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Article

Thomas N. Garavan, Ronan Carbery and Andrew Rock

The purpose of this paper is to explore the concept of talent development, define its scope and identify the issues involved in formulating talent development strategies…

Abstract

Purpose

The purpose of this paper is to explore the concept of talent development, define its scope and identify the issues involved in formulating talent development strategies in organisations.

Design/methodology/approach

The paper reviews the relatively scant and fragmented literature on talent development processes.

Findings

The literature review revealed that talent development is usually discussed as part of a wider talent management process. The literature highlights issues concerning who is the talent to be developed, what competencies should be developed, who drives development, what is the appropriate pace of development and what is the architecture to support the development.

Research limitations/implications

The paper is solely theoretical in nature; however, it does identify gaps for further research.

Practice implications

The paper raises a number of important questions that should be considered by organisations when they engage in talent development.

Originality/value

The paper contributes to a perceived gap in the literature and highlights the issues that come within the terrain of talent development.

Details

European Journal of Training and Development, vol. 36 no. 1
Type: Research Article
ISSN: 2046-9012

Keywords

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Article

Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.

Abstract

Purpose

Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

So much of organizational life is structured: even “flat” organizations have hierarchies; once created, the management of knowledge is codified; customer loyalty is dependent upon collated and archived data. Yet, when the future of most businesses is reliant on the acquisition, development and retention of talented people, this essential element of organizational success can so often be haphazard at best. The question that strategists from human resources and more broadly need to consider is “why is the management of talent so often left to chance?” When it comes to getting the best from the best people, a little structure can go a long way.

Practical implications

Provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to‐digest format.

Details

Development and Learning in Organizations: An International Journal, vol. 21 no. 3
Type: Research Article
ISSN: 1477-7282

Keywords

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Book part

Allan H. Church, Lorraine M. Dawson, Kira L. Barden, Christina R. Fleck, Christopher T. Rotolo and Michael Tuller

Benchmark surveys regarding talent management assessment practices and interventions of choice for organization development (OD) practitioners have shown 360-degree…

Abstract

Benchmark surveys regarding talent management assessment practices and interventions of choice for organization development (OD) practitioners have shown 360-degree feedback to be a popular tool for both development and decision-making in the field today. Although much has been written about implementing 360-degree feedback since its inception in the 1990s, few longitudinal case examples exist where interventions have been applied and their impact measured successfully. This chapter closes the gap by providing research findings and key learnings from five different implementation strategies for enhancing 360-degree feedback in a large multi-national organization. Recommendations and implications for future research are discussed.

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Article

Andrew Bratton

The purpose of this paper is to examine the role of strategic talent development in supporting environmental management in the hospitality sector, as well as exploring its…

Abstract

Purpose

The purpose of this paper is to examine the role of strategic talent development in supporting environmental management in the hospitality sector, as well as exploring its practical implications.

Design/methodology/approach

This paper examines a single public sector case study in the hospitality industry, a National Health Service conference centre. This case is part of a larger study in which qualitative and quantitative data were collected in six public and private sector workplaces in Scotland.

Findings

The findings emphasise the key role of leaders as change agents, and in promoting sustainability and encouraging workplace low-carbon behaviours. The findings demonstrate that an inclusive approach to talent development can play a key role in creating a pro-environmental culture and can significantly contribute to the long-term environmental sustainability of organisations.

Research limitations/implications

The scale of the research is limited to one public sector case study and restricted to the Scottish hospitality industry. Extending the research to multiple case studies in both the public and private sector in Scotland would be useful.

Practical implications

This paper makes recommendations about the role of line managers, blended learning strategies, organisational culture and employee participation in supporting workplace learning for sustainability.

Originality/value

This paper examines the role of strategic talent development in supporting environmental sustainability in the hospitality industry and provides unique insight for both academics and practitioners into a single public sector case study.

Details

Worldwide Hospitality and Tourism Themes, vol. 10 no. 1
Type: Research Article
ISSN: 1755-4217

Keywords

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Article

Petra van Heugten, Marjolein Heijne-Penninga, Wolter Paans and Marca Wolfensberger

The purpose of this paper is to explore the characteristics of talent in relation to international business to facilitate selection and development of talent in human…

Abstract

Purpose

The purpose of this paper is to explore the characteristics of talent in relation to international business to facilitate selection and development of talent in human resources (HR) and human resource development (HRD).

Design/methodology/approach

A mixed method design was used: focus groups with business professionals to identify the characteristics of highly talented international business professionals (HTIBP), resulting in a concept profile; Delphi study for validation; systematic comparison of the open coding results to existing literature to identify characteristics of talent.

Findings

A specific and concise profile of HTIBP has been developed. This profile has five domains: achieving results; communicating; innovating; self-reflecting; seeing patterns and interrelationships in a global context. From literature cross-referencing, we have identified innovating, being creative and having a drive to achieve results are most distinguishing for HTIBP.

Practical implications

The paper facilitates an ongoing discussion about what constitutes talent, and offers new perspectives for companies to consider when selecting and developing talent.

Originality/value

The conceptual contribution of the paper offers a fresh and practical empirical perspective on what talent entails.

Details

European Journal of Training and Development, vol. 40 no. 2
Type: Research Article
ISSN: 2046-9012

Keywords

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Article

Bernadette Scott and Sheetal Revis

This paper aims to provide a selective bibliographic review of developments in career management and in particular, notions of talent from both an organizational and…

Abstract

Purpose

This paper aims to provide a selective bibliographic review of developments in career management and in particular, notions of talent from both an organizational and hospitality graduate perspective. It also aims to embrace the recruitment, retention and progression of talent across an industry, where success is ultimately dependent on the capabilities of employees to deliver at the point of service.

Design/methodology/approach

A thematic analysis has been undertaken of selected bibliographies as they contribute to current thinking in the area of graduate careers and talent management in the hospitality industry.

Findings

Emergent themes have provided a framework to aid a deeper understanding of implications and practical applications. It concludes the need for committed, professional, motivated and developed graduates in the attainment of immediate and long‐term objectives, so crucial for hospitality organizations, to combat retention issues.

Practical implications

Informs the potential of talent management as a driver of competitive advantage, within an industry where investment in people is a priority to ensure quality of service provision.

Originality/value

The paper provides an applied perspective on the management of talent within hospitality, highlighting the need for increased industry‐wide recognition and adoption.

Details

International Journal of Contemporary Hospitality Management, vol. 20 no. 7
Type: Research Article
ISSN: 0959-6119

Keywords

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Article

Connie Zheng, Claudine Soosay and Paul Hyland

The purpose of this study is to examine the issues relating to recruiting highly skilled managerial and professional staff experienced by multinational companies (MNCs…

Abstract

Purpose

The purpose of this study is to examine the issues relating to recruiting highly skilled managerial and professional staff experienced by multinational companies (MNCs) manufacturing in six Asian countries, namely Indonesia, Malaysia, Philippines, Singapore, Taiwan and Thailand.

Design/methodology/approach

Data collected from 529 MNCs were used to examine critical human resource planning and recruitment concerns of companies operating in high growth “Dragon” and newly developed “Tiger” economies. The study examined the differences in recruitment practices between manufacturing and service companies and the issues relating to how manufacturers maintain an adequate skills basis.

Findings

There appears a considerable extent of battle for talent among Dragon and Tiger economies with the latter required to be more aggressive as they attempt to sustain growth. Manufacturing companies are experiencing a higher demand for more job‐related managerial and technical capabilities whilst competing with service companies that are also in need for more talent. To succeed, manufacturing MNCs will need to adopt a strategic approach for recruitment and retention, and internal capability training to maintain their skilled employees in order to sustain competitive advantage.

Originality/value

The results shown in the paper provide manufacturing MNCs with insights into managerial and professional recruitment trend in Asia.

Details

Journal of Manufacturing Technology Management, vol. 19 no. 1
Type: Research Article
ISSN: 1741-038X

Keywords

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Article

Judy Curson and Tom Skidmore

The purpose of this paper is to explore the challenges faced by a small, specialized NHS organization in recruiting and retaining a high quality workforce in a highly…

Abstract

Purpose

The purpose of this paper is to explore the challenges faced by a small, specialized NHS organization in recruiting and retaining a high quality workforce in a highly competitive market.

Design/methodology/approach

The paper focuses on four main areas: recruitment, employee development, office environment, and management style.

Findings

The conclusion is that against the odds a public sector organization can attract and retain a high quality workforce in a highly competitive market.

Originality/value

An innovative and flexible approach to recruiting and managing your staff can achieve remarkable results.

Details

Strategic HR Review, vol. 9 no. 5
Type: Research Article
ISSN: 1475-4398

Keywords

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Article

Ayman Ahmed Ezzat Othman and Mohamed Hesham Madbouly Khalil

Architecture is classified as one of the creative industries worldwide. However, it is plagued with a number of problems that confine its creativity towards developing…

Abstract

Purpose

Architecture is classified as one of the creative industries worldwide. However, it is plagued with a number of problems that confine its creativity towards developing innovative solutions that fulfil society needs. One of these pressing problems is the lack of creativity due to the non-utilisation of talented architects. The purpose of this paper is to investigate the role of lean talent management (LTM) as a novel approach to increase creativity in architectural design firms (ADFs).

Design/methodology/approach

In order to achieve the above-mentioned aim, a mixed qualitative and quantitative methodology is designed to accomplish three objectives. First, reviewing literature to investigate the concepts of creative industries, motivation, demotivation, talent management (TM), talents utilisation (TU), lean thinking (LT) and lean innovation (LI). Second, presenting and analysing five case studies to explore the integration between TM, LT and LI in real-life context to overcome barriers of creativity. Finally, analysing the results of a survey questionnaire conducted with a representative sample of Egyptian ADFs to evaluate their perception and application of TM as a facilitator for creativity.

Findings

The five barriers of creativity encompassed lack of motivation in ADFs and demotivation and lack of TU in ADFs and Architecture, Engineering and Construction (AEC) industry. TM facilitated motivation and eliminated six demotivating factors. The seventh factor was eliminated through LT. In AEC industry, TU was achieved through LI with five considerations. In ADFs, TU can be achieved through LTM. However, two additional barriers have been identified for further investigation. Egyptian ADFs failed increasing creativity with TM solely. Hence, a LTM framework is required.

Research limitations/implications

Although the study focussed on architecture as a case for creative industries and targeted Egyptian ADFs, the application of LTM is to be applied at any industry that is talent-based although barriers related to the design process could vary.

Originality/value

This paper presents an innovative approach through discussing the integration of lean concepts into TM towards increasing creativity in ADFs. This ideology has received scant attention in construction literature and is the first of its kind in the architectural field. The proposed ideas represent a synthesis that is novel and creative in thought and adds value to the knowledge in a manner that has not previously occurred.

Details

Engineering, Construction and Architectural Management, vol. 25 no. 10
Type: Research Article
ISSN: 0969-9988

Keywords

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Article

Jyotsna Bhatnagar

With talent management becoming an area of growing concern in the literature, this paper seeks to investigate talent management, employee engagement and talent pipeline

Abstract

Purpose

With talent management becoming an area of growing concern in the literature, this paper seeks to investigate talent management, employee engagement and talent pipeline development.

Design/methodology/approach

A case study of best practice in talent pipeline development is followed using interviews and archival data as shared by the organization.

Findings

The findings of the case looked at interventions of employee engagement and dialogue. Establishing talent pools and identification of talent through talent matrix is highlighted. A basic HR architecture is emphasized. Global managerial diversity with rotational assignments in different markets is another finding of the case which grooms future leaders for the organization.

Originality/value

The present study indicated that a good level of engagement may lead to high retention and grooming of future leaders for the organization.

Details

Industrial and Commercial Training, vol. 40 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

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