Marina Latukha, Mariia Shagalkina, Ekaterina Kalinina and Daria Khasieva
The growing trends in talent migration, which in the extreme lead to brain drain, in step with an increasing female participation in labor markets and migration flows, set…
Abstract
Purpose
The growing trends in talent migration, which in the extreme lead to brain drain, in step with an increasing female participation in labor markets and migration flows, set challenges for both business and governments managing these processes. In this vein, it is proposed that macro talent management (MTM) is effective in managing the above-mentioned macro-level issues. The purpose of this paper is to identify and compare the determinants of talent migration with respect to gender and to analyze the role that talent management (TM) practices may play in the migration of diverse talent groups (male and female) within the Russian context.
Design/methodology/approach
Anticipating the possible differences in talent migration determinants between men and women and using data from 557 Russian graduates, considered to be high-potential talents, the authors found that these determinants converge.
Findings
Male and female talent migration intentions in Russia are influenced by the same industry and individual push factors as well as family reasons, confirming that women are acting as independent economic migrants rather than tied movers. Moreover, the authors identified that talents in our sample evaluate highly the possibility of TM practices to change their migration intentions, and that female talents are more sensitive and responsive in this regard. Therefore, the TM system in the emerging economies' context, in particular Russia, is important for increasing the share of women in the workforce, in particular in leadership positions.
Originality/value
The study's results are important as they provide evidence on the gendered dimension of talent migration in particular in terms of the gendered assessment of talent migration determinants. Moreover, the study shows the positive role of TM in managing talent flows at the country level, in particular the ability of TM practices to attract talents to local organizations and, hence, retain them in a country.
Details
Keywords
Marina Latukha, Joseph Soyiri, Mariia Shagalkina and Liana Rysakova
The purpose of this paper is twofold. First, the authors aim to examine the role of talent management (TM) practices in talent migration from developed countries to Ghana that may…
Abstract
Purpose
The purpose of this paper is twofold. First, the authors aim to examine the role of talent management (TM) practices in talent migration from developed countries to Ghana that may enhance country’s economic development through knowledge transfer. The paper also investigates the determinants of migration to the African countries.
Design/methodology/approach
Discussing the importance of self-initiated expatriates (SIEs), and how TM practices may contribute to global migration, the authors develop a set of propositions and build a theoretical framework showing how firms from Ghana can push SIEs to a longer stay in Ghana stimulating inward migration by implementing TM practices.
Findings
The authors claim that in the Ghanaian context expatriates may become migrants by overcoming negative perceptions about Ghana as a destination. Besides the authors argue that talent attraction and talent retention practices with governmental support, play an important role in inward migration to Ghana.
Research limitations/implications
New agenda for talent managers in Africa, namely addressing the possibilities for expatriates’ retention by developing and implementing TM practices to ensure knowledge transferring from developed countries is suggested.
Originality/value
The theoretical framework provides a useful starting point for explaining the interconnections of TM and the conversion from expatriation to the global migration phenomena by African countries that broaden the TM scope beyond individual and organizational aspects. The authors state that TM systems take on the principal role of addressing talent migration especially in the African context and are capable of converting expatriates, specifically SIEs, into migrants to solve important tasks related to knowledge attraction to developing countries.