- The goal of the course is to form systemic view on talent management and develop a systemic approach to managing talented employees. A systemic approach will allow the students of the course to 1. build necessary skills and form competences, based on which students will have the opportunity to see a holistic approach to managing people in organisations; 2. understand the contextual dependence of talent management systems in organisations; 3. assess the impact of certain factors on the formation of a talent management system
- describes main historical aspects of talent management
- differentiates and compares historical, economic, country, sectoral aspects of talent management
- reveals the main components of talent mangement system
- identifies the discrepancies in positioning and perception of the talent management components in the organisation
- argues for (causal) connections between factors of global, country, sectoral, organisational and individual context and the talent mangement system of an organisation.
- illustrates the connections between factors identified, the strategy of the company and the talent management system
- develops talent management strategy for the organisation chosen
- defends the talent management strategic plan for the organisation chosen
- The historical development of talent managementOverview of different approaches to talent in science (pedagogy, psychology, psychophysiology), the formation of understanding of talent in business and the emergence of the concept of talent in practice (business, management). The prerequisites of the emergence of talent management, the first approaches to talent management, the evolution from the search for benchmarks and an exclusive approach to contextualisation and inclusiveness in talent management, environmental factors that lead to the formation of such an approach to employee management.
- Definition of talent in business. Talent management systemThe company’s mission, philosophy, value system, and corporate culture, the basis of talent determinations in business and in a certain organisation. Identification of the components of talent definitions. Business strategy of the company and its connection to the formation of a model of talent management system. The talent management system model defined by the main dichotomous pairs. The link between the definition of talent and the structure of the talent management system.
- Factors shaping the talent management system, the talent management system configurationSectoral labour markets, factors affecting the formation of unique conditions in a labour market, drivers that can lead to a specific request for talented employees in a certain industry. Segments of industries, the configuration of the talent management system in companies.
- Talent management practices in organisationsPractices of talent management in organisations: attraction, selection, development, assignment, motivation, evaluation, retention. Build a continuous process of supplying the organisation with talents
- Interim assessment (3 module)0.2 * Cases + 0.3 * Final Essay + 0.3 * Project Report + 0.2 * Report
- Berger, D. R., & Berger, L. A. (2011). The Talent Management Handbook : Creating a Sustainable Competitive Advantage by Selecting, Developing, and Promoting the Best People (Vol. 2nd ed). New York: McGraw-Hill Professional. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=345970
- Cappelli, P. (2008). Talent Management for the Twenty-First Century. Harvard Business Review, 86(3), 74–81. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=bsu&AN=30028318
- Cappelli, P. (2009). A Supply Chain Model for Talent Management. People & Strategy, 32(3), 4–7. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=bsu&AN=44933254
- Collings, D.G., Mellahi, K., and Cascio, W. F. 2017. The Oxford Handbook of Talent Management // Eds. By Collings, D.G., Mellahi, K., and Cascio, Oxford University Press.
- Karin A. King, & Vlad Vaiman. (2019). Enabling effective talent management through a macro-contingent approach: A framework for research and practice. Business Research Quarterly, (3), 194. https://doi.org/10.1016/j.brq.2019.04.005
- Marina Latukha. (2016). Talent Management in Emerging Market Firms. Palgrave Macmillan. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsrep&AN=edsrep.b.pal.palbok.9188.8.131.52606.1
- Phillips, J. J., & Edwards, L. (2009). Managing Talent Retention : An ROI Approach. San Francisco: Pfeiffer. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=258552
- Björkman, I., Ehrnrooth, M., Mäkelä, K., Smale, A., & Sumelius, J. (2013). Talent or Not? Employee Reactions to Talent Identification. Human Resource Management, 52(2), 195–214. https://doi.org/10.1002/hrm.21525
- De Boeck, G., Meyers, M. C., & Dries, N. (2018). Employee reactions to talent management: Assumptions versus evidence. Journal of Organizational Behavior, 39(2), 199–213. https://doi.org/10.1002/job.2254
- Gelens, J., Hofmans, J., Dries, N., & Pepermans, R. (2014). Talent management and organisational justice: employee reactions to high potential identification. Human Resource Management Journal, 24(2), 159–175. https://doi.org/10.1111/1748-8583.12029
- Latukha, M. (2015). Talent management in Russian companies: domestic challenges and international experience. International Journal of Human Resource Management, 26(8), 1051–1075. https://doi.org/10.1080/09585192.2014.922598
- Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. International Journal of Human Resource Management, 28(1), 3–26. https://doi.org/10.1080/09585192.2016.1244699
- Nijs, S., Gallardo-Gallardo, E., Dries, N., & Sels, L. (2014). A multidisciplinary review into the definition, operationalization, and measurement of talent. Journal of World Business, (2), 180. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsrep&AN=edsrep.a.eee.worbus.v49y2014i2p180.191