Purpose Despite the popularity of talent management (TM), very little has been published on the community of scholars that contribute to the knowledge base of the field. The purpose of this paper is to disclose the dynamics in TM research through a detailed analysis of its evolving collaboration networks (i.e. research communities) in order to identify key authors and major topics covered. Design/methodology/approach A total of 225 co-authored articles published on TM from 2001 to May 2016 were retrieved from the Web of Science and Scopus and then analyzed and mapped using social network analysis methods. Findings The authors identified two major scientific communities (one of 63 authors and the other one of 24 authors). Both communities not only have different characteristics and structure, but also focus on different topics. The authors identified key players within each community and offer a dynamic view on the main topics studied. Practical implications This paper may help practitioners and newcomers to the field to rapidly identify key players and main topics studied in the TM field. It may assist academic institutions and journal editorial teams in better assessing and identifying key scholars in this field. Originality/value This paper offers the first analysis of TM collaborative research networks
Research on talent management (TM) is an emerging field of study and little is known about the connections among authors in this research community. This paper aims at disclosing the dynamics in TM research by offering a detailed picture of its evolving collaboration networks. By means of social network analysis (SNA), we both show and explain the extent of collaboration, taking articles’ co-authorship as an indicator of collaboration. We graphically display how the network builds up throughout time, which has allowed us to examine its main structural characteristics. We analyze the contribution of individual researchers and identify key players in the research network and their characteristics. The co-authorship network is composed by loose and low-density collaborations, mainly consisting in two big components and surrounded by scattered and weak relationships. Two main research perspectives are built and consolidated through time, but they are missing the richness of exchanging ideas among different views. Our results complement recent studies on the dynamics of TM research by offering evidence on how and why collaboration among researchers shapes the current debates on the field. Some basic hypothesis about network indicators are also tested and provide further evidence for the SNA advancement. The findings can be of value in the design of strategies that might improve both system and individual performance
Talent Management (TM) is an issue of critical importance for today’s senior managers. Employers acknowledge that an engaged, skilled and motivated workforce is key to achieving growth and competitive advantage. Organizations are hiring TM officers and implementing TM strategies and programs to attract and retain the best employees. Yet many organizations still find it difficult to develop a coherent and successful TM approach. Academic research does not give much support in finding the right solutions: despite the enormous expansion of research on the topic, ambiguity about definitions and conceptual boundaries remains. Moreover, there is little knowledge about the nature of TM in practice and how it evolves over time.
Talent Management in Practice offers an integrated and contextualized framework that addresses both the nature of TM in organizations and its ever-changing dynamics. The approach is based, on the one hand, upon lessons learned from previous empirical research on TM, and on the other hand, upon established theoretical frameworks from related academic fields. The result is a unique bridge between theory and TM in practice.
This volume develops a model that can guide TM researchers in their future research, and since it is presented in an accessible and jargon-free format, it provides a touchstone for managers and practitioners as they implement and improve their TM approaches.
Technical skills, even for technical positions, are insufficient for subsequent success beyond an entry-level position, since it usually requires proficiency in soft-skills areas such as: communication, leadership, conflict resolution and self-management, amongst others. Hence, helping technical students to develop and improve such soft-skills areas is of real need, and that is why generic competences are included in technical syllabus. However, the assessment of such competences is not an easy task, not to mention if we are not from such area of expertise. The aim of this manuscript is twofold. First, to present the use of ‘concept maps’ as a useful strategy to support the students’ learning process. Second, and more specifically, to show the usability of a methodology to develop and assess the “oral communication” competence within a technical optional subject (Materials for Energy Applications), offered in two different Masters at the School of Industrial Engineering of Barcelona at the Universitat Politècnica de Catalunya-Barcelona Tech.
This paper aims at disclosing the dynamics in Talent Management (TM) research by offering a detailed picture of the evolving collaboration networks since 2001. By means of Social Network Analysis (SNA), we provide answers to the following questions: (1) What is the extent of collaboration among authors that publish research in TM? (2) What are the main characteristics of the emerging collaboration networks? (3) How have these networks evolved through time? (3) Which is the impact of individual researchers in such networks by considering contribution to the connectivity and productivity?, and (4) To what extent a core can be identified and which are the authors participating in it? Our results complement recent studies on the dynamics of TM research by offering evidence on how and why collaboration among researchers shapes the current debates on the field. Moreover, building on the analysis of such collaboration networks our study provides unique information on the weaknesses and strengths of such structures, which allow for the design of strategies that might improve both system and individual performance.
El objetivo de la presente comunicación es compartir una experiencia docente que ha permitido la reflexión sobre la interacción de género en las aulas de máster de la Escuela Técnica Superior de Ingeniería Industrial de Barcelona (ETSEIB) de la Universitat Politècnica de Catalunya-Barcelona Tech. Concretamente, dentro de la asignatura de “Recursos Humanos” en la que estudiamos y desarrollamos una serie de habilidades directivas, entre ellas: comunicación y trabajo en equipo. La experiencia docente que aquí se comparte es el uso del ejercicio de la NASA para reflexionar tanto sobre los beneficios del trabajo en grupo como sobre la importancia de la comunicación interpersonal y, en particular, sobre la forma de interactuar. Se evidencia como las alumnas parecen estar totalmente integradas en un contexto masculinizado, mientras que los alumnos muestran ciertos reparos a conductas tenidas por típicamente masculinas en grupos de pares y en ambientes profesionales. Así, se puede afirmar que la interacción en las aulas de este grupo de ingeniería va más allá de los estereotipos de género.
La confusión existente sobre la definición, alcance y objetivos de la gestión de talento no sólo hace que sea cuestionada su legitimidad, sino que está obstaculizando su posible avance como disciplina. Una de las principales causas de la ambigüedad existente en el campo es la inadecuada definición del concepto subyacente de talento. Así, el presente artículo ofrece la primera revisión de la literatura académica sobre gestión de talento en español con el fin de dar respuesta a las siguientes preguntas de investigación: ¿qué se entiende por talento en empresa? y ¿cuánto se ha avanzado en este sentido en los últimos años? Dando respuesta a estas preguntas se contribuye al desarrollo del campo de la gestión de talento mediante la exposición de los avances hechos en uno de sus principales temas de debate.
Purpose – The purpose of this paper is to frame empirical literature on talent management (TM), and to provide a clear and comprehensive picture of the topics under investigation, the conceptualization of TM, and under-explored areas. Design/methodology/approach – The authors adopted a systematic review that covers empirical
research on TM which has been published between 2006 and 2014 in academic peer-reviewed journals. A total of 96 articles were included in the review. A bibliometric as well as a content analysis has been
carried out. Findings – The results reveal that the Anglo-Saxon context (in particular EU) has a great impact on
empirical TM research. Also research foundations and designs are not very rigorous. A slight awareness of context and culture was found. Empirical TM research is predominantly built on an
exclusive approach to TM. Yet, how TM works in practice and how well (from the perspective of multiple actors) as well as the role and perceptions of line managers are under-explored areas.
Practical implications – The paper gives vision and direction to practitioners in particular on the definition of talent and TM.
Originality/value – This study frames the extent and nature of empirical research on TM, and it is the first to specifically and objectively examine the advances made in the field and to identify under-explored areas. By doing so, it helps to avoid presumptions and misguided
beliefs, to advance the knowledge of TM issues in organizations and regions, and to better channel future research.
This review adopts a phenomenon-driven approach in reviewing the talent management (TM) literature, applying methods derived from bibliometrics and content analysis to evaluate the state of the field and derive implications for research and practice unbiased towards a-priori assumptions of which frameworks or methods are most adequate. Based on analyses of publication volume, journals and their impact factors, most cited articles and authors, preferred methods, and represented countries, we assess whether TM should be approached as an embryonic, growth, or mature phenomenon, and examine dominant (i.e., resource-based view, international human resource management, employee assessment, and institutionalism) versus ‘alternative’ (i.e., knowledge management, career management, strength-based approach, and social exchange theory) theoretical frameworks. Our goal is to assist TM researchers in positioning their work more explicitly vis-à-vis current debates in the existing literature and encourage them to think about which approach best fits their research aims, questions, and designs
The aim of this paper is to set out a teaching innovation project that seeks to advance in the development and assessment one of the fundamental students’ competencies from any Business Administration Degree, such as: critical thinking. We are going to adapt an audiovisual case methodology, developed and already proved in traditional universities, in order to help the students develop and boost one of the competencies required to improve the efficiency and efficacy of their daily activity in organizations, and which previously has been highlighted as fundamental by the academia when the European Higher Education Area (EHEA) was designed.
This methodology uses short clips of films – usually, true stories- to help students to understand the practical implications of the theoretical concepts explained at class. We are going to evaluate the implementation of this methodology, and also its impact on the students’ learning process in an Open University.
Organizations report great difficulty in measuring talent accurately, reflecting the lack of theoretical foundations for talent-identification in the HRM literature. This multidisciplinary review aims to contribute to the establishment of a stronger theoretical basis for talent-management by presenting a conceptual framework of talent in which the definition, operationalization and measurement of talent and its relation to excellent performance is clarified. We systematically introduce 11 propositions into the framework, building on fragmented insights from the literature—from the fields of HRM, gifted education, positive psychology, and vocational psychology respectively—that will guide readers in understanding and applying the proposed framework.
The ongoing confusion about the meaning of ‘talent’ within the world of work is hindering the establishment of widely accepted talent management theories and practices. The aim of this paper is to contribute to the literature on talent management by offering an in-depth review of the talent concept within the specific context of the world of work, and proposing a framework for its conceptualization. We group different theoretical approaches to talent into ‘object’ (i.e., talent as natural ability; talent as mastery; talent as commitment; talent as fit) versus ‘subject’ approaches (i.e., talent as all people; talent as some people) and identify dynamics existing within and between them, as well as implications for talent management theory and practice. Finally, we discuss different avenues for further research aimed at developing the talent—and consequently, the talent management—construct further.