talent management research papers pdf

A Study on Talent Management and its Impact on Organization Performance - An Empirical Review

International Journal of Engineering and Management Research, Volume-10, Issue-1, February 2020

8 Pages Posted: 17 Apr 2020

Pushpa Hongal

Karnatak university - mba department, uttamkumar kinange.

Date Written: 2020

These days organization’s talent is its primary source of competitive advantage. Performance of organization depends upon performance of its employees. If employees of an organization possess unique competence, that will differentiate them from their competitors. In this competitive environment retention of talented workforce is a major task for HR managers along with acquisition. Talent management is a very complex and critical task. Right Talent acquisition makes organization strategy more strong. The current global economic situation has increased overall job-seekers in employment market worldwide, but there is still notable talent shortage in different sectors and different countries, this leads to increase the problem of “Talent Mismatch”.As today’s corporate world requires a person with multitasking skill, talent acquisition is becoming very difficult. As a result, finding the “right” person for a particular job is becoming more challenging. Not only acquisition even retention of talented workforce has become greatest challenge for organization. Today’s changing landscape of business requires its HR to act more strategically to build employee engagement which is a great tool for talent management. Talent Management focuses on how individuals enter; move up across or out of the organization. Talent Management will succeed with the support of strong organization structure. As better talent can change the future of business, Talent Management has to be given predominant role in organization. If organization implements talent management strategies effectively, that enhances employee’s engagement which in turn helps to improve organization performance. Higher the employee engagement higher the productivity. This present study aims to identify the relationship between talent management and organization performance. This study is based on empirical research evidence build by literature reviews carried out in this direction. Researcher is intended to use different articles, research papers and literature in order to identify the positive relationship between talent management and organization performance. This empirical research paper will provide insights to HR managers to build Talent management as a Strategic tool to build employee engagement and thereby improving organization performance.

Keywords: Talent Retention, Employee Engagement, Organization Performance, Competencies

Suggested Citation: Suggested Citation

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• DOI: 10.1080/14719037.2019.1638439
• Corpus ID: 159357450

Talent management: a critical literature review and research agenda for public sector human resource management

• Foteini Kravariti , K. Johnston
• Published in Public Management Review 17 July 2019
• Business, Political Science

88 Citations

Talent management in the public sector: empirical evidence from the emerging economy of dubai, talent management in the public sector – empirical evidence from the emerging economy of romania.

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Advances in Talent Management Research: A Review of Extant Literature

Standing on the shoulders of giants a critical review of empirical talent management research, talent management: current theories and future research directions, institutional and corporate drivers of global talent management: evidence from the arab gulf region, related papers.

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RESEARCH PAPER ON EXPLORING TALENT MANAGEMENT PRACTICES: ANTECEDENTS AND CONSEQUENCES

2020, IAEME PUBLICATION

Talent management (TM) has received lots of attention of academicians, practitioners, researchers, scholars, and competitive firms in recent years, but there are many gaps left for further theoretical and empirical development. One of gap is lack of clarity of definition of TM, and the ongoing debate about whether it is merely repackaging of already existing human resource management (HRM) practices or a new concept. In this context, this paper concludes that TM practices are distinct from the traditional HRM practices. The researcher has consolidated the existing literature on TM for designing an integrated model of TM including its antecedents and consequences. The study calls future research to empirically test the derived propositions. The paper includes various theoretical, economic, managerial, and future research implications

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Human resources are in high demand in today's fast-paced economies. The Resource-Based View (RBV) theory emphasises the importance of effective resource management for organizations to gain a competitive advantage. Talent is regarded as the main driving force behind any organisation, and finding the right persons and placing them in the right positions becomes a necessity. Talent Management (TM) has become a buzzword for how businesses can attract, identify, develop, and retain people with the right attitude and abilities to meet current and future organisational needs. Even though TM is considered important for organisations, there is a lack of understanding and how it can be most effectively implemented. There is no agreement on the definition and theoretical foundations of TM. Even though several authors have conducted research in this area, there are theoretical because they do not provide organizations with a vision and direction in the area of talent management. As a resul...

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In today’s business environment, stiff competition has urged companies to compete with creativity and innovation in order to define and achieve the organization goals, objectives and strategies. Currently, organizations strive to attain efficiency, effectiveness and total quality in its operational processes that can be addressed through successful management, retention and utilization of the best talents that are available in the marketplace. Getting the right people with the job in the right place and the right time is very important as an ingredient to organizational success and performance through conducting survey of the labor market. Results from critical evaluation of the literatures suggest that talent management proved to be a source of competitive advantage, leaders and managers are instrumental in promoting talent management and views talent management as maximizing the talent’s potential for effective functioning of the organization as well as its human resource departme...

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This study attempted to clarify the growing concept of strategic talent management and highlights its effect on organizational performance. This study employed archival method and as such extant literature was reviewed and collated for development of propositions. These propositions were developed based on the findings from the literature. Regardless of the increasing reputation talent management has and more than ten years of discussion as well as publicity, the idea behind talent management is still vague. Huge ambiguity still exists in the meaning and latitude of the concept. The recent expression ‘talent management’ has been initiated in the last decade. The term "Talent Management" was initiated recently to provide a single solution for the issues relating to the attraction and retention of qualified workforce. Talent management is beset with misunderstandings, doubts and lack of clarity, implying that the subject is not grounded in practice and thus reinforcing why i...

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Please note you do not have access to teaching notes, talent management strategies and functions: a systematic review.

Industrial and Commercial Training

ISSN : 0019-7858

Article publication date: 22 September 2022

Issue publication date: 2 January 2023

The primary purpose of this study was to identify and conceptualize talent management (TM) functions by combining management and human resources functions, based on a rigorous, in-depth literature review. The secondary purpose was to identify the most common TM strategies and classify them in terms of TM functions to provide a more systematic foundation for the concept of TM.

Design/methodology/approach

A systematic literature review supported by qualitative content analysis was used to determine the main TM strategies in the current literature and to classify them under basic TM functions.

This study identified seven core TM functions that were previously addressed in the TM literature but not labeled and conceptualized as TM functions. These seven core functions (talent planning, talent identification, talent attraction, talent acquisition, talent development, talent deployment and talent retention) structure the TM system, influence each other and operate as a cycle through their respective strategies in identifying, formulating and achieving business objectives (e.g. enhanced firm performance and sustainable competitive advantage). The findings also indicate that talent retention strategies were the most discussed topic within this field between 2006 and July 2022, followed by talent planning and talent development strategies.

Originality/value

TM is still a young and developing field that needs more conceptual work for its development and recognition as a discipline. To the best of the authors’ knowledge, this unique study is one of the first attempts to comprehensively define TM functions and offer a framework for the detailed and systematic classification of TM strategies under seven core TM functions. This framework makes clear the multidimensional concept and system of TM and reveals, through the notion of TM functions, the main lines and structural factors necessary to implement the strategies effectively. Based on the strategies presented in this study, TM is an important source of ideas for organizations that want to implement TM and provides a bench-marking tool for organizations that are currently implementing TM.

• Talent management functions
• Talent management strategies
• Resource-based view
• Systematic literature review
• Qualitative content analysis

Yildiz, R.O. and Esmer, S. (2023), "Talent management strategies and functions: a systematic review", Industrial and Commercial Training , Vol. 55 No. 1, pp. 93-111. https://doi.org/10.1108/ICT-01-2022-0007

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