Talent Development: Existing Status, Constraints, Scope and Suggested Strategies
Keywords:
Talent, Talent development, Talent management, Talent development toolAbstract
Although talent development is increasingly needed in organizations, there is skepticism about its notion in blueprint and reality. This paper probes and extends better understanding into the disparity on the dissimilarities of the notion, meanings and approach to talent development. It also examines the range of tools available to organizations for development. Gaining inferences from a series of research papers, it revealed that talent development is an important constituent of the complete mechanism of talent management. The study underlined why talent development has proved crucial to the success of an organization, whether in prosperity or adversity. The restrictions faced by organizations in the implementation of TD strategy have also been discussed. Though the study is exclusively qualitative in its essence; it highlights avenues for future studies. This study will help training professionals in dealing with certain problems and challenges that lead to the management and development of talent at work.
References
Atwater, L. & Waldman, D. (1998). “360 Degree Feedback and Leadership Development.” Leadership Quarterly, 9: 423-426.
Barlow, L. (2006), “Talent development: the new imperative?” Development and Learning in Organizations, Vol. 20 No. 3, pp. 6-9.
Baum, T. (2008). Implications of hospitality and tourism labor markets for talent management strategies. International Journal of Contemporary Hospitality Management, 20(7), 720-729.
Berger, L.A. and Berger, D.R. (2003), The Talent Management Handbook: Creating Organizational Excellence by Identifying, Developing and Promoting Your Best People, McGraw-Hill Professional, New York, NY. 5. Berry, M. (2007), “Talent management tops European challenges list”, Personnel Today, June19, p.8. 6. Bersin, J. (2010), High-Impact Talent Management: Trends, Best Practices and Industry Solutions, Bersin, Los Angeles, CA.
Birschel, D. (2006), “Critical issues in HR drive: number1 is talent management”, Benefits Quarterly, Vol. 22 No. 1, p. 64.
Brewster, C., Sparrow, P., & Vernon, G. (2007). International human resource management. London, UK: Chartered Institute of Personnel and Development.
Briscoe, J.P. and Hall, D.T. (1999) ‘Grooming and picking leaders using competency frameworks: do they work? An alternative approach and new guidelines for practice’. Organizational Dynamics 28 (4), 37-52 10. Burbach, R., &Royle, T. (2010). Talent on demand? Talent management in the German and Irish subsidiaries of a US multinational corporation. Personnel Review, 39(4), 414-431.
Cappelli, P. (2008). Talent management for the twenty-first century. Harvard Business Review, 86(3), 74-81. 12. Cappelli, P. (2009), “Talent on demand: managing talent in an age of uncertainty”, Strategic Direction, Vol. 25 No. 3, (suggested reading).
Cappelli, P., & Keller, J. R. (2014). Talent management: Conceptual approaches and practical challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1, 305-331. 14. Chappelow, C.T. (2004). “360-Degree Feedback.” In McCauley, C.D. &VanVelsor, E. (eds.) Handbook of Leadership Development (3rd ed.). San Francisco: Jossey-Bass, 58-84.
Christensen, C.M., Johnson, C.W. and Horn, M.B. (2010), Disrupting Class, Expanded Edition: How Disruptive Innovation Will Change the Way the World Learns, McGraw Hill, New York, NY. 16. CIPD (2007), Research Insight: Talent Management, London, UK, 2007.
CIPD (2011), Learning and Talent Development, CIPD, London.
Claussen, J., Grohsjean, T., Luger, & Probst, G. (2014). Talent management and career development: What it takes to get promoted. Journal of World Business, 49, 236-244.
Cohn, J.M., Khurana, R. and Reeves, L. (2005), “Growing talent as if your business depended on it”, Harvard Business Review, Vol. 83 No. 10, pp. 62-71.
Coleman, J. L. (1987). Police Assessment Testing: An Assessment Center Handbook for Law Enforcement Personnel. Springfield, IL: Charles C. Thomas
Collings, D. G., &Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
Collings, D. G., Scullion, H., & Dowling, P. (2009). Global staffing: A review and thematic agenda. International Journal of Human Resource Management, 20(6): 1253–1272.
Collings, D.G., Scullion, H. and Vaiman, V. (2011), “European perspectives on talent management”, European Journal of International Management, Vol. 5 No. 5, pp. 453-62.
Cook, S. (2010), “Talent management: key questions for learning and development”, Development and Learning in Organizations, Vol. 24 No. 4, (Abstract).
Cook, S. and Macaulay, S. (2009) ‘Talent Management: Key Questions for Learning and Development’. Training Journal, 37- 41
Davis Tony, Maggie cut, Neil Flynn (2007) Talent assessment, a new strategy for talent management.Gower, United States.
DeRue, D.S. and Wellman, N. (2009), “Developing leaders via experience: the role of developmental challenge, learning orientation and feedback availability”, Journal of Applied Psychology, Vol. 94 No. 4, pp. 859-875. 28. Dessler, G. (2009). Fundamentals of human resource management: Concepts, competencies and applications. London: Pearson Education.
Downs, Y., &Swailes, S. (2013). A capability approach to organizational talent management. Human Resource Development International, 16, 267-281.
Dragoni, L., Tesluk, P., Russell, J. and Oh, I. (2009), “Understanding managerial development: integrating developmental assignments, learning orientation and access to developmental opportunities in predicting managerial competencies”, Academy of Management Journal, Vol. 52 No. 4, pp. 731-743.
Ernst & Young (2010), Managing Today’s Global Workforce: Evaluating Talent Management to Improve Business, Ernst and Young, London.
Evans, P., Pucik, V., &Barsoux, J.-L. (2002) The global challenge: Frameworks for international human resource management. New York: McGraw-Hill.
Evans, P.A., Smale, A., Bjorkman, I. and Pucik, V. (2011), “Leadership development in multinational firms”, in Storey, J. (Ed.), Leadership in Organizations: Current Issues and Key Trends, Routledge, London. 34. Ford, J., Harding, N. and Stoganova, D. (2010), Talent Management & Development: An Overview of Current Theory and Practice, Bradford Centre for Managerial Excellence, Bradford0 ,pp. 1-17. 35. Gagné, F. (2000) ‘Understanding the complex choreography of talent development through DMGT-Based analysis’. In Heller K.A. (Ed.), International handbook of giftedness and talent (2nd ed.). Oxford: Elsevier. 36. Gallardo-Gallardo, E., Dries, N., & González-Cruz, T. F. (2013). What is the meaning of ‘talent’ in the world of work? Human Resource Management Review, 23(4), 290-300.
Gandz, J. (2006), “Talent development: the architecture of a talent pipeline that works”, Ivey Business Journal Online, January/February, pp. 1-4.
Garavan, T. N., Carbery, R., & Rock, A. (2012). Mapping talent development: Definition, scope and architecture. European Journal of Training and Development, 36, 5-24.
Garavan, T.N., Hogan, C. and Cahir-O’Donnell, A. (2009), Developing Managers and Leaders: Perspectives, Debates and Practices in Ireland, Gill & Macmillan, Dublin.
Govaerts, N., Kyndt, E., Dochy, F., &Baert, H. (2010). Influence of learning and working climate on the retention of talented employees. Journal of Workplace Learning, 23(1), 35-55.
Higgins, M.C. and Kram, K.E. (2001), “Reconceptualizing mentoring at work: a developmental network perspective”, The Academy of Management Review, Vol. 26 No. 2, pp. 264-88.
Howe, M.J.A., Davidson, J.W. and Sloboda, J.A. (1998) ‘Innate Talents: Reality or myth’. Behavioral and Brain Sciences 21(3), 399-442.
Iles P., X. Chuai, and D. Preece (2010) “Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers,” Journal of World Business, vol. 45, pp. 179-189. 44. Jenkins, M. (2006), “Managing talent is a burning issue in Asia”, Leadership in Action, Vol. 26 No. 5, p. 20. 45. Ketter, P. (2010) ‘2010: Six Trends that Will Change Workplace Learning Forever’. Training and development 64 (12), 34-40
Lehmann, S. (2009). Motivating talents in Thai and Malaysian service firms. Human Resource Development International, 12, 155-169.
Lepak, D.P. and Snell, S.A. (1999), “The human resource architecture: toward a theory of human capital allocation and development”, The Academy of Management Review, Vol. 24 No. 1, pp. 31-48. 48. Lewis, R.E. and Heckman, R.J. (2006), “Talent management: a critical review”, Human Resource Management Review, Vol. 16 No. 2, pp. 139-154.
Lockwood, N.R. (2006). ‘Talent management: Driver for organizational success’, HR Magazine, June, 51(6): 2.
Lombardozzi, C. and Casey, A. (2008), “The impact of developmental relationships on the learning of practice competence for new graduates”, Journal of Workplace Learning, Vol. 20 No. 5, pp. 297-315. 51. London, M. & Beatty, R.W. (1993). “360-Degree Feedback as a Competitive Advantage.” Human Resource Management, 32: 353-372.
Marsick, V.J. (2002) “Exploring the Many Meanings of Action Learning and ARL.” In L. Rohlin, K. Billing, A. Lindberg, and M. Wickelgren (eds.), Earning While Learning in Global Leadership: The Volvo-MiL Partnership. Vasbyholm, Sweden: MiL.
McCall, M. Jr., Lombardo, M. and Morrison, A.M. (1988), The Lessons of Experience: How Successful Executives Develop on the Job, New Lexington Press, San Francisco, CA.
McCauley, C. and Douglas, C. (2004), “Developmental relationships”, in McCauley, C. and Velsor, E (Eds), The Center for Creative Leadership Handbook Leadership Development, 2nd ed., Jossey-Bass, San Francisco, CA.
McCauley, C., Kanaga, K. and Lafferty, K. (2010), “Leader development systems”, in Van Velsor, McCauley, C. and Ruderman, M. (Eds), The Center for Creative Leadership: Handbook of Leadership Development, 3rd ed., San Francisco, Jossey-Bass, CA, pp. 29-62.
McCauley, C., Ruderman, M., Ohlott, P. and Morrow, J. (1994), “Assessing the developmental components of managerial jobs”, Journal of Applied Psychology, Vol. 79 No. 4, pp. 544-560.
McCauley, C.D. (2006). Developmental assignments: Creating learning experiences without changing jobs. 58. McDonnell, A., Lamare, R., Gunnigle, P. and Lavelle, J. (2010), “Developing tomorrow’s leaders: Evidence of global talent management in multinational enterprises”, Journal of World Business, Vol. 45 No. 2, pp. 2-22.
Mehdiabadi Amir Hedayati& Li Jessica (2016). Understanding Talent Development and Implications for Human Resource Development: An Integrative Literature Review. Human Resource Development Review, 1-32
Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). War for Talent: Harvard Business School Press. 61. Mirvis, P.H. and Hall, D.T. (1994), “Psychological success and the boundary less career”, Journal of Organizational Behavior, Vol. 15, pp. 365-80.
Morrison, A., White, R. and Van Velsor, E. (1987), Breaking the Glass Ceiling. Can Women Reach the top of America’s Largest Corporations? Addison-Wesley, Reading, MA.
Morton, L. (2004), Integrated and Integrative Talent Management: A Strategic HR Framework, Research Report R-1345-04-RR, The Conference Board, New York, NY.
Neal, A. and Sonsino, D. (2012) ‘Seven Career-Limiting Myths for Talent Management Pros’. Training and development 66 (8), 70-72
Norma D’Annunzio-Green, (2008),”Managing the talent management pipeline”, International Journal ofContemporary Hospitality Management, Vol. 20 Iss 7 pp. 807 - 819
Novations (2009), Talent Development Issues Study, Novations Group, Long Island, NY, pp. 1-20. 67. Palus, C.J. &Horth, D.M. (2004). “Exploration for Development.” In C.D. McCauley & E. Van Velsor (eds.), The Center for Creative Leadership Handbook of Leadership Development (2nd ed.). San Francisco: Jossey-Bass, 438-464.
Pfeffer, J. (2001). Fighting the war for talent is hazardous to your organization’s health. Organizational Dynamics, 29, 248-259.
Powell, M. and Lubitsh, G. (2007), “Courage in the face of extraordinary talent”, Strategic HR Review, Vol. 6 No. 5, pp. 24-7.
Price, A. (2004). Human Resource Management in a Business Context. Thomson Learning, London, UK., ISBN-13: 978-1844805488
Pruis, E. (2011) ‘The Five Key Principles for Talent Development’. Industrial & Commercial Training 43 (4), 206-216
Reilly, P. (2008), “Identifying the right course for talent management”, Public Personnel Management, Vol. 37 No. 4, pp. 381-8.
Rhodes, C., Brundrett, M., &Nevill, A. (2008). Leadership talent identification and development: Perceptions of heads, middle leaders and classroom teachers in 70 contextually different primary and secondary schools in England. Educational Management Administration & Leadership, 36, 311-335.
Rock, A.D. and Garavan, T.N. (2006), “Reconceptualizing developmental relationships”, Human Resource Development Review, Vol. 5 No. 3, pp. 330-54.
Roehling, M.V., Cavanaugh, M.A., Moynihan, L.M. and Boswell, W.R. (2000), “The nature of the new employment relationship; a content analysis of the practitioner and academic literatures”, Human Resource Management, Vol. 39, pp. 305-20.
Rothwell, W. and Kazanas, H. (2003), The Strategic Development of Talent, 2nd ed., HRD Press, Canada, chapters 10 and 11.
S Kim. and G. N. McLean (2012) “Global talent management: Necessity, challenges, and the roles of HRD,” Advances in Developing Human Resources, vol. 14, pp. 566-585.
Saint-Onge, H., & Wallace, D. (2003): Leveraging communities of practice for strategic advantage. Burlington, MA: Butterworth-Heinemann
Scullion, H. and Collings, D.G. (2011), Global Talent Management, Routledge, London.
Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). War for Talent: Harvard Business School Press. 61. Mirvis, P.H. and Hall, D.T. (1994), “Psychological success and the boundary less career”, Journal of Organizational Behavior, Vol. 15, pp. 365-80.
Morrison, A., White, R. and Van Velsor, E. (1987), Breaking the Glass Ceiling. Can Women Reach the top of America’s Largest Corporations? Addison-Wesley, Reading, MA.
Morton, L. (2004), Integrated and Integrative Talent Management: A Strategic HR Framework, Research Report R-1345-04-RR, The Conference Board, New York, NY.
Neal, A. and Sonsino, D. (2012) ‘Seven Career-Limiting Myths for Talent Management Pros’. Training and development 66 (8), 70-72
Norma D’Annunzio-Green, (2008),”Managing the talent management pipeline”, International Journal ofContemporary Hospitality Management, Vol. 20 Iss 7 pp. 807 - 819
Novations (2009), Talent Development Issues Study, Novations Group, Long Island, NY, pp. 1-20. 67. Palus, C.J. &Horth, D.M. (2004). “Exploration for Development.” In C.D. McCauley & E. Van Velsor (eds.), The Center for Creative Leadership Handbook of Leadership Development (2nd ed.). San Francisco: Jossey-Bass, 438-464.
Pfeffer, J. (2001). Fighting the war for talent is hazardous to your organization’s health. Organizational Dynamics, 29, 248-259.
Powell, M. and Lubitsh, G. (2007), “Courage in the face of extraordinary talent”, Strategic HR Review, Vol. 6 No. 5, pp. 24-7.
Price, A. (2004). Human Resource Management in a Business Context. Thomson Learning, London, UK., ISBN-13: 978-1844805488
Pruis, E. (2011) ‘The Five Key Principles for Talent Development’. Industrial & Commercial Training 43 (4), 206-216
Reilly, P. (2008), “Identifying the right course for talent management”, Public Personnel Management, Vol. 37 No. 4, pp. 381-8.
Rhodes, C., Brundrett, M., &Nevill, A. (2008). Leadership talent identification and development: Perceptions of heads, middle leaders and classroom teachers in 70 contextually different primary and secondary schools in England. Educational Management Administration & Leadership, 36, 311-335.
Rock, A.D. and Garavan, T.N. (2006), “Reconceptualizing developmental relationships”, Human Resource Development Review, Vol. 5 No. 3, pp. 330-54.
Roehling, M.V., Cavanaugh, M.A., Moynihan, L.M. and Boswell, W.R. (2000), “The nature of the new employment relationship; a content analysis of the practitioner and academic literatures”, Human Resource Management, Vol. 39, pp. 305-20.
Rothwell, W. and Kazanas, H. (2003), The Strategic Development of Talent, 2nd ed., HRD Press, Canada, chapters 10 and 11.
S Kim. and G. N. McLean (2012) “Global talent management: Necessity, challenges, and the roles of HRD,” Advances in Developing Human Resources, vol. 14, pp. 566-585.
Saint-Onge, H., & Wallace, D. (2003): Leveraging communities of practice for strategic advantage. Burlington, MA: Butterworth-Heinemann
Scullion, H. and Collings, D.G. (2011), Global Talent Management, Routledge, London.
Sheehan, M. (2012). Developing managerial talent: Exploring the link between management talent and perceived performance in Multinational Corporations (MNCs). European Journal of Training and Development, 36, 66-85.
Siikaniemi, L. (2012). Information pathways for the competence foresight mechanism in talent management framework. European Journal of Training and Development, 36, 46-65.
Stahl, G.K., Bjo¨rkman, I., Farndale, E., Morris, S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P. (2007), “Global talent management: how leading multinationals build and sustain their talent pipeline”, INSEAD Working Paper No. 2007/34/OB, INSEAD, Fontainebleau.
Stahl, G.K., Björkman, I., Farndale, E., Morris, S., Paauwe, J., Stiles, P.,Trevor, J. and Wright, P. (2012). Six principles of effective global talent management. MIT Sloan Management Review, 53(2), 25-42. 84. Stewart, J., & Harte, V. (2010). The implications of talent management for diversity training: An exploratory study. Journal of European Industrial Training, 34, 506-518.
Sullivan, S.E. (1999), “The changing nature of careers; a research agenda”, Journal of Management, Vol. 25, pp. 457-84.
Tanskey, J.W. and Cohen, D.J. (2001), “The Relationship between organizational support, employee development and organizational commitment: an empirical study”, Human Resource Development Quarterly, Vol. 12, pp. 285-300.
Tansley, C. (2011). What do we mean by the term “talent” in talent management? Industrial and Commercial Training, 43(5), 266-274.
Tansley, C., Harris, L., Stewart, J. and Turner, P. (2007) Talent Management: Strategies, Policies and Practices. London: Chartered Institute of Personnel and Development
Thijssen, J. G. L., & van der Heijden, B. D. (2003). Evaporated talent? Problems with talent development during the career. International Journal of Human Resources Development and Management, 3, 154-170. 90. Thunnissen, M., Boselie, P., &Fruytier, B. (2013). A review of talent management: Infancy or adolescence? The International Journal of Human Resource Management, 24, 1744-1761.
Ulrich, D. (2007) ‘The talent trifecta’. Workforce Management 86 (15), 32-33
van der Sluis, L. and van de Bunt-Kokhuis, S. (Eds) (2009), Competing for Talent, Van Gorcum,Assen, pp. 1-372.
Wenger, E., McDermott, R., & Synder, W.M. (2002), Cultivating communities of practice. Boston: Harvard Business School Press.
Williams, M. R. (2000). The war for talent: Getting the best from the best: CIPD Publishing. 95. Yost, P. R., & Plunkett, M. M. (2009). Real time leadership development. London: Wiley-Blackwell. 96. Younger, J. and Cleemann, C. (2010), “Growing your HR brand”, Strategic HR Review, Vol. 9 No. 4. 97. Zikmund W. (2000). Business research methods; 5th edition, Harcourt Publishers; New York-USA.
