What is the meaning of ‘talent’ in the world of work?

Gallardo-Gallardo, Eva; Dries, Nicky; González-Cruz, Tomás F.

doi:10.1016/j.hrmr.2013.05.002

Cited by 430 publications

(554 citation statements)

References 39 publications

Supporting

Mentioning

508

Contrasting

Unclassified

Order By: Relevance

“…For the purposes of this paper, the focus is on the inclusive/exclusive dichotomy in TM research, the most debated tension in the literature (Gallardo-Gallardo et al 2013).…”

Section: Talent Managementmentioning

confidence: 99%

“…The third tension is the input versus output perspective, where the central issue is whether talent depends more on ability or motivation (Gallardo-Gallardo et al 2013). This tension conflicts with the premise of SET, as the input versus output perspective considers ability and motivation separately, rather than considering the complexity of the relational and reflexive relationship between ability and motivation in a social organizational setting.…”

Section: Talent Managementmentioning

confidence: 99%

“…Exclusive talent management (TM)-the human resource management (HRM) strategies, policies and practices where organizations identify and focus resources on a limited number of 'talented' employees, that is high-performing (Lewis and Heckman 2006), or high-potential employees (Gallardo-Gallardo et al 2013)-has received limited consideration from an ethical and organizational justice (Greenberg 1990) standpoint in the business and management literature. Greenwood (2002) underlines the relevance of ethics and justice in HRM.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Exploring the Relationship Between Exclusive Talent Management, Perceived Organizational Justice and Employee Engagement: Bridging the Literature

O’Connor

Crowley–Henry

2017

J Bus Ethics

View full text Add to dashboard Cite

“…For the purposes of this paper, the focus is on the inclusive/exclusive dichotomy in TM research, the most debated tension in the literature (Gallardo-Gallardo et al 2013).…”

Section: Talent Managementmentioning

confidence: 99%

Section: Talent Managementmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Exploring the Relationship Between Exclusive Talent Management, Perceived Organizational Justice and Employee Engagement: Bridging the Literature

O’Connor

Crowley–Henry

2017

J Bus Ethics

View full text Add to dashboard Cite

“…In order to find those articles that would be most informative for achieving conceptual clarity about talent, we first developed a general working definition of TALENT: A MULTIDISCIPLINARY REVIEW 3 talent based on the meaning contemporary English dictionaries ascribe to the term (Gallardo-Gallardo, Dries & González-Cruz, 2013). In the English language, talent is commonly understood as corresponding to an above-average ability that makes the individuals who possess, detect, develop, and deploy it, perform excellently in a given performance domain (Gagné, 2004;Tansley, 2011).…”

Section: Search Strategymentioning

confidence: 99%

“…In general, we posit-in line with Lewis and Heckman (2006)-that the talent-management literature is characterized by a disturbing lack of lucidity regarding its definitions, scope and aims. This is partly driven by the limited clarity the human capital perspective offers about the precise meaning of the underlying construct 'talent' (Gallardo-Gallardo et al, 2013;Tansley, 2011). This leaves organizations with only minimal theoretical foundations for their talent-management decisions (Thunnissen, Boselie & Fruytier, 2013).…”

Section: Talent Through An Hrm Lensmentioning

confidence: 99%

A multidisciplinary review into the definition, operationalization, and measurement of talent

Nijs

Gallardo-Gallardo

Dries

et al. 2014

Journal of World Business

Self Cite

203

191

View full text Add to dashboard Cite

Organizations report great difficulty in measuring talent accurately, reflecting the lack of theoretical foundations for talent-identification in the HRM literature. This multidisciplinary review aims to contribute to the establishment of a stronger theoretical basis for talent-management by presenting a conceptual framework of talent in which the definition, operationalization and measurement of talent and its relation to excellent performance is clarified. We systematically introduce 11propositions into the framework, building on fragmented insights from the literature-from the fields of HRM, gifted education, positive psychology, and vocational psychology respectively-that will guide readers in understanding and applying the proposed framework. Starting from the HRM perspective on talent, we systematically incorporate insights from the divergent literature streams, which counteract some of the limitations inherent to the HRM literature and therefore can help establish better conceptual foundations for talent-management. The relationship between talent and excellent performance functions as a general framework within which issues of predictive and construct validity are addressed, across 11 research propositions. With the future research directions, we shed light on how talent-management scholars might further capitalize on the cross-fertilization between insights from different disciplines so as to gradually establish the theoretical foundations needed to transform talent-management into a legitimate field of academic study. By discussing managerial implications in the concluding part, we provide practical guidelines for designing talent-identification practices grounded in sound theory. Search StrategyTo achieve a comprehensive multidisciplinary review of the literature on talentwhich could account for the evolutions within the field-we used 1993 as the starting point of our literature search, thus covering insights developed over the last twenty years. We took four different steps to establish the final body of peer-reviewed, academic articles considered in this review.Step 1: Clarifying the Talent ConstructIn order to find those articles that would be most informative for achieving conceptual clarity about talent, we first developed a general working definition of TALENT: A MULTIDISCIPLINARY REVIEW 3 talent based on the meaning contemporary English dictionaries ascribe to the term (Gallardo-Gallardo, Dries & González-Cruz, 2013). In the English language, talent is commonly understood as corresponding to an above-average ability that makes the individuals who possess, detect, develop, and deploy it, perform excellently in a given performance domain (Gagné, 2004;Tansley, 2011).Step 2: Selecting Search Terms We started our search by tracking articles that had 'talent' in their titles. As we were interested in talent and talent-identification in the context of the business world, specifically, we selected Business Source Premier as the database of departure. The use of talent as a search term resulted ...

show abstract

Toward Mature Talent Management: Beyond Shareholder Value

Collings

2014

Human Resource Dev Quarterly

125

169

View full text Add to dashboard Cite

Talent management has become one the most prevalent topics in the field of people management and development for practitioners and academics alike. However, while managers do appear to appreciate the importance of talent management, they often fail to manage it effectively and the linkages between talent management and organisational performance remain unclear. In this invited feature article I argue that the failure to effectively manage and develop talent can be traced, in part, to a narrow conceptualisation of performance in much thinking on talent management. At an organisational level this means that performance is generally considered solely in terms of shareholder returns while ignoring other stakeholders. This translates into HR systems that fail to effectively align individuals and organisations in the generation of value. This paper foregrounds employees as stakeholders and argues that organisations that are defined by a sense of purpose and that prioritise employees as stakeholders, generally have higher levels of alignment between organisational and employee goals with more highly motivated employees and ultimately more sustainable performance. Some implications for research on talent management are developed.

show abstract

What is the meaning of ‘talent’ in the world of work?

Cited by 430 publications

References 39 publications

Exploring the Relationship Between Exclusive Talent Management, Perceived Organizational Justice and Employee Engagement: Bridging the Literature

Exploring the Relationship Between Exclusive Talent Management, Perceived Organizational Justice and Employee Engagement: Bridging the Literature

A multidisciplinary review into the definition, operationalization, and measurement of talent

Toward Mature Talent Management: Beyond Shareholder Value

Contact Info

Product

Resources

About