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Article
Publication date: 1 October 2019

Amina Raza Malik and Parbudyal Singh

The purpose of this paper is to examine a process through which perceived talent identification affects employee burnout.

Abstract

Purpose

The purpose of this paper is to examine a process through which perceived talent identification affects employee burnout.

Design/methodology/approach

Data for the study were collected from 242 employees using a cross-sectional survey design.

Findings

The findings supported the mediating role of work effort in the relationship between perceived talent identification and burnout. Furthermore, the results highlighted the moderating role of employee well-being attributions in the relationship between perceived talent identification and employee work effort. The moderated–mediated relationship for burnout was also supported.

Research limitations/implications

Using insights from conservation of resources and attribution theories, this study not only examined the direct relationship between perceived talent identification and feelings of burnout but also provided insights into why perceived talent identification leads to different employee outcomes.

Practical implications

Management should pay attention to the communication processes related to talent identification because employees’ interpretation of the underlying motives of this identification impacts their well-being (i.e. feelings of burnout).

Originality/value

This study examines employees’ attributions in the context of talent management and demonstrates that these interpretations play an important role in shaping their behaviours.

Details

Personnel Review, vol. 49 no. 1
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 18 January 2021

Mariela Golik and Maria Rita Blanco

This empirical study aims to analyse the talent spotters' perception of their tendency to be homophilic in the talent identification process and their stance on it…

Abstract

Purpose

This empirical study aims to analyse the talent spotters' perception of their tendency to be homophilic in the talent identification process and their stance on it. Besides, this article examines the type of homophily and the homophily attributes involved.

Design/methodology/approach

Based on a qualitative design, 37 middle and senior line managers, working for two Argentine conglomerates in six Latin American countries, participated in the study. Data were collected through semi-structured interviews.

Findings

Homophily was perceived by most of talent spotters, who judged it as natural, while it was not perceived by a small group of the interviewees. In addition, among those who recognized its presence, another group advocated the homophilic advantages, while a final one admitted the presence of homophily and its negative implications. In addition, a variety of homophily attributes were identified; most of them within the value category. We posit that if homophily attributes are, at the same time, components of high potential models, homophily will constitute a functional bias to the talent identification process.

Originality/value

This is the first study that explores the talent spotters' perception of their homophily bias as well as the diversity of homophily attributes present in the talent identification process. This research highlights the relevance of the homophily attributes' analysis, taking into account its alignment to the potential model in order to improve the talent identification process.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 10 June 2014

Mariela Natacha Golik and María Rita Blanco

– This paper aims to contribute to talent management literature by examining empirically the relationship between talent identification and development tools.

Abstract

Purpose

This paper aims to contribute to talent management literature by examining empirically the relationship between talent identification and development tools.

Design/methodology/approach

The study sample consisted of 112 Argentina-based companies. All participants completed an online survey containing a list of identification and development practices. Responses were analyzed with SPSS 19.

Findings

Results show that companies running more talent identification processes (performance management and potential identification) make use of a greater number of development tools. Significant differences were observed in the use of all development tools analyzed, with the exception of formal education and job rotation. Results indicate that the presence of a Development Department encourages the implementation of identification and development tools.

Practical implications

The study suggests that the better the quality of the information involved during the identification stage, the higher the contribution to development investment decisions. Companies should do well to rely on higher-quality diagnostic information to facilitate a better selection of development tools to fulfill specific objectives. The existence of a Development Department favors the implementation of a greater number of identification and development tools.

Originality/value

This paper adds to fill a perceived gap in the literature investigating, empirically, the relationship between talent identification processes and development tools.

Details

Management Research: The Journal of the Iberoamerican Academy of Management, vol. 12 no. 1
Type: Research Article
ISSN: 1536-5433

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Article
Publication date: 4 January 2016

Karin A. King

An organisation’s management of talent is central to its opportunity to benefit from human capital (HC). Closer examination of the impact of strategic talent management…

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Abstract

Purpose

An organisation’s management of talent is central to its opportunity to benefit from human capital (HC). Closer examination of the impact of strategic talent management (STM) on the psychological contract (PC) and employee organisation relationship of talented employees is imperative if STM is to achieve intended organisational performance outcomes. Conceptualising the talented-employee perception of exchange as the “talent deal” and experience of STM over time as the “talent journey”, an empirical research model is introduced. The paper aims to discuss these issue.

Design/methodology/approach

The model examines employee perceptions of STM, locating the employee response to STM within the wider SHRM-performance linkage.

Findings

The research model theorises the PC of talented employees is modified by talent identification and STM is experienced through a series of significant career events.

Research limitations/implications

Further developing theory within the emerging field of STM, the paper extends STM, SHRM and organisational behaviour literatures by considering the employee’s psychological response to STM. Empirical study considerations are presented.

Practical implications

The “talent deal” and “talent journey” illustrate the employee experience of STM, drawing management attention to the consequences of talent identification including potential risk of altered expectations.

Originality/value

Considering the employee centrally in STM, the model theorises the impact of STM on the talented employee’s PC and their relationship. Introducing the talent deal and talent journey provides a lens to examine the attitudes of talented employees relative to the broader workforce. The model frames future multi-level research of the association between the “Talent Deal” and performance outcomes.

Details

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

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Article
Publication date: 21 February 2019

Rune Dall Jensen, Sissel Ravn and Mette Krogh Christensen

Education of the surgeon and development of surgical expertise have been debated for centuries. Today, research in surgical education applies terms and methods from other…

Abstract

Purpose

Education of the surgeon and development of surgical expertise have been debated for centuries. Today, research in surgical education applies terms and methods from other performance domains such as sport and music. However, there still seems to be a lack of consensus as to how talent may be brought into the discourse about surgical education. Especially, when it comes to identifying and developing trainees who in the future will perform better than the average surgeon.

Design/methodology/approach

This five-step scoping study aims to map existing literature about talent identification, talent development and development of expertise in the domains of surgery, sport and music in the period of 1985-2014.

Findings

A total of 242 studies, divided in the four domains of surgery (69 studies), sport (115 studies), music (34 studies) and cross-disciplinary studies (24 studies) published in the period 1985-2014 were included.

Originality/value

Informed by the performance domains of sports and music and their inclusion of a holistic, ecological approach to research, this study suggests that research in surgical education may benefit from broadening its view on talent by including psychosocial variables and environmental, demographic and structural influencers when considering how surgical talent may be identified and developed.

Details

European Journal of Training and Development, vol. 43 no. 3/4
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 13 April 2015

Susana Almeida Lopes, Jorge Miguel Gonçalves Sarraguça, João Almeida Lopes and Maria Eduarda Duarte

The purpose of this paper is to propose a new approach to talent management that consists of averaging performance appraisal and assessment center ratings for in-depth…

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2796

Abstract

Purpose

The purpose of this paper is to propose a new approach to talent management that consists of averaging performance appraisal and assessment center ratings for in-depth identification of lawyers’ talents.

Design/methodology/approach

The approach’s adjustment was examined using a 61 senior-lawyer sample from a Portuguese law firm. Comparisons between assessment center and performance appraisal ratings were analyzed using paired-sample t-tests and a kernel density function, and predictive validity was assessed with Pearson correlations. Evidence of both a general performance factor and two additional factors was verified using principal component analysis. Varimax rotation was used to verify three broad factors with job profile’s three broad areas.

Findings

Results suggest support for the assessment center’s predictive validity. Its lower and more variable ratings overcome performance appraisal rating bias. Adjustment of the new approach to lawyers’ overall talent identification (the general factor) and each lawyer’s relative talents (three broad factors) was observed.

Research limitations/implications

This study contributes to the body of knowledge regarding the substantive existence of a general performance factor, and adds to empirical research concerning talent management, which is lacking. However, generalizability requires broader samples and replication.

Practical implications

The approach is a methodology that informs career management, high-flyers’ identification, talent mapping, development, succession planning, team composition, and diversity analysis. For lawyers, objective feedback allows benchmarking talent and managing one’s career.

Originality/value

This study pioneers empirical research that develops methods for identifying talent in law firms, vital for firm sustainability.

Details

International Journal of Productivity and Performance Management, vol. 64 no. 4
Type: Research Article
ISSN: 1741-0401

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Article
Publication date: 30 May 2019

Angelos Pantouvakis and Maria Karakasnaki

In line with recent trends in the human resource management literature that address talented employees and their management, the purpose of this paper is to examine the…

Abstract

Purpose

In line with recent trends in the human resource management literature that address talented employees and their management, the purpose of this paper is to examine the associations between talent philosophies (innate/developable and exclusive/inclusive) and the way talent is identified and assessed in the context of service organisations.

Design/methodology/approach

A structured questionnaire was administered in shipping companies located in Greece and 125 questionnaires suitable for further use were collected. Moreover, the measurement instruments of the constructs under examination were adopted from relevant studies in the literature. Finally, the data were analysed through exploratory factor analysis and multiple regression analysis.

Findings

The findings showed that the different talent philosophies impact upon the way talent is managed (i.e. identified and assessed). Specifically it was found that managers who adopt mainly innate and exclusive talent philosophies tend to rely more on their first impressions in the identification of talent and to focus in a greater extent on their personal judgment rather than standardized procedures in talent assessment.

Originality/value

Despite the increased academic voices on exploring the concepts of talent and talent management in the context of business organisations, the field is still lacking empirical evidence. Therefore, this study contributes to the limited empirical studies on talent issues and provides evidence on the links between the dominant talent philosophies and the way talent is identified and assessed in organisations.

Details

Industrial and Commercial Training, vol. 51 no. 4
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 29 April 2021

Joko Siswanto, Edi Cahyono, Joe Monang, Atya Nur Aisha and Dedi Mulyadi

This study aims to draw lessons on how talent identification becomes a critical factor in the field of talent management (TM).

Abstract

Purpose

This study aims to draw lessons on how talent identification becomes a critical factor in the field of talent management (TM).

Design/methodology/approach

A simulation approach with three developed scenarios is used in the paper. The first utilised the standard deviation of skewed performance scores, the second applied the standard deviation of normalised data and the third practised a percentile approach. Concerning the normalisation process of employee performance data, the paper proposed a weighted function to address skewness.

Findings

The results indicate that the process of identifying talent using a nine-grid box is sensitive to changes in the classification criteria used, indicating a bias in identifying talent. In sum, using a standard deviation approach using transformation data is the most appropriate choice for use in performance data with a skewed distribution.

Practical implications

The Government of West Java Province, Indonesia, can use the simulation results to objectively identify excellent civil servants and develop an appropriate TM strategy. A similar process treatment can be implemented in other organisations that have skew distribution issues.

Originality/value

This paper introduces a weighted function approach to address practical problems in the unsymmetrical distribution of employee performance scores when identifying talent using a TM framework. It shows the application of a unique mathematical technique to solve issues found in the field of human resources management systems.

Details

Journal of Management Development, vol. 40 no. 4
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 22 March 2019

Violetta Khoreva and Edyta Kostanek

The purpose of this paper is to investigate the evolving patterns and challenges of talent management (TM) in the emerging markets of Russia and Kazakhstan from the…

Abstract

Purpose

The purpose of this paper is to investigate the evolving patterns and challenges of talent management (TM) in the emerging markets of Russia and Kazakhstan from the employer perspective. Increasing the understanding of how TM is recognized from the employer perspective may better equip us to address how to effectively manage and lead the available talents in these and other emerging markets.

Design/methodology/approach

The authors conducted a qualitative study comprising 50 semi-structured interviews, with 37 business leaders from Russian subsidiaries, and 13 from Kazakh subsidiaries, in all cases of Nordic Multinational enterprises (MNEs).

Findings

The study supports the object approach to TM in the emerging markets of Russia and Kazakhstan. The authors reveal that the exclusive and developable talent philosophy is predominant in these emerging markets, where TM faces the challenges of fierce competition for talents and an insufficient supply, so business leaders tend to be reluctant to inform employees of their talent pool membership. The results demonstrate that MNEs do not act independently of context, thus supporting calls for consideration of the local institutional context.

Originality/value

TM is still a somewhat novel idea in many emerging economies, and challenges related to managing talents are believed to be far more complex in such settings. Furthermore, to the best of authors’ knowledge, no studies have investigated the notion of talent and TM conceptualization in the emerging markets from an employer perspective.

Details

Baltic Journal of Management, vol. 14 no. 3
Type: Research Article
ISSN: 1746-5265

Keywords

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Abstract

Details

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

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