Let’s make performance management work for new hires

Gender-oriented talent management practices in Russian companies

“…В свою очередь, таланты стратегически важны, поскольку они являются ценными, редкими, трудно имитируемыми и заменяемыми ресурсами, т. е. источником конкурентных преимуществ для фирм [Barney, 1991;Boudreau, Ramstad, 2007;Vaiman, Vance, 2008;Cascio, Boudreau, 2016;Thunnissen, Boselie, Fruytier, 2013]. В этой связи управление талантливыми сотрудниками тесно связано со стратегическими задачами и целями бизнеса и играет важную роль в их достижении [Collings, Mellahi, 2009;Scullion, Collings, 2011;Canedo, Graen, Grace, 2017]. Оно рассматривается как узкоспециализированный инструмент, направленный на работу с талантами в организации для извлечения максимальной выгоды от их знаний и навыков [Iles, Chuai, Preece, 2010;Tarique, Schuler, 2010;Kaur, 2013].…”

Reviewing the Literature of the Effect of Talent Management on Organizational Effectiveness

“…One of the definitions considered talent management as the best human resources in an organization whom performance highly influence the organization's overall performance (Campbell and Hirsh, 2013), another definition of talent management that it is the human being's ability; which includes dexterity, proficiency, and skillfulness for improvement (D'Annunzio-Green, 2008). Attract, hire, and retain the best talented employees is the major rationale to have plausible performance system in human resource management (Canedo et al, 2017). Possessing a highly good workforce in any organization is considered as a fertile source of interest for all the workers and the beneficiaries (Deery and Jago, 2015).…”

“…The potential implication for an organization that successfully employs an effective mentoring and coaching strategy includes increased employee retention and satisfaction, improved motivation, commitment and respect enhanced organizational performance, communication, and team effectiveness, and leveraged learning at lower costs. Canedo et al (2017) suggested that human resource professionals need to be trained and educated about values, issues and preferred work environment to align with talent management strategies.…”

“…Talent management is defined by Thunnissen and Buttiens (2017) as "the systematic attraction, identification, development, engagement/retention, and deployment of talents." Human resource management has the responsibility to manifest the organization's needs for talents under constraint of time and budget (Canedo et al, 2017). It's worth to mention, technology development have role in inducing new innovation ways to evaluate the talent in work (Chamorro-Premuzic et al, 2017).…”

The Practice of Refined Management of Office Reception Work in the Era of Artificial Intelligence

“…If the college reception center can better realize the network and economic management, using the form of electronic records using the combination of system management and cultural management, it will make the implementation of responsibility more in place. The reception requirements of college employees for refined management are the most important source of the execution of the entire college reception service center [7][8][9]. Within the last 3 to 5 years, the college reception worked continuously to implement the brand of fine management, which is to implement and successfully promote the fine management requirements so that the reception service center can actively explore new models suitable for the actual situation of the center [10][11].…”