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There is a substantial void in the understanding of the effect of talent management (TM) practices specifically targeted at females on firm performance. This paper investigates the relationship between female-focused TM and firm performance with the aim of demonstrating the importance of gender diversity in firms.

The authors developed and empirically tested a contextually embedded model using data from 103 multinational corporations in Russia to examine the effect of female-focused TM on firm performance.

The authors found an overall positive relationship between female-focused TM and firm performance. The authors’ analysis also revealed significant positive effects of female-focused talent development and talent retention, but not talent attraction, on firm performance.

This paper contributes to the vibrant TM scholarship by focusing on female-focused talent attraction, development and retention practices.

The paper aims to explore the role of talent management (TM) practices in shaping firm’s absorptive capacity (AC) in the host country. Based on the data from representatives of Chinese diaspora used in Russia, this study discusses the role of TM practices in developing firm’s AC through learning from diaspora.

To explore possible connections between both TM practices and AC and TM practices and attractiveness of a company for diaspora representatives (talent mobility), this study reports an exploratory study by using a set-theoretical analytic method, fuzzy set qualitative comparative analysis.

The findings state that retention and development practices significantly influence firm’s AC, which promotes attractiveness of Russia as of destination country for Chinese employees and of particular company with the corresponding TM system.

This study reveals the existing connection between diaspora talent attraction and knowledge assimilation and diaspora talent retention and knowledge transformation. Knowledge acquisition is influenced by talent retention and talent development with a mediation of knowledge sharing.

The growing trends in talent migration, which in the extreme lead to brain drain, in step with an increasing female participation in labor markets and migration flows, set challenges for both business and governments managing these processes. In this vein, it is proposed that macro talent management (MTM) is effective in managing the above-mentioned macro-level issues. The purpose of this paper is to identify and compare the determinants of talent migration with respect to gender and to analyze the role that talent management (TM) practices may play in the migration of diverse talent groups (male and female) within the Russian context.

Anticipating the possible differences in talent migration determinants between men and women and using data from 557 Russian graduates, considered to be high-potential talents, the authors found that these determinants converge.

Male and female talent migration intentions in Russia are influenced by the same industry and individual push factors as well as family reasons, confirming that women are acting as independent economic migrants rather than tied movers. Moreover, the authors identified that talents in our sample evaluate highly the possibility of TM practices to change their migration intentions, and that female talents are more sensitive and responsive in this regard. Therefore, the TM system in the emerging economies' context, in particular Russia, is important for increasing the share of women in the workforce, in particular in leadership positions.

The study's results are important as they provide evidence on the gendered dimension of talent migration in particular in terms of the gendered assessment of talent migration determinants. Moreover, the study shows the positive role of TM in managing talent flows at the country level, in particular the ability of TM practices to attract talents to local organizations and, hence, retain them in a country.

The purpose of this paper is to investigate the peculiarities of human resource management (HRM) practices in Kazakh firms and identify the factors that influence them. Attention is paid to analysis of the country-specific environment, which shapes the peculiarities of HRM and provides discussion on the respective Westernization or localization perspectives.

The paper argues that HRM practices are influenced by a number of factors, some of which are rather specific to Kazakhstan and some are common in a Commonwealth of Independent States’ context. The study uses exploratory research which includes the conduction of a survey, consisting of blocks of questions, for data collection.

The results show that despite dynamic economic growth of Kazakhstan’s economy, HRM practices are still in transition from those of Soviet heritage to ones that exist in Western multinational corporations. They cannot fully match the country’s needs for HRM development. Several recommendations for the future development of HRM in Kazakhstan are made.

The study examines the adaptation of HRM practices to the business environment in Kazakhstan.

The purpose of this paper is twofold. First, the authors aim to examine the role of talent management (TM) practices in talent migration from developed countries to Ghana that may enhance country’s economic development through knowledge transfer. The paper also investigates the determinants of migration to the African countries.

Discussing the importance of self-initiated expatriates (SIEs), and how TM practices may contribute to global migration, the authors develop a set of propositions and build a theoretical framework showing how firms from Ghana can push SIEs to a longer stay in Ghana stimulating inward migration by implementing TM practices.

The authors claim that in the Ghanaian context expatriates may become migrants by overcoming negative perceptions about Ghana as a destination. Besides the authors argue that talent attraction and talent retention practices with governmental support, play an important role in inward migration to Ghana.

New agenda for talent managers in Africa, namely addressing the possibilities for expatriates’ retention by developing and implementing TM practices to ensure knowledge transferring from developed countries is suggested.

The theoretical framework provides a useful starting point for explaining the interconnections of TM and the conversion from expatriation to the global migration phenomena by African countries that broaden the TM scope beyond individual and organizational aspects. The authors state that TM systems take on the principal role of addressing talent migration especially in the African context and are capable of converting expatriates, specifically SIEs, into migrants to solve important tasks related to knowledge attraction to developing countries.

Over the last decade, scholars extensively discuss talent management phenomenon in various country contexts paying much attention to different exogenous and endogenous factors influencing talent management systems and practices and their relationships with other organizational processes. In this chapter we particularly talk about the peculiarities of talent management in Brazil and Russia and explore the potential impact key management practices aimed at attracting, developing and retaining high potentials and high performers have on the development of firms’ absorptive capacity. We argue that for Brazilian and Russian firms “crossverging” context-specific talent management practices play a key role in the acquisition, assimilation, transformation, and exploitation of external and internal valuable knowledge, thus becoming one of the main drivers of organizational performance and competitive advantage.

As part of the mobility of global talent, returnee entrepreneurs from emerging markets with advance technology are particularly challenged by the increasing geopolitical tension. Returnee entrepreneurs have a stronger reliance on the political relationship when establishing successful business at the home countries. Yet this connection with home-country political actors can negatively affect their technology competence obtained from the host countries during geopolitical uncertainty and turbulence. We empirically investigate the challenges that technology-advanced returnee entrepreneurs encountered in the home market from the changes occurred while they were away, as well as the needs to obtain critical resource and gain market entry for adapting the advance technology possessed from aboard. Our aim, nevertheless, is to expand the discussion of the returnee entrepreneurs in the context of current world where unpredictable geopolitical tensions can jeopardize the success of their business. Our study contributes a nuanced understanding of the key factor that driving business success may turn to a trap that constrains returnee entrepreneurship, and accordingly proposes a future research agenda for returnee entrepreneurship and international human mobility in general.

The development of cities and regions is important for the economy. The most of the possible beneficial mechanisms of this growth can be achieved through the improved organizational performance. This chapter proposes the triadic analysis to the ethnic diversity with the implementation of talent and diversity management practices, in which diasporans serve as mediators. The research contributes to both theory and practice. First, since diasporans create spillover effect and provide transfer of knowledge and other capacities to destinations, their positive impact on cities and firms' performance is introduced. Second, we emphasize the specific practices, which are important to manage diversity issue and attract more skilled individuals, who can be further turned into diasporas. The research has implications for managers and policymakers emphasizing the benefits of diverse talent diasporans and possible strategies on how to leverage their skills and expertise.