, however, is an underexplored field of research. The aim of this chapter is to define Talent Management in the public sector context by putting it in a public sector human resources Management framework and linking it to public sector developments and tendencies. Thus, we apply a multidisciplinary approach to Talent Management, using insights from human resource Management, public administration, and public Management. First, we describe relevant public sector characteristics and developments. Then, we define Talent Management in the public sector context based on what is already know from previous research and the literature, and we discuss key issues, dualities, and tensions regarding Talent Management in the public sector. Finally, we suggest a future agenda for Talent-Management research in public sector contexts and present some implications for practitioners.
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A review of Talent Management: ‘infancy or adolescence?’
The International Journal of Human Resource Management, 2013Co-Authors: Marian Thunnissen, Paul Boselie, B.g.m. FruytierAbstract: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...
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Talent Management and the relevance of context: Towards a pluralistic approach
Human Resource Management Review, 2013Co-Authors: Marian Thunnissen, Paul Boselie, B.g.m. FruytierAbstract:Abstract This paper aims to contribute to the development of a broader, more balanced approach to Talent Management that will help in studying and implementing Talent Management across different contexts. The paper starts with an overview of the advances made in previous reviews and studies with respect to three central themes: the definition of Talent, intended outcomes of Talent Management, and Talent Management practices. We identify the one-dimensional and narrow approach to the topic as a main limitation of the existing Talent Management literature. Through the use of theories from the organizational theory and the strategic HRM domain, we add new perspectives and develop a multilevel, multi-value approach to Talent Management. In so doing, we offer an in-depth discussion of the potential economic and non-economic value created by Talent Management at the individual, organizational, and societal level.
Vlad Vaiman - One of the best experts on this subject based on the ideXlab platform.
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Talent Management: Progress and prospects
Human Resource Management Review, 2015Co-Authors: David G. Collings, Hugh Scullion, Vlad VaimanAbstract:Abstract This paper serves as an introduction to this special issue on Talent Management. The articles featured here are inspired by the second EIASM workshop on Talent Management. Following a summary review of the current state of the Talent Management literature the paper introduces the four articles in the issue.
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Talent Management decision making
Management Decision, 2012Co-Authors: Vlad Vaiman, Hugh Scullion, David CollingsAbstract: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.
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European perspectives on Talent Management
European J. International Management, 2011Co-Authors: David Collings, Hugh Scullion, Vlad Vaiman, Vlad Vaiman David G. Collings, Hugh ScullionAbstract:While Talent Management has gained a central place in the managerial discourse, academic research in the area has lagged behind. This paper considers Talent Management with a particular focus on the European context and sets the scene for the special issue which it precedes. Given that much of our understanding of Talent Management is premised on work by North American colleagues, the paper and special issue are intended to provide a European contribution to the field. We hope that through empirical insights from the European context combined with the theoretical approaches adopted in the various papers, we will at minimum provide a point of departure for the field of Talent Management in the European context.
