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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.

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.

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.

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

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.

The purpose of this paper is to identify and explain what happens in practice in TM, in order to contribute to the building of a broader and more balanced theoretical framework for TM in which the impact of the organizational context and its interrelated actors are taken into account.

The empirical data were collected in an explorative, longitudinal study on TM policies and practices in five Dutch university departments.

The two crucial actors in TM – the organization and the talented employee – have a different perception of the intended and actual value of TM. The organization is capable of shaping and implementing a TM system that meets its needs, so from an organizational perspective TM is effective. Since the needs of the talented employees are insufficiently addressed in the intended and actual TM practices, TM has less value for them. Various influence factors at the institutional, organizational and individual level are identified.

The study was a first step in opening the “black box” in TM, but several questions on the TM process still remain unanswered. The author therefore encourages more research on the multiple levels in the TM process, and the factors that cause variability.

Knowledge of the factors which influence the TM process from strategy to outcomes can help practitioners to build a more effective TM approach.

Theoretical approaches from companion academic disciplines are linked to the dominant viewpoints in the TM literature. Moreover, to give counterbalance to the tendency to use universal models to explain TM, this study contextualizes TM. Finally, this study goes beyond a focus on management interests, and investigates to what extent other stakeholders (employees) benefit from TM.

The purpose of this paper is to contribute to the development of a broader, multi-dimensional approach to talent that helps scholars and practitioners to fully understand the nuances and complexity of talent in the organizational context.

The data were collected in two complementary research projects on the definition and identification of talented academics in the early stages of their careers. The first study focussed on defining and developing talent within university departments, in which the perspectives of management, policy advisors and talented employees themselves were taken into account. The second study investigated talent selection in the specific context of grant allocation by the Dutch Research Council (NWO).

The results suggest that the conceptualization of talent cannot be disconnected from its context. In particular, the perceptions of the different stakeholder groups in an organizational context have a major impact. Although talent is generally perceived as a combination of multiple components, this general outcome conceals the unilateral approaches to talent of the separate stakeholder groups. These unilateral interpretations of talent also affect the design of the talent management system. The paper describes the difficulties organizations are confronted within developing and implementing their talent programs.

This broader approach regards talent as a bundle of integrated components, and takes the impact of the organizational context and its interrelated stakeholders into account.

The purpose of this paper is to investigate the process of translation of an institutionalized governance framework as adapted to a major project in practice. Although infrastructure projects have been studied for decades, most studies have emphasized economic or contingency-based perspectives. Of those studies, some researchers have focused on governance frameworks for public infrastructure projects, and their impact for shaping the front-end phase of those projects. Yet, little is known about the way actors translate and enact those governance frameworks into practice. Understanding this translation process will lead to a better understanding of the overall performance of major infrastructure projects.

This qualitative research is based on a case study of one public infrastructure project in the health sector in Quebec, Canada. Through non-participant observation and interviews, the planning phase of the project is presented as it unfolds.

The process of translation is presented, from the ostensive, institutionalized governance framework, to appropriation into performative practices, which resulted in 12 specific practices: four “structuring” practices at the institutional level, five “normalizing” practices at the organizational level and three “facilitating” practices at the project level.

The main contribution of this paper is to enrich our understanding of the governance of major public infrastructure projects with process- and practice-based theories.