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2009 | 9 | nr 2 | 5-18
Tytuł artykułu

Global talent management : the law of the few

Treść / Zawartość
Warianty tytułu
Języki publikacji
EN
Abstrakty
EN
Despite more than a decade of hype around the concept of talent management, we still have relatively limited knowledge regarding its application in practice, particularly in the international context. Developing on Malcolm Gladwell's influential book The Tipping Point, and in particular his concept of the 'law of the few', we argue that it is a few key individuals positioned in pivotal roles which make the critical difference in terms of differentiated organizational performance. Drawing insights from the social capital, global leadership and global mindset literatures, this paper will be useful to both academics and practitioners in helping to conceptualize the important issues around talent management in an organizational context. (original abstract)
Rocznik
Tom
9
Numer
Strony
5-18
Opis fizyczny
Twórcy
  • National University of Ireland
  • University of Newcastle, United Kingdom
  • National University of Ireland
Bibliografia
  • Barney J. (1991), Firm Resources and Sustained Competitive Advantage, Journal of Management, 17, pp. 99-129.
  • Boudreau J.W., Ramstad P.M. (2007), Beyond HR: The New Science of Human Capital, Boston, MA, Harvard Business School Press.
  • Boudreau J.W., Ramstad P.M. (2005), Talentship, Talent Segmentation, and Sustainability: A New HR Decision Science Paradigm for a New Strategy Definition, Human Resource Management, 42, pp. 129-36.
  • Boston Consulting Group (2007), The Future of HR: Key Challenges Through 2015, Dusseldorf, Boston Consulting Group.
  • Briscoe D.R., Schuler R.S. (2004), International Human Resource Management, Second Edition,New York, Routledge.
  • Caligiuri P.M., Lazarova M., Tarique I. (2005), Training, Learning and Development in Multinational Organizations, in: H. Scullion, M. Linehan (eds.), International Human Resource Management: A Critical Text,Hampshire, Palgrave Macmillan.
  • Cheese P., Thomas R.J., Tapscott D. (2008), The Talent Powered Organization: Strategies for Globalization, Talent Management and Performance, London and Philadelphia, Keogan Page.
  • CIPD (2006), Learning and Development: Annual Survey Report 2006, London, CIPD.
  • Collings D.G., Scullion H., Morley M.J. (2007), Changing Patterns of Global Staffing in the Multinational Enterprise: Challenges to the Conventional Expatriate Assignment and Emerging Alternatives, Journal of World Business 42, 2, pp. 198-213.
  • Dowling P.J., Festing M., Engle A.D. (2008), International Human Resource Management, Fifth Edition, London, Thomson Learning.
  • Economist Intelligence Unit (2006), The CEO's Role in Talent Management: How Top Executives from Ten Countries are Nurturing the Leaders of Tomorrow, London, The Economist.
  • Frank F.D., Finnegan R.P., Taylor C.R. (2004), The Race for Talent: Retaining and Engaging Workers in the 21st Century, Human Resource Planning 27, 4, pp. 12-25.
  • Gladwell M. (2000), The Tipping Point, London, Little Brown.
  • Granovetter M.S. (1973), The Strength of Weak Ties, American Journal of Sociology 78, 6, pp. 1360-1380.
  • Kogut B., Zander U. (1993), Knowledge of the Firm and the Evolutionary Theory of the Multinational Corporation, Journal of International Business Studies 24, 4, pp. 625-646.
  • Konopaske R., Werner S. (2005), US Managers' Willingness to Accept a Global Assignment: Do Expatriate Benefits and Assignment Length Make a Difference, International Journal of Human Resource Management 16, pp. 1159-1175.
  • Kostova T., Roth K. (2003), Social Capital in Multinational Corporations and a Micro-macro Model of its Formation, Academy of Management Review 28, 2, pp. 297-317.
  • Lengnick-Hall M.L., Lengnick-Hall C.A. (2006), IHRM and Social Network/social Capital Theory, in: G.K. Stahl, I. Bjorkman (eds.), Handbook of Research in International Human Resource Management, Cheltenham, Edward Elgar Publishing.
  • Lewis R.E., Heckman R.J. (2006), Talent Management: A Critical Review, Human Resource Management Review 16, 2, pp. 139-154.
  • Lowe K.B., Milliman J., De Cieri H., Dowling P.J. (2002), International Compensation Practices: A Ten-country Comparative Analysis, Human Resource Management 41, 1, pp. 45-66.
  • McDonnell A., Gunnigle P., Lavelle J. (2010), Learning Transfer in Multinational Companies: Explaining Inter-Organisation Variation, Human Resource Management Journal, accepted May 1st 2009.
  • McKinsey (2005), Assessing China's Looming Talent Shortage, Boston, McKinsey Consultants.
  • Michaels E., Handfield-Jones H., Axelrod B. (2001), The War for Talent, Boston, Harvard Business School.
  • Orwell G. (1944), Animal Farm, Orlando, Harcourt.
  • Osland J.S., Bird A., Mendenhall M., Osland A. (2006), Developing Global Leadership Capabilities and Global Mindset: A Review, in: G.K. Stahl, I. Bjorkman (eds.), Handbook of Research in International Human Resource Management. Cheltenham, Edward Elger.
  • Pfeffer J. (2001), Fighting the War for Talent is Hazardous to Your Organization's Health, Organizational Dynamics 29, 4, pp. 248-259.
  • Schuler R.S., Jackson S.E., Luo Y. (2004), Managing Human Resources in Cross-border Alliances, New York: Routledge.
  • Scullion H., Collings D.G. (2006), Global Staffing, Abingdon, Routledge.
  • Sparrow P., Brewster C., Harris H. (2004), Globalizing Human Resource Management, London, Routledge.
  • Stahl G.K., Bjorkman I., Farndale E., Morris S.S., Stiles P., Trevor J., Wright P.M. (2007), Global Talent Management: How Leading Multinationals Build and Sustain Their Talent Pipeline, Faculty and Research Working Paper, Fontainebleau, France, INSEAD.
  • Taylor S. (2007), Creating Social Capital in MNEs: The International Human Resource Management Challenge, Human Resource Management Journal 17, 4, pp. 336-354.
Typ dokumentu
Bibliografia
Identyfikatory
Identyfikator YADDA
bwmeta1.element.ekon-element-000171223097
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