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About Terri Mottershead
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Few studies go deep into specific organizational context when examining talent recruitment and selection practices e. Talent management in academia: Performance systems and HRM policies. Human Resource Management Journal , 23 2 , — Although the effect of the organizational characteristics on the other stages of the TM process is under researched Thunnissen Thunnissen, M. In fact, line managers are the link pin between intended policy and practice. Ulrich and Allen Ulrich, D.
Talent accelerator: Understanding how talent delivers performance for Asian firms. To get a more comprehensive and balanced understanding of the scope and nature of the TM approach in an organization, we need to understand the perceptions of multiple stakeholders including HR, management, line managers, employees and trade unions. We suggest the need to adopt the broader approach where wider stakeholder perspectives need to be assessed in future TM investigations.
Aligning TM policies and practices, organizational strategy is a key challenge for organizations e. Global talent management: Introducing a strategic framework and multiple-actors model. Strategy-driven talent management: A leadership imperative.
Hoboken, NJ : Wiley. The 5-C framework for managing talent. Organizational Dynamics , 44 1 , 47 — Schuler Schuler, R. Research on TM indirectly shows that the soft and social aspects of the organization are essential for a successful implementation of TM; a talent- and learning-minded culture which supports creativity, open communications, effective knowledge management, and is built on core values as respect and integrity has a strong effect on effective talent attraction and retention e.
International Journal of Human Resource Management , 27 16 , — According to King King, K. In particular a servant or transformational leadership style supports a match between the organization and the talented employee based on shared values and respect e. The impact of servant leadership on organisational commitment among the highly talented: The role of challenging work conditions and psychological empowerment. European Journal of International Management , 5 5 , 63 — Talent management in practice in Australia: Individualistic or strategic? An exploratory study. However, to date empirical support for these arguments is limited and needs further investigation.
As mentioned before, the aim of this SI was to assemble a high-quality set of papers which improve our understanding of how contextual factors impact the conceptualization, implementation and effectiveness of TM. Thus, we sought submissions for this SI that explored the impact of contextual factors for the conceptualization, implementation and effectiveness of TM. Additionally, we sought submissions that demonstrated novel methodological approaches for integrating context into TM theory building.
The research presented in this Special Issue responds to the questions we have raised. The analysis of the internal context at the micro- and meso-level of analysis dominates in the contributors to this Special Issue focused on the internal context. Ultimately four papers were accepted and we now summarize those papers.
The study presents an original analysis of talent discourses within an Australian subsidiary of a multinational professional services firm. By means of discourse analysis, the paper focus on studying how various contextual factors e. The article differentiates between multiple forms of conceptualizating talent — potential partners individuals , valued skilled based roles, top talent individuals and everyone is talent — relevant to the professional services case organization at different levels, and illustrate how several contextual factors shape these meanings.
The need of caution in assuming that shared understandings of talent exist within a single organization is emphasized. Moreover, the article reinforces the idea that talent discourses are not mutually exclusive i. They carried out a qualitative study within a Finnish subsidiary of a large, US-based multinational corporation. They also found that ambiguity can surface at different points in time and in different ways for different employee groups. This research enables these scholars to present important theoretical and practical implications for the role of communication as part of the organizational context in employee reactions to talent pool inclusion, and for TM more generally.
This context-specific research demonstrates that culturally rooted reactions can pose major challenges to both the implementation and effectiveness of exclusive TM. The next paper by Asplund this issue explores the role that a professionalized public-sector context plays in shaping employee reactions to TM decisions. Specifically, she centers in analyzing the mediating role of felt obligation in the relationship between talent ratings and organizational citizenship behavior OCB in an organization dominated by a strong profession i.
Further, she tested whether professional identification moderates the relationship between talent ratings and felt obligation toward the organization. The results revealed that talent ratings are positively associated with OCB, and that felt obligation mediated the relationship between talent ratings and OCB.
Moreover, professional identification moderated the relationship between ratings of potential and felt obligation: the relationship was strongest at low levels of professional identification. The findings of this study are in line of the previous study, and are particularly useful to reinforce the TM context-dependency. So, conventional exclusive TM practices i. The final paper by Meyers, van Woerkom, Paauwe, and Dries this issue allows us to advance our understanding on the practice of TM by exploring the talent philosophies i.
Grounding on cognitive psychology, they reason that talent philosophies are similar to mental models that influence how HR managers interpret and implement TM practices within their organizations. They found that all four talent philosophies were represented almost equally often in their dataset.
The Art and Science of Strategic Talent Management In Law Firms
Furthermore, they also found that HR managers of relatively smaller organizations were more likely to hold an inclusive talent philosophy, whereas HR managers of larger organizations were more likely to hold an exclusive talent philosophy. Making the connection between TM definition and implementation highlights the need to understand the setting in which an organization is operating to know what approach to TM will be most effective.
TM is highly context-dependent, as the articles in this Special Issue have shown.
Contextual dynamics explains the immense variations in the occurrence, meaning, implementation and effectiveness of TM processes. Although some progress has been made, the incorporation of context still needs our attention. Below, we identify and discuss some limitations of research in this area. Multiple lenses on talent management: Definitions and contours of the field. Sparrow , H. Tarique Eds. Cambridge : Cambridge University Press.
This disjointed consideration of the contextual variables is unhelpful and needs attention. The lack of such information in TM studies limits the reliability of the study and makes it more challenging for practitioners and scholars alike to fully understand the findings. The essential impact of context on organizational behavior.
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- The Art and Science of Strategic Talent Management in Law Firms.
Academy of Management Review , 31 2 , — Mapping collaboration networks in talent management research. Despite the hype about TM, we still need more understanding on what happens in practice, which will help to offer more relevant research. Therefore, we recommend to not only use context to frame the relevance of the study or to interpret results in the discussion, but to use research questions and theoretical frameworks in which the contextual factors and variables are incorporated.
A more comprehensive and holistic approach to TM is required to explore the dynamics in TM. An integrated and holistic approach to TM can be helpful as a force field analysis tool, allowing simultaneous consideration of different contexts, which is in line with previous advices e. SHRM and context: Why firms want to be as different as legitimately possible.
Journal of Organizational Effectiveness: People and Performance , 5 3 , — Applying the knowledge from the Macro TM studies to the TM studies on the organizational level studies would be a first and a quick-win step. Also, multi-level research, explicitly addressing and confronting the perspectives of actors involved in different stages of the TM process, is valuable. It should be noted that few recent studies acknowledge context at multiple levels e. Managing non-family talent: Evidence from German-speaking regions.
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