Global talent management: A view beyond developed markets

Authors

  • Louisa V. Selivanovskikh Graduate School of Management, St. Petersburg University, Russia

DOI:

https://doi.org/10.21638/spbu18.2020.305

Abstract

This study aims to identify the main drivers, activity domains and outcomes of global talent management (GTM) in emerging market organizations. Through a structured keyword search and subsequent elimination of papers, 27 top peer-reviewed journal publications (out of 137 articles on talent management) are selected and thoroughly analyzed using mixed research techniques. Using VOSviewer software, I identify the four major clusters in GTM literature: TM in EMs, global talent mobility, TM in multinational corporations, and human resource management in a “global war for talent” context. I further conduct a structured content-analysis-based literature analysis and provide a much-needed overview of the underlying organization theories used in previous EM research to explain the GTM phenomenon. I additionally reveal the key GTM system components and determine the main demand-supply factors and outcomes of GTM implementation. Lastly, based on the study’s findings and subsequent discussions, I offer insights into future research avenues.

Keywords:

global talent management, emerging markets, structured literature review, bibliometric analysis, content analysis

Downloads

Download data is not yet available.
 

References


REFERENCES

Al Ariss A., Sidani Y. 2016. Comparative international human resource management: Future research directions. Human Resource Management Review 26 (4): 352–358.

Apriliyanti I. D., Alon I. 2017. Bibliometric analysis of absorptive capacity. International Business Review 26 (5): 896–907.

Beamond M. T., Farndale E., Härtel C. E. J. 2016. MNE translation of corporate talent management strategies to subsidiaries in emerging economies. Journal of World Business 51 (4): 499–510.

Beechler S., Woodward I. C. 2009. The global “war for talent”. Journal of International Management 15 (3): 273–285.

Collings D. G. 2014. Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business 49 (2): 253–261.

Collings D. G., Mellahi K., Cascio W. F. 2019. Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of Management 45 (2): 540–566.

Cooke F. L., Saini D. S., Wang J. 2014. Talent management in China and India: A comparison of management perceptions and human resource practices. Journal of World Business 49 (2): 225–235.

Crowley-Henry M., O’Connor E., Al Ariss A. 2018. Portrayal of skilled migrants’ careers in business and management studies: A review of the literature and future research agenda. European Management Review 15 (3): 375–394.

Denyer D., Tranfield D. 2009. Producing a systematic review. The Sage Handbook of Organizational Research Methods, 671–689.

Doh J. P., Stumpf S. A., Tymon Jr. W. G. 2011. Responsible leadership helps retain talent in India. Journal of Business Ethics 98 (SUPPL.1): 85–100.

Farndale E., Scullion H., Sparrow P. 2010. The role of the corporate HR function in global talent management. Journal of World Business 45 (2): 161–168.

Furusawa M., Brewster C. 2015. The bi-cultural option for global talent management: The Japanese/Brazilian Nikkeijin example. Journal of World Business 50 (1): 133–143.

Gallardo-Gallardo E., Thunnissen M., Scullion H. 2019. Talent management: Context matters. International Journal of Human Resource Management. Forthcoming.

Giannetti M., Liao G., Yu X. 2015. The brain gain of corporate boards: Evidence from China. Journal of Finance 70 (4): 1629–1682.

Glaister A. J., Karacay G., Demirbag M., Tatoglu E. 2018. HRM and performance — The role of talent management as a transmission mechanism in an emerging market context. Human Resource Management Journal 28 (1): 148–166.

Hartmann E., Feisel E., Schober H. 2010. Talent management of western MNCs in China: Balancing global integration and local responsiveness. Journal of World Business 45 (2): 169–178.

Holden N., Vaiman V. 2013. Talent management in Russia: Not so much war for talent as wariness of talent. Critical Perspectives on International Business 9 (1–2): 129–146.

Horwitz F. M. 2011. Future HRM challenges for multinational firms in eastern and central Europe. Human Resource Management Journal 21 (4): 432–443.

Horwitz F. M. 2013. An analysis of skills development in a transitional economy: The case of the South African labor market. International Journal of Human Resource Management 24 (12): 2435–2451.

Hult G. T. M. 2011. Toward a theory of the boundary-spanning marketing organization and insights from 31 organization theories. Journal of the Academy of Marketing Science 39 (4): 509–536.

Iles P., Chuai X., Preece D. 2010. Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers. Journal of World Business 45 (2): 179–189.

King N. 2012. Doing template analysis. In G. Symon, E. Cassel (eds). Qualitative Organizational Research: Core Methods and Current Challenges, 426–450. London: Sage Publications.

Kulkarni M., Scullion H. 2015. Talent management activities of disability training and placement agencies in India. International Journal of Human Resource Management 26 (9): 1169–1181.

Latukha M. 2015. Talent management in Russian companies: Domestic challenges and international experience. International Journal of Human Resource Management 26 (8): 1051–1075.

Latukha M., Veselova A. 2019. Talent management, absorptive capacity, and firm performance: Does it work in China and Russia? Human Resource Management 58 (5): 503–519.

Li S., Scullion H. 2010. Developing the local competence of expatriate managers for emerging markets: A knowledge-based approach. Journal of World Business 45 (2): 190–196.

Massaro M., Handley K., Bagnoli C., Dumay J. 2016. Knowledge management in small and medium enterprises: a structured literature review. Journal of Knowledge Management 20 (2): 258–291.

Mayring P. 2008. Qualitative Inhaltanalyse — Grundlagen und Techniken (Qualitative Content Analysis), Beltz Verlag, Weinheim.

Mao Y., Latukha M., Selivanovskikh L. 2020. From brain drain to brain gain in emerging markets: Exploring the new agenda for global talent management in talent migration. European Journal of International Management. Forthcoming.

Mäkelä K., Björkman I., Ehrnrooth M. 2010. How do MNCs establish their talent pools? Influences on individuals’ likelihood of being labeled as talent. Journal of World Business 45 (2): 134–142.

McDonnell A., Lamare R., Gunnigle P., Lavelle J. 2010. Developing tomorrow's leaders — Evidence of global talent management in multinational enterprises. Journal of World Business 45 (2): 150–160.

Mellahi K., Collings D. G. 2010. The barriers to effective global talent management: The example of corporate elites in MNEs. Journal of World Business 45 (2): 143–149.

Meyer K. E., Xin K. R. 2018. Managing talent in emerging economy multinationals: Integrating strategic management and human resource management. International Journal of Human Resource Management 29 (11): 1827–1855.

Meyskens M., Von Glinow M. A., Werther Jr W. B., Clarke L. 2009. The paradox of international talent: Alternative forms of international assignments. The International Journal of Human Resource Management 20 (6): 1439–1450.

Muratbekova-Touron M., Kabalina V., Festing M. 2018. The phenomenon of young talent management in Russia — A context-embedded analysis. Human Resource Management 57 (2): 437–455.

Poocharoen O.-o., Lee C. 2013. Talent management in the public sector: A comparative study of Singapore, Malaysia, and Thailand. Public Management Review 15 (8): 1185–1207.

Preece D., Iles P., Chuai X. 2011. Talent management and management fashion in Chinese enterprises: Exploring case studies in Beijing. International Journal of Human Resource Management 22 (16): 3413–3428.

Preece D., Iles P., Jones R. 2013. MNE regional head offices and their affiliates: Talent management practices and challenges in the Asia pacific. International Journal of Human Resource Management 24 (18): 3457–3477.

Raman R., Chadee D., Roxas B., Michailova S. 2013. Effects of partnership quality, talent management, and global mindset on performance of offshore IT service providers in India. Journal of International Management 19 (4): 333–346.

Schuler R. S., Jackson S. E., Tarique I. 2011. Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business 46 (4): 506–516.

Sidani Y., Al Ariss A. 2014. Institutional and corporate drivers of global talent management: Evidence from the Arab Gulf region. Journal of World Business 49 (2): 215–224.

Skuza A., Scullion H., McDonnell A. 2013. An analysis of the talent management challenges in a post-communist country: The case of Poland. International Journal of Human Resource Management 24 (3): 453–470.

Sparrow P., Vaiman V., Schuler R., Collings D. G. 2018. Introduction: Macro talent management in emerging and emergent markets: Foundations for a developing field. In: V. Vaiman, P. Sparrow, R. Schuler, D. G. Collings (eds). Macro Talent Management in Emerging and Emergent Markets. A Global Perspercive, 1–21. Rout­ledge: N.Y.

Stahl G., Björkman I., Farndale E., Morris S. S., Paauwe J., Stiles P., Trevor J., Wright P. 2012. Six principles of effective global talent management. MIT Sloan Management Review 53 (2): 25–42.

Stokes P., Liu Y., Smith S., Leidner S., Moore N., Rowland C. 2016. Managing talent across advanced and emerging economies: HR issues and challenges in a Sino-German strategic collaboration. International Journal of Human Resource Management 27 (20): 2310–2338.

Tarique I., Schuler R. S. 2010. Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business 45 (2): 122–133.

Tatli A., Vassilopoulou J., Özbilgin M. 2013. An unrequited affinity between talent shortages and untapped female potential: The relevance of gender quotas for talent management in high growth potential economies of the Asia Pacific region. International Business Review 22 (3): 539–553.

Tatoglu E., Glaister A. J., Demirbag M. 2016. Talent management motives and practices in an emerging market: A comparison between MNEs and local firms. Journal of World Business 51 (2): 278–293.

Tymon Jr. W. G., Stumpf S. A., Doh J. P. 2010. Exploring talent management in India: The neglected role of intrinsic rewards. Journal of World Business 45 (2): 109–121.

Van Eck N., Waltman L. 2009. Software survey: VOSviewer, a computer program for bibliometric mapping. Scientometrics 84 (2): 523–538.

Wiesmann B., Snoei J. R., Hilletofth P., Eriksson D. 2017. Drivers and barriers to reshoring: A literature review on offshoring in reverse. European Business Review 29 (1): 15–42.

Zahra S. A., George G. 2002. The net-enabled business innovation cycle and the evolution of dynamic capabilities. Information Systems Research 13 (2): 147–150.

Zhang J., Ahammad M. F., Tarba S., Cooper C. L., Glaister K. W., Wang J. 2015. The effect of leadership style on talent retention during merger and acquisition integration: Evidence from China. International Journal of Human Resource Management 26 (7): 1021–1050.

Downloads

Published

2020-12-03

How to Cite

Selivanovskikh , L. V. (2020). Global talent management: A view beyond developed markets. Russian Management Journal, 18(3), 383–410. https://doi.org/10.21638/spbu18.2020.305

Issue

Vol. 18 No. 3 (2020)

Section

Theoretical and Empirical Studies

License

Articles of the Russian Management Journal are open access distributed under the terms of the License Agreement with Saint Petersburg State University, which permits to the authors unrestricted distribution and self-archiving free of charge.