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The purpose of this paper is to investigate to what degree football clubs recruit talents and give them playing time in matches. It also investigates if foreign players displace younger talents. Furthermore, it analyses to what degree the use of younger talents and foreign players influence the performances of clubs.

The empirical data are from Norwegian elite clubs, and come from two web sites: www.altomfotball and www.nettavisen.no. The analyses were done by means of OLS-regressions.

OLS-regressions showed that clubs that had many foreign players gave less playing time to U20 players than other clubs did. However, these clubs did not have fewer younger talents in the squad than other clubs did. This indicates that foreign players reduce the playing time being given to younger players, but not their ability to train with other teammates. The clubs that won the most points gave less playing time to U20 players (in terms of minutes). Surprisingly, the regression showed that the clubs that had most foreign players did not win more points than others.

Norwegian football clubs have significantly less financial resources than, for example, clubs in the big European football nations. Therefore, more research is necessary to find out whether the findings in this research corresponds with the pattern in other nations.

So far, the discussions about these issues have mainly been based on anecdotal evidence and very little on the findings in academic research. Therefore, this research give new insight to a field that needs more empirical-based analyses.

This paper aims to challenge existing assumptions in talent management (TM) research, showcasing a misalignment between commonly held assumptions and the characteristics of the youth-intensive hospitality sector workforce.

Following a review of the TM literature, Piirto’s educational talent pyramid is adopted to conceptualize a recalibration. Drawing on multidisciplinary literatures (i.e. adolescent development, youth employment, positive psychology), and adopting a (talent) developmental approach, a reframing of prevalent TM discourses is enunciated based on the logic that the hospitality workforce is predominantly in a developmental state.

TM discourses are misaligned with the workforce composition of the hospitality industry, which is dominated by young, often unexperienced, workers. The need for dramatically recalibrated TM structures and underlying assumptions, centred around a greater attention to the “development” of talent and a more employee-focused and inclusive approach, can facilitate greater alignment between TM and hospitality.

This paper extends a body of work advocating for more inclusive TM and developmental postures. The contribution, via a hospitality industry context, has been to create linkages between talent- and youth-development discourses.

This paper outlines a number of implications, among which are a pathway forward for hospitality industry to rebuild its poor HRM image and conversion of “transient” hospitality jobs to career jobs (for youth).

This paper identifies youth as a distinct workforce entity and suggests that hospitality jobs represent a critical developmental context for young people, resulting in a series of critical implications for TM practice and theorizing.

The purpose of this paper is to identify challenges of talent management (TM) of transition economies, based on a study of employee and employer obligations as elements of anticipatory psychological contracts (APC) among young entrants to labor market. The authors aim to analyze how APC differ between transitional and non-transitional countries and also if there are differences between transitional countries.

The authors used a quantitative research design and conducted a survey using the PC inventory among business students in Poland and Slovenia and the UK (as a control group).

The authors found that APC in transitional countries differ significantly from the control group, with Polish and Slovenian APCs being more transactional and less relational than in the UK. Also, there are several differences between Poland and Slovenia, suggesting that Central and Eastern Europe transitional countries cannot be considered a single region in this respect.

The authors identified challenges related to TM in transitional countries based on APC characteristics and proposed several ways in which employers and educators could help to build more realistic expectations and thus helping young talents with their transition from education to labor market. By increasing the understanding of APC employers can improve their TM practices for the young talents.

The study offers unique insights into APC of the young entrants to labor market in transitional countries, with regard to both employee and employer obligations. The three types of APC were studied along with particular dimensions of APC. The authors linked TM to the APC characteristics. Based on the results, the authors propose that socio-economic context as well as national culture should be considered as antecedents of APC formation and given more attention in both psychological contract and TM research.

This study was undertaken in order to show how talent management (TM) was performed in practice in a multinational organization as well as how the TM practices affected both different groups of workers and the perception of talent within the organization.

Performing talent management was reassessed in the relationship between TM practices, view and identification of talent, attributed positioning and self-positioning of older and younger workers; retrieved from an exploratory single case study in a multinational organization, based on interviews.

The findings illustrate that despite the struggling to fill key positions with skilled workers, the studied organization adopted approaches to TM that excluded older workers' talent. First, central to performing TM was how talent was viewed and identified, and second, two types of positioning acts were important: the organizations (re)producing of talent management through attributive positioning acts on older/younger workers and older workers' self-positioning of their own talent. The two sides of performing talent management were complex and intertwined resulting in an age-based devaluation of talent at work.

The study points to important issues in designing and performing TM that may be useful to HR and managers as a point of departure in the development of more inclusive approaches to TM.

The concept “performing talent management” was developed as an intertwined relationship between on-going positioning acts and (re)production of status, talent and age at work; recognizing preferences of what was viewed and identified as valued talent as main drivers made it possible to develop an understanding of exclusion and inclusion mechanisms in performing TM.

In this paper, the authors empirically and theoretically analyze the scaling and control of talent development to highlight an important part of commercialization in football clubs, especially in the light of a growing transfer market.

Conducting a single case study of a Swedish football club, the authors adapt a view of the club as a “high-intensity” organization (Alvesson and Kärreman, 2004), one that inherently relies on strong identification of employees and the fostering of talent. This view allows us to detail the importance of both socio-ideological and technocratic forms of control involved in the talent development process.

The authors show how socio-ideological and technocratic forms of control were combined to establish the football club as a “talent factory” in the league, as well as the corresponding challenges when scaling talent development activities and how these challenges were handled. In doing so, the authors contribute to the broader accounting literature on talent- and human resource management, as the authors provide an example of how football clubs may commercialize without necessarily violating their fundamental sports values.

Talent management has mainly been studied in terms of increasing player wages and a focus on the cost of talent. As opposed to these perspectives, the authors highlight the revenue potential in developing players in the light of a growing transfer market and the relevance of talent development for the commercialization of football clubs.

The purpose of this study is to examine talent management process in a region that has been influenced by Eastern culture.

This research is a multiple case study of six MNCs in Asia. Cross-cases analysis was used to reveal differences and similarities. The data were collected through phone interviews with HR managers and written communications as well as organizations’ websites.

The studied companies were dealing with several challenges regarding talent management process, including challenges of attracting and retaining talent, tension between subsidiaries and headquarters, tension between high potentials and non-high potentials and tension between generations. These companies’ strategies for addressing these challenges were also identified and discussed.

This paper revealed talent management orientation, the approach toward and definition of talent and context-specific issues regarding talent management of the selected companies in a region in which this topic has not been sufficiently studied in the past.

The purpose of this paper is to examine the relationship between the use of sophisticated talent selection processes such as gamification and training and development interventions designed to ensure that candidates can successfully navigate the talent assessment process. Gamification is the application of game elements to non-game activities through the adoption of gaming tools, and little is known about how candidates (“talent”) struggle to learn about the structural mechanics of gamification as they engage with the hidden rules of talent selection, such as goals, rules, “levelling up”, feedback and engagement in competitive – collaborative activities. The term “talent development gamification” is coined and used as an analytical tool to consider how young talent are supported by development interventions in their inter-subjectivity as they learn how to survive and win in talent selection games.

Studying hidden dynamics in development processes inherent in gamified talent selection is challenging, so a cult work of fiction, “Ender’s Game”, is examined to address the questions: “How do candidates in talent selection programmes learn to make sense of the structural mechanics of gamification”, “How does this make the hidden rules of talent selection explicit to them?” and “What does this mean for talent development?”

Talent development in selection gamification processes is illustrated through nuanced theoretical accounts of how a multiplicity of shifting and competing developmental learning opportunities are played out as a form of “double-consciousness” by potential organizational talent for them to “win the selection game”.

Using novels as an aid to understanding management and the organization of work is ontologically and epistemologically problematic. But analysing novels which are “good reads” also has educational value and can produce new knowledge from its analysis. In exploring how “Characters are made to live dangerously, to face predicaments that, as readers, we experience as vicarious pleasure. We imagine, for example, how a particular character may react or, more importantly, what we would do in similar circumstances” (Knights and Willmott, 1999, p. 5). This future-oriented fictional narrative is both illustrative and provides an analogy to illuminate current organisational development challenges.

The term “talent development gamification in selection processes” is coined to allow analysis and provide lessons for talent development practice in a little studied area. Our case study analysis identifies a number of areas for consideration by talent management/talent development specialists involved in developing talent assessment centres incorporating gamification. These include the importance of understanding and taking account of rites of passage through the assessment centre, in particular the role of liminal space, what talent development interventions might be of benefit and the necessity of appreciating and managing talent in developing the skill of double consciousness in game simulations.

The purpose of this paper is to inform readers about the nature of talent development prior to post-secondary education; describe the obstacles that individuals face because of poverty, racism or geography; and recommend asset-based approaches that can enable more individuals to be prepared to make significant contributions to society within their domain of talent.

The methodology used was to review research from the fields of education and psychology about talent in varied domains of sport, academics and the arts, as it relates to key components (domain pathways, opportunities and psychosocial skills) of the talent development megamodel proposed by Subotnik et al. (2011).

Findings include a delineation of the challenges that many nations face in cultivating talent among its young citizens particularly related to their socioeconomic status, race and ethnicity and geography. Findings include recommendations for new approaches to identification; a substantial increase in school and community-based, domain-specific opportunities; teacher training; and deliberate cultivation of psychosocial skills that can support achievement.

This paper emphasizes the importance of focusing efforts on talent development at earlier stages, which is critical to creating pathways for marginalized youths to maximize their potential and contributions to the workplace.

Job markets in the transport and logistics industry are characterized by a scarcity of well-educated junior talent. Employer attractiveness is becoming more important in order to win the most talented junior staff. The purpose of this paper is to investigate how corporate social performance (CSP) profiles of logistics companies influence their attractiveness for job seekers.

In a computerized laboratory experiment, the authors provided 95 students in their final year with job offer data that include general and CSP information about the company, and the job seeker’s potential salary. The authors manipulated how the CSP information was presented and monitored the information accessed during job seekers’ decision-making processes. The authors investigated how information presentation affected choices.

The vast majority of talent acquires CSP information in the pre-decision phase of the judgment, compares this information across companies, and trades off this information with the conditions of employment. The authors find that the ease of comparability of corporate social responsibility (CSR) information, expressed by meaningful indicators of CSP, increased preference for high CSP.

The study enriches existing studies of voluntary disclosure, which argue that voluntary disclosing sustainability-related information can be a tool of impression management.

Companies with a compelling CSP should push for a broadly accepted methodology to benchmark CSP within industry-specific sectors, such as logistics services.

Potential employees demand that companies should consider their social impact on individuals and society as a whole. To remain attractive for employees companies in transport and logistics industry have to cope with a broader scope of expectations.

The authors provide the first analysis on the relevance of CSP information for employer attractiveness in the transport and logistics industry. This research provides insights into the relevance of CSP criteria, information provision, and comparability processes from the perspective of young job seekers.