Магистратура
2020/2021
Управление талантами
Статус:
Курс обязательный (HR-аналитика)
Направление:
38.04.02. Менеджмент
Где читается:
Высшая школа бизнеса
Когда читается:
2-й курс, 1, 2 модуль
Формат изучения:
с онлайн-курсом
Преподаватели:
Мондрус Ольга Владимировна
Прогр. обучения:
HR-аналитика
Язык:
английский
Кредиты:
3
Контактные часы:
24
Course Syllabus
Abstract
Talent management as an innovative approach to managing employees is gaining more and more attention in foreign as well as in Russian companies. To date, scientists and practitioners have explored this phenomenon in general trying to find benchmarks and pursuing the goal of defining universal concepts. Some practitioners and scientists took the path of delimitation outlining fundamental differences between talent management and extant personnel and human resource management systems. However, considering the significant uncertainty of external conditions, the different economic conditions of industries and access to talents, it is worth talking about talent management in a contextual way given the conditions that influence the formation of the talent management system. Thus, an important component of the talent management course is the search and systematisation of external and internal factors influencing a company at different levels. In addition to the areas mentioned above, one of the most important issues of talent management is HR analytics and approaches to building models identifying talents within the organisation, managing the performance of talented employees, using analytics in the attracting, developing, deploying, and retaining practices. Taking the course, students will learn how to determine talent in business, the system of talent management, how to identify and evaluate the strategy of talent management, and to find appropriate way to develop the main set of talent management practices based on the range of factors which stipulate a configuration of talent management system in the organisation.
Learning Objectives
- The goal of the course is to form systemic view on talent management. A systematic approach will allow the students of the course to • build necessary skills and form competences, based on which students will have the opportunity to see a holistic approach to managing people and changes in organisations; • understand the contextual dependence of changes and talent management in organisations; • evaluate and built capabilities for sustaining change.
Expected Learning Outcomes
- 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
- recognises trends in global talent management
- transforms global talent practices into local practices
- develops fuzzy models of talent management entities
- develops mathematical models of talent management processes
Course Contents
- 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. Corporate social responsibility, sustainability and ethics of talent management.
- 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
- Global talent managementGlobalisation of business, features of cross-cultural communications, identification of talented employees, building global channels for talent development, transformation of talent management practices from (global) local to (local) global and glocal.
- HR analytics in talent managementanalytical tools in the field of talent management, ways of operationalising of observed phenomena in the organisation.
Bibliography
Recommended Core Bibliography
- 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.
- Edwards, M. R., & Edwards, K. (2019). Predictive HR Analytics : Mastering the HR Metric (Vol. 2nd Edition). New York: Kogan Page. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=2037089
- Fermin Diez, Mark Bussin, & Venessa Lee. (2019). Fundamentals of HR Analytics : A Manual on Becoming HR Analytical. Bingley: Emerald Publishing Limited. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=2204225
- 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.978.1.137.50606.1
Recommended Additional Bibliography
- 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
- Ewerlin, D. (2013). The influence of global talent management on employer attractiveness: An experimental study. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsbas&AN=edsbas.B959877D
- 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
- 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