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Article
Publication date: 13 November 2017

Eva Gallardo-Gallardo, Liliana Arroyo Moliner and Pedro Gallo

Despite the popularity of talent management (TM), very little has been published on the community of scholars that contribute to the knowledge base of the field. The…

Abstract

Purpose

Despite the popularity of talent management (TM), very little has been published on the community of scholars that contribute to the knowledge base of the field. The purpose of this paper is to disclose the dynamics in TM research through a detailed analysis of its evolving collaboration networks (i.e. research communities) in order to identify key authors and major topics covered.

Design/methodology/approach

A total of 225 co-authored articles published on TM from 2001 to May 2016 were retrieved from the Web of Science and Scopus and then analyzed and mapped using social network analysis methods.

Findings

The authors identified two major scientific communities (one of 63 authors and the other one of 24 authors). Both communities not only have different characteristics and structure, but also focus on different topics. The authors identified key players within each community and offer a dynamic view on the main topics studied.

Practical implications

This paper may help practitioners and newcomers to the field to rapidly identify key players and main topics studied in the TM field. It may assist academic institutions and journal editorial teams in better assessing and identifying key scholars in this field.

Originality/value

This paper offers the first analysis of TM collaborative research networks.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 4 no. 4
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 6 July 2020

Vicenc Fernandez and Eva Gallardo-Gallardo

This paper aims to contribute to the literature on human resources (HR) digitalization, specifically on HR analytics, disentangling the concept of analytics applied to HR…

4917

Abstract

Purpose

This paper aims to contribute to the literature on human resources (HR) digitalization, specifically on HR analytics, disentangling the concept of analytics applied to HR and explaining the factors that hinder companies from moving to analytics. Therefore, the central research questions addressed in this study are: what does HR analytics encompass? What impedes the adoption of analytics in HR within organizations?

Design/methodology/approach

The authors performed a comprehensive literature review on analytics as applied in HR. The authors relied on two of the major multidisciplinary publication databases (i.e. Scopus and WoS). A total of 64 manuscripts from 2010 to 2019 were content analyzed.

Findings

The results reveal that there is an ongoing confusion on HR analytics conceptualization. Yet, it seems that there is an emerging consensus on what HR analytics encompasses. The authors have identified 14 different barriers for HR analytics adoption grouped into four categories, namely, data and models, software and technology, people and management. Grounding on them the authors propose a set of 14 key factors to help to successfully adopt HR Analytics in companies.

Originality/value

This paper brings clarity over the conceptualization of HR analytics by offering a comprehensive definition. Additionally, it facilitates business and HR leaders in making informed decisions on adopting and implementing HR analytics. Moreover, it assists HR researchers in positioning their paper more explicitly in current debates and encouraging them to develop some future avenues of research departing from some questions posed.

Details

Competitiveness Review: An International Business Journal , vol. 31 no. 1
Type: Research Article
ISSN: 1059-5422

Keywords

Book part
Publication date: 19 September 2022

Eva Gallardo-Gallardo and Marian Thunnissen

Conducting relevant research is a cornerstone of good academic practice. However, considering academics and practitioners’ divergent paradigms and social systems, it is…

Abstract

Conducting relevant research is a cornerstone of good academic practice. However, considering academics and practitioners’ divergent paradigms and social systems, it is challenging to undertake impactful research. Indeed, the research–practice gap remains an essential issue in human resource management research. There have been several calls for translating research for dissemination, making it more societally relevant, and beginning conversations and activities that move beyond the confines of the academic context. In fact, research on talent management (TM) has been accused of lagging in offering organizations vision and direction. Understanding the perceived causes and potential solutions for relevant problems is a real need to successfully narrow the TM research–practice gap. Thus, the purpose of this chapter is to offer an in-depth discussion on the research–practice gap in TM. To do so, we first identify the critical dimensions of research relevance that will help us to ground our discussion regarding the applicability of current academic TM research. By doing this, we seek to understand better what is happening with TM research, which should then help provide insights into how its practical impact can be improved.

Details

Talent Management: A Decade of Developments
Type: Book
ISBN: 978-1-80117-835-8

Keywords

Book part
Publication date: 2 October 2019

Eva Gallardo-Gallardo

There is little doubt that practitioners and academics care about talent management (TM). The significant impact that the Fourth Industrial Revolution has on the work…

Abstract

There is little doubt that practitioners and academics care about talent management (TM). The significant impact that the Fourth Industrial Revolution has on the work environment, combined with a set of broader socioeconomic, geopolitical, and demographic changes, emphasize the importance of managing talent extremely well. However, it seems that practitioners and managers are still seeking answers to the practical issues in handling TM and the chapter questions how much academic research is addressing this concern. In particular, this chapter offers a critical reflection on the relevance (visibility and impact) of TM research. Although the field has evolved significantly, practical implications for stakeholders remain unanswered. In other words, the Academic-Practitioner Gap in TM remains wide. Current TM research is lost in and before translation. In order to overcome these issues, scholars will require hard self-examination, and engagement with practitioners. The future of TM will be brighter and its role more effective when stakeholders work more closely to chart a consistent pathway forward.

Details

Managing Talent: A Critical Appreciation
Type: Book
ISBN: 978-1-83909-094-3

Abstract

Details

Talent Management in Practice
Type: Book
ISBN: 978-1-78714-597-9

Abstract

Details

Talent Management in Practice
Type: Book
ISBN: 978-1-78714-597-9

Article
Publication date: 4 January 2016

Eva Gallardo-Gallardo and Marian Thunnissen

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…

5823

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.

Practical implications

The paper gives vision and direction to practitioners in particular on the definition of talent and TM.

Originality/value

This study frames the extent and nature of empirical research on TM, and it is the first to specifically and objectively examine the advances made in the field and to identify under-explored areas. By doing so, it helps to avoid presumptions and misguided beliefs, to advance the knowledge of TM issues in organizations and regions, and to better channel future research.

Details

Employee Relations, vol. 38 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

Content available
Book part
Publication date: 23 August 2017

Marian Thunnissen and Eva Gallardo-Gallardo

Abstract

Details

Talent Management in Practice
Type: Book
ISBN: 978-1-78714-597-9

Content available
Book part
Publication date: 23 August 2017

Marian Thunnissen and Eva Gallardo-Gallardo

Abstract

Details

Talent Management in Practice
Type: Book
ISBN: 978-1-78714-597-9

Abstract

Details

Talent Management in Practice
Type: Book
ISBN: 978-1-78714-597-9

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