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Who is talent? Implications of talent definitions for talent management practice

Author

Listed:
  • Skuza Agnieszka

    (Institute of Marketing, Poznań University of Economics and Business, al. Niepodległości 10, 61-875 Poznań, Poland)

  • Woldu Habte G.

    (Naveen Jindal School of Management, Department of Organizations, Strategy and International Management, The University of Texas at Dallas, 800 W Campbell Rd, SM 43, Richardson, TX 75080, USA)

  • Alborz Shawn

    (Naveen Jindal School of Management, Department of Operations Management, The University of Texas at Dallas, 800 W Campbell Rd, SM 30, Richardson, TX 75080, USA)

Abstract

Although talent is considered imperative for gaining a competitive advantage, talent management programs’ effectiveness is unknown. It is believed that consensus on a strong theoretical underpinning for identifying talent and its general definition is yet to be achieved among academia and practitioners. This lack of integration and agreement on a single definition among scholars lead to more confusion which inhibits the advancement of talent management scholarship. The notion also requires renewed attention in the post-pandemic era because everything may not go back to normal as pre-pandemic. This study addresses the gap and focuses on reviewing the existing scholarship on talent definitions and its conceptualization in one place. The study also aims to present the potential implications of talent definition on talent management practices. Among the various implications discussed, it is argued that a single approach to talent definition makes the company vulnerable as it is not using the full potential of talent management. Finally, based on this in-depth review, the study will highlight potential critical research areas towards which the scholarship of talent may be extended.

Suggested Citation

  • Skuza Agnieszka & Woldu Habte G. & Alborz Shawn, 2022. "Who is talent? Implications of talent definitions for talent management practice," Economics and Business Review, Sciendo, vol. 8(4), pages 136-162, December.
    • Handle: RePEc:vrs:ecobur:v:8:y:2022:i:4:p:136-162:n:7
    DOI: 10.18559/ebr.2022.4.7
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    References listed on IDEAS

    as
    1. Marta Fana & Songul Tolan & Sergio Torrejon Perez & Maria Cesira Urzi Brancati & Enrique Fernandez Macias, 2020. "The COVID confinement measures and EU labour markets," JRC Research Reports JRC120578, Joint Research Centre.
    2. Sonnenberg, Mariëlle & van Zijderveld, Vera & Brinks, Martijn, 2014. "The role of talent-perception incongruence in effective talent management," Journal of World Business, Elsevier, vol. 49(2), pages 272-280.
    3. Festing, Marion & Schäfer, Lynn, 2014. "Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective," Journal of World Business, Elsevier, vol. 49(2), pages 262-271.
    4. Jonathan Peterson & Loubna Tahssain-Gay & Laila Benraiss Noailles, 2022. "The impact of exclusivity in talent identification: sources of perceived injustice and employee reactions," Post-Print hal-03953799, HAL.
    5. Cooke, Fang Lee & Saini, Debi S. & Wang, Jue, 2014. "Talent management in China and India: A comparison of management perceptions and human resource practices," Journal of World Business, Elsevier, vol. 49(2), pages 225-235.
    Full references (including those not matched with items on IDEAS)

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    More about this item

    Keywords

    talent management; human capital; human resource management;
    All these keywords.

    JEL classification:

    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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