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Book part
Publication date: 19 September 2022

David G. Collings, Vlad Vaiman and Hugh Scullion

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Talent Management: A Decade of Developments
Type: Book
ISBN: 978-1-80117-835-8

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Book part
Publication date: 16 September 2019

Snejina Michailova and Dana L. Ott

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Talent Management in Small Advanced Economies
Type: Book
ISBN: 978-1-78973-450-8

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Book part
Publication date: 5 September 2022

Emily Russo, Dana L. Ott and Miriam Moeller

Despite many neurodiverse individuals possessing skills that are desperately needed, few organizations have redesigned their attraction, development and retention practices to…

Abstract

Despite many neurodiverse individuals possessing skills that are desperately needed, few organizations have redesigned their attraction, development and retention practices to capture them. In this chapter, we alert organizations that embracing neurodiversity bodes well for expanding the diversity of the talent pool, thereby mitigating talent risks. We proceed to analyse and explain how neurodiversity can be positioned within the talent management literature and identify opportunities for integrating neurodiversity and talent management research. We begin by exploring the concept of neurodiversity and in particular neurodiversity in the workplace. We then use this foundation to establish how neurodiversity can be engaged within the talent management literature. Finally, we outline a plethora of future research questions and avenues to further explore neurodiversity in the context of talent management.

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Diversity in Action
Type: Book
ISBN: 978-1-80117-227-1

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Book part
Publication date: 19 September 2022

Marion Festing and Lynn Schäfer

The highly unpredictable, complex, and dynamic business environment forces companies to innovate constantly. One organizational response to coping with environmental pressures is…

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The highly unpredictable, complex, and dynamic business environment forces companies to innovate constantly. One organizational response to coping with environmental pressures is organizational ambidexterity, that is, the ability to pursue simultaneously the exploitation of existing capabilities and the exploration of new opportunities. It has an impact on the way of working, and consequently, organizations need to reevaluate their talent strategies. With this conceptual contribution, we first provide a fresh view on talent and talent management (TM) by suggesting an ambidextrous TM approach, including novel TM practices that have been rather neglected in the so far dominant traditional TM approach. It centers on the system-controlling element of an ambidextrous mindset. Second, in a theory-based framework, we explain how dynamic TM capabilities (hybrid, dual, and ambidextrous TM), which represent processes for deploying, developing, and shaping talent, can contribute to gaining competitive advantages in various ambidextrous structures reflecting the complexity and dynamism of and within human resource (HR) ecosystems. The authors advance the under-researched process perspective on TM by using the lenses of the HR ecosystems discussion, insights from a dynamic view on the person–environment fit, and dynamic capabilities. The authors conclude with a broad agenda for future research in TM in dynamic environments.

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Talent Management: A Decade of Developments
Type: Book
ISBN: 978-1-80117-835-8

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Book part
Publication date: 2 October 2019

Deborah M. McPhee and Francine Schlosser

In October 2018, the Canadian federal government legalized the use of recreational cannabis with a goal to drastically diminish the black-market and the use of cannabis by minors…

Abstract

In October 2018, the Canadian federal government legalized the use of recreational cannabis with a goal to drastically diminish the black-market and the use of cannabis by minors. The attraction of talent to the new industry has been recognized as important to long-term industry success, but there exists a paradox in talent attraction. Key talent must first be screened by the Royal Canadian Mounted Police. Anyone with serious criminal charges in the past may not be cleared to work in the industry, blocking out experienced cannabis talent. Additionally, some potential talent may not be interested in working the legitimized industry although others may welcome the opportunity to work in it. HR managers have a rare opportunity to be trailblazers by establishing the norms for the industry. Their role should be established in the boardroom, but they will have to demonstrate their value through their ability to build talent in an industry made up largely of SMEs. We use a nested model of macro and micro TM perspectives to analyze the context of this industry. At the macro level we investigate how legalization, government regulation, legitimacy, and reputation affect TM within the micro level context. We suggest how HRM strategies related to attraction, development and retention can impact TM. The integration of the macro and micro level context of TM is paramount to the survival of the new legalized cannabis industry.

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Managing Talent: A Critical Appreciation
Type: Book
ISBN: 978-1-83909-094-3

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Book part
Publication date: 2 October 2019

Beverly Dawn Metcalfe, Yasmeen Makarem and Fida Afouni

This chapter address how critical feminist organization studies can shed light on the dominance of masculinist logics in TM theorizing in both theory and practice and open up…

Abstract

This chapter address how critical feminist organization studies can shed light on the dominance of masculinist logics in TM theorizing in both theory and practice and open up opportunities to review TM systems that stress inclusion and equity. The exclusive approach is most worrisome given that contemporary events such as the prosecution of Harvey Weinstein the global ‘#metoo campaigns and the Sustainable Development Goals have highlighted the importance of equality agendas. We draw on transnationalism, intersectionality and postcolonialism approaches to illustrate how TM reinforces inequalities. Our contribution questions the elite logics, and the white Global North males that dominate both TM theorizing, and TM practitioners and denies many stakeholders voices and contributions to organization life. We also question the longevity of the elite mantra of MNCs’ HRM policy given that the Sustainable Development Goals are increasingly being advocated by the business community, and contradict entirely an organizational ethic premised on valuing the elite.

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Managing Talent: A Critical Appreciation
Type: Book
ISBN: 978-1-83909-094-3

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Article
Publication date: 5 June 2012

F. Ali, A. Jeffers, N. Goodfellow, A. Nadjai, T. Scullion and J. Gardner

This paper represents the outcomes of the first research in the world involving experimental and validated theoretical study to investigate the performance of axially restrained…

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Abstract

This paper represents the outcomes of the first research in the world involving experimental and validated theoretical study to investigate the performance of axially restrained steel columns with hollow and concrete filled elliptical sections subjected to fire. The test programme involved 9 hollow and concrete filled columns with 200 × 100 × 8 mm oval section yielding a slenderness λ=51 and tested under the severe hydrocarbon fire curve. The 1800 mm columns were tested under loading ratios = 0.2, 0.4 and 0.6 of the ultimate strength. The paper presents the obtained experimental results including measured axial and lateral displacements, restraint forces and failure time. A three-dimensional model was built using the finite element method (FEM) and was validated using the obtained tests results. By using variable with temperature thermal expansion coefficient and the EC3 thermal parameters, the finite element model demonstrated an excellent agreement with test results of failure temperatures, failure modes, axial displacements and generated axial forces. The verified finite element model was used to conduct a parametric analysis involving a range of parameters of loading level and slenderness. The study has shown that the concrete filled sections have demonstrated an improved fire resistance when compared to the hollow sections under low loading ratios. The research indicates that imposing axial restraint has reduced the fire resistance of columns by approximately one third on the time domain. The study has also shown a non-linear relationship between the loading ratio and slenderness of elliptical columns and that the load ratio has more effect on fire resistance of columns with high slenderness.

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Journal of Structural Fire Engineering, vol. 3 no. 2
Type: Research Article
ISSN: 2040-2317

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2000

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International Journal of Contemporary Hospitality Management, vol. 35 no. 8
Type: Research Article
ISSN: 0959-6119

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Book part
Publication date: 2 October 2019

Stephen Swailes

A core assumption of exclusive talent management is that some employees have more talent than others. Performance data and talent reviews provide some support for this assumption…

Abstract

A core assumption of exclusive talent management is that some employees have more talent than others. Performance data and talent reviews provide some support for this assumption yet there are grounds thinking that a proportion of talent identification is false; average people can be included, talented people can excluded. In an exploration of how talent recognition is exposed to risk, this chapter considers two approaches to talent that are seldom treated together. First, the social construction of talent is developed in ways that highlight the dangers that inevitably arise in talent recognition processes. A social constructionist treatment raises the prospect of ‘empty’ talent pools and the chapter explores the ethical and moral issues arising and questions whether it matters that talent pools might be empty. Second, talent is considered as an innate characteristic of people highlighting that talents are not static and continue evolving up to a point. As such, and if so, it is right that organizations should look periodically for talent across their employee base. The chapter highlights areas for further research into the existence of ‘the talented’ in business contexts and in particular the question of how much talent pools actually contain people with above average talent. The practical implications of appreciating both social and natural bases of talent are considered.

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Managing Talent: A Critical Appreciation
Type: Book
ISBN: 978-1-83909-094-3

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Article
Publication date: 10 April 2020

Eleni Michopoulou, Iride Azara and Anna Russell

This study aims to examine issues of talent management (TM) in events. Specifically, it investigates the triangular relationship that exists amongst temporary event workforces…

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Abstract

Purpose

This study aims to examine issues of talent management (TM) in events. Specifically, it investigates the triangular relationship that exists amongst temporary event workforces, event employment businesses (EEBs) and event organisers (EOs).

Design/methodology/approach

A mixed method design was used including a quantitative survey of UK temporary event workers (TEW) to examine their characteristics and motivations to work at events; a qualitative survey with (EOs) to understand the reasons for using TEW and (EEBs) and interviews with EEBs to understand their challenges in delivering best-fit between TEW and EOs.

Findings

This study sheds light on the complex relationships amongst temporary event workforces, EOs and event employment businesses. Findings show TEW who display high levels of affective commitment towards their employment organisation and possess the characteristics of extraversion and contentiousness, are highly motivated to work at events. EOs suggest their operational restrictions (such as limited resources, time and expertise) are fuelling the need to use EEBs to source staff with the right skills and attitudes. In turn, these recruiters demonstrate they play an active role in reconciling the often-conflicting needs of EOs and TEW.

Originality/value

This study extends knowledge and understanding on TM in events by providing insights into the characteristics of TEW as a growing labour market segment in the event sector. Significantly, the study contributes to a better understanding of the critical role that EEBs play in the construction, development and management of talent in events.

Details

International Journal of Contemporary Hospitality Management, vol. 32 no. 3
Type: Research Article
ISSN: 0959-6119

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