Don't Worry, I Know What I'm Doing: Talent Management Practices between South Korean and Foreign-Owned Firms

Park, Hyun Mi

doi:10.1080/10669868.2022.2115183

Cited by 6 publications

(3 citation statements)

References 87 publications

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“…Additionally, ref. [39] examines the distinctions in talent management practices between South Korean and foreign-owned firms, revealing how local institutional logics shape HR strategies. These insights reinforce the view that institutional logics significantly shape HR strategies and practices in large conglomerates like Samsung and Lotte.…”

Section: Discussionmentioning

confidence: 99%

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The Role of Institutional Logics in Shaping Sustainable Talent Management: A Comparative Study of Two South Korean Conglomerates

Lee

2024

Systems

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This research examines the evolution of human resource management (HRM) practices within Samsung and Lotte, two major South Korean conglomerates. Both companies have been profoundly influenced by the Japanese management paradigm, especially in areas like seniority-based promotion rooted in Confucian values. Drawing from institutional theory, the study elucidates how similar economic trajectories in South Korea and Japan fostered comparable institutional logics and pressures in HRM. However, as organizations navigate institutional shifts, their responses and resulting HRM adaptations can diverge. Utilizing a comparative approach through the lens of the institutional logic theory, key findings unveil as follows: (1) Samsung and Lotte’s HR practices exhibit a strong Japanese influence, highlighting cultural/historical context’s importance. (2) Despite similar pressures, the conglomerates developed distinct HR practices attributed to differing institutional logics. (3) Institutional logics play a pivotal role in shaping HRM and influencing organizational behavior. (4) Organizations adapt HR practices in response to institutional complexities, leading to practice divergence. (5) The study extends institutional theory’s application in understanding organizations’ varied responses to similar pressures. (6) Findings offer HR professionals insights on tailoring strategies based on contextual understanding. The study extends the application of institutional theory in deciphering varied organizational responses. Practically, it provides HR professionals guidance on contextually appropriate HRM strategies. Companies across Asia can leverage these insights to anticipate HR practice shifts and align them with evolving institutional frameworks.

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Section: Discussionmentioning

confidence: 99%

“…Recent studies have further contributed to this field [39]. examined talent management practices in South Korean firms, highlighting the differences between indigenous firms and foreign-owned subsidiaries and their responses to institutional pressures.…”

Section: Why Comparing Hr Practices In Two Companies Is Importantmentioning

confidence: 99%

The Role of Institutional Logics in Shaping Sustainable Talent Management: A Comparative Study of Two South Korean Conglomerates

Lee

2024

Systems

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“…and large local firms used formal talent review session and 9-box to identify talent. By contrast, in local SMEs firms, informal selection determined(Bae, Chen, & Rowley, 2011;Park, 2022a) which individuals were classed as key talent(McDonnell, Collings, Mellahi, & Schuler, 2017). In addition, local SMEs tended to implement the pay dispersion via incentives rather than in basic salary (Table1).…”

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The Context Matters to the Exclusive Talent Management: How to Measure and Pay in South Korea

Park

2023

Global Business Review

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Talent Management (TM) has been derived from Western, mainly the US and there are gaps between westernized TM format and contexts of non-Western countries when they practice Western-format TM. Therefore, this article aims to explore South Korean-style local TM practices through a view of Resource-Based View. The local practices are also compared to foreign firms in South Korea in four areas: talent identification via performance evaluation system, South Korean style payment structure to include performance-related pay dispersion, non-monetary rewarding and training and development. This article conducted 55 semi-structured interviews from employees who are working for local and foreign companies in South Korea. TM practices in large local firms were more discriminative, and monetary focused rewards than foreign firms. Talent development programmes (e.g., a job rotation) were not practiced in local firms but in foreign firms. The TM practices are influenced by the local context and the traditional human resource management philosophies.

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Fusing talent horizons: the transformative role of data integration in modern talent management

Asfahani

2024

Discov Sustain

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This study elucidates the transformative influence of data integration on talent management in the context of evolving technological paradigms, with a specific focus on sustainable practices in human resources. Historically anchored in societal norms and organizational culture, talent management has transitioned from traditional methodologies to harnessing diverse data sources, a shift that enhances sustainable HR strategies. By employing a narrative literature review, the research traces the trajectory of HR data sources, emphasizing the juxtaposition of structured and unstructured data. The digital transformation of HR is explored, not only highlighting the evolution of Human Resource Information Systems (HRIS) but also underscoring their role in promoting sustainable workforce management. The integration of advanced technologies such as machine learning and natural language processing is examined, reflecting on their impact on the efficiency and ecological aspects of HR practices. This paper not only underscores the imperative of balancing data-driven strategies with the quintessential human element of HR but also provides concrete examples demonstrating this balance in action for practitioners and scholars in sustainable human resources.

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Don't Worry, I Know What I'm Doing: Talent Management Practices between South Korean and Foreign-Owned Firms

Cited by 6 publications

References 87 publications

The Role of Institutional Logics in Shaping Sustainable Talent Management: A Comparative Study of Two South Korean Conglomerates

The Role of Institutional Logics in Shaping Sustainable Talent Management: A Comparative Study of Two South Korean Conglomerates

The Context Matters to the Exclusive Talent Management: How to Measure and Pay in South Korea

Fusing talent horizons: the transformative role of data integration in modern talent management

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