Theoretical perspectives on talent management in microenterprises: a comparative analysis of the literature Theoretical perspectives on talent management in microenterprises: a comparative analysis of the literature
Article Sidebar
Main Article Content
Abstract
Managing talent within organizations is a crucial and strategic element, since it allows them to achieve high levels of competitiveness. The objective of the research is to make an exhaustive description of talent management. The methodology has been prosecuted within the three-step systematic literature reviews. It has been found as a result that talent management is a concept in constant evolution, depending on the context, the youngest human groups, globalization, the scarcity of resources; As a process, it has gone from attraction, selection, development or retention to more complex approaches such as management in post-pandemic scenarios.
Article Details
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
beuova, D., & Muratbekova-Touron, M. (2019). Global talent management: Shaping the careers of internationally educated talents in developing markets. Thunderbird International Business Review, 61(6), 843–856. https://doi.org/10.1002/tie.22085
Afshari, L., & Hadian Nasab, A. (2021). Enhancing organizational learning capability through managing talent: mediation effect of intellectual capital. Human Resource Development International, 24(1), 48–64. https://doi.org/10.1080/13678868.2020.1727239
Aina, R. Al, & Atan, T. (2020). The impact of implementing talent management practices on sustainable organizational performance. Sustainability (Switzerland), 12(20), 1–21. https://doi.org/10.3390/su12208372
Bolander, P., Werr, A., & Asplund, K. (2017). The practice of talent management: a framework and typology. Personnel Review, 46(8), 1523–1551. https://doi.org/10.1108/PR-02-2016-0037
Bonneton, D., Schworm, S. K., Festing, M., & Muratbekova-Touron, M. (2022). Do global talent management programs help to retain talent? A career-related framework. International Journal of Human Resource Management, 33(2), 203–238. https://doi.org/10.1080/09585192.2019.1683048
Boonbumroongsuk, B., & Rungruang, P. (2022). Employee perception of talent management practices and turnover intentions: a multiple mediator model. Employee Relations, 44(2), 461–476. https://doi.org/10.1108/ER-04-2021-0163
Boštjančič, E., & Slana, Z. (2018). The role of talent management comparing medium-sized and large companies - major challenges in attracting and retaining talented employees. Frontiers in Psychology, 9(SEP). https://doi.org/10.3389/fpsyg.2018.01750
Church, A. H., Rotolo, C. T., Ginther, N. M., & Levine, R. (2015). How are top companies designing and managing their high-potential programs? A follow-up talent management benchmark study. Consulting Psychology Journal, 67(1), 17–47. https://doi.org/10.1037/cpb0000030
Claussen, J., Grohsjean, T., Luger, J., & Probst, G. (2014). Talent management and career development: What it takes to get promoted. Journal of World Business, 49(2), 236–244. https://doi.org/10.1016/j.jwb.2013.11.007
Cooke, F. L., Saini, D. S., & Wang, J. (2014). Talent management in China and India: A comparison of management perceptions and human resource practices. Journal of World Business, 49(2), 225–235. https://doi.org/10.1016/j.jwb.2013.11.006
De Vos, A., & Dries, N. (2013). Applying a talent management lens to career management: The role of human capital composition and continuity. International Journal of Human Resource Management, 24(9), 1816–1831. https://doi.org/10.1080/09585192.2013.777537
Denyer, D., & Tranfield, D. (2009). Producing a Systematic Review. In In D. A. Buchanan & A. Bryman (Eds.), The Sage handbook of organizational research methods (pp. 671–689). Sage Publications Ltd. https://psycnet.apa.org/record/2010-00924-039
Edeh, F. O., Zayed, N. M., Perevozova, I., Kryshtal, H., & Nitsenko, V. (2022). Talent Management in the Hospitality Sector: Predicting Discretionary Work Behaviour. Administrative Sciences, 12(4). https://doi.org/10.3390/admsci12040122
Farndale, E., Pai, A., Sparrow, P., & Scullion, H. (2014). Balancing individual and organizational goals in global talent management: A mutual-benefits perspective. Journal of World Business, 49(2), 204–214. https://doi.org/10.1016/j.jwb.2013.11.004
Fathi, M., Alsafadi, Y., Altahat, S., & Tousfi, A. (2020). The effect of talent management on organizational performance improvement: The mediating role of organizational commitment participation. Management Science Letters, 10(12), 2937–2944. https://doi.org/10.5267/j.msl.2020.4.012
Festing, M., Schäfer, L., & Scullion, H. (2013). Talent management in medium-sized German companies: An explorative study and agenda for future research. International Journal of Human Resource Management, 24(9), 1872–1893. https://doi.org/10.1080/09585192.2013.777538
Flores-Quispe, L. R. (2019). Gestión del talento humano y rentabilidad del sector hotelero de la región de Puno. Revista Escuela de Administración de Negocios, 87, 59–77. https://doi.org/10.21158/01208160.n87.2019.2410