Purpose – The paper sets out to understand the key issues that emerge in the context of decision making.Design/methodology/approach – The paper is a literature review.Findings – First, the authors review debates around talent management decision making. Second, they examine some of the main factors currently influencing decision making in talent management. Third, they seek to identify some future research areas that will inform future decision making in talent management.Practical implications – The paper will be of interest to practitioners in designing and developing talent management decision systems.Originality/value – The paper presents a state of the art review of talent management decision marking.

Talent management decision making

The aim of this paper is to provide a critical review of the academic literature on talent management in search of alternative perspectives. We found three dominant themes: the exploration of the concept of talent (definitions), the intended outcomes or effects of talent management and talent management practices. These themes are explored in more detail, and we discuss possible limitations of the current points of view on talent management. Our main finding was that the current talent management literature has a too narrow and one-dimensional approach. It can be characterized as managerialist and unitarist and has a limited view of the practices and activities of human resources. To broaden this view to a more balanced or pluralistic approach to talent management, we added new perspectives, such as stakeholder theory, multiple goals and an extended consideration of practices. The new perspectives are not only valuable for the development of the field of talent management in general but also essential for...

A review of talent management: ‘infancy or adolescence?’

Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective

http://diposit.ub.edu/dspace/bitstream/2445/176755/1/648168.pdf

Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis

Purpose – The purpose of this paper is to frame empirical literature on talent management (TM), and to provide a clear and comprehensive picture of the topics under investigation, the conceptualization of TM, and under-explored areas. Design/methodology/approach – The authors adopted a systematic review that covers empirical research on TM which has been published between 2006 and 2014 in academic peer-reviewed journals. A total of 96 articles were included in the review. A bibliometric as well as a content analysis has been carried out. Findings – The results reveal that the Anglo-Saxon context (in particular EU) has a great impact on empirical TM research. Also research foundations and designs are not very rigorous. A slight awareness of context and culture was found. Empirical TM research is predominantly built on an exclusive approach to TM. Yet, how TM works in practice and how well (from the perspective of multiple actors) as well as the role and perceptions of line managers are under-explored areas...

/pdf/standing-on-the-shoulders-of-giants-a-critical-review-of-r39p28ps9e.pdf

Standing on the shoulders of giants? A critical review of empirical talent management research

This paper investigates the effects of different types of talent management strategies on organisational performance. We introduce four different strategies and show how they affect organisational performance. For this purpose, we use a particularly detailed dataset of 138 Swiss companies. We find that talent management focusing on retaining and developing talents has a statistically significant positive impact on human resource outcomes such as job satisfaction, motivation, commitment and trust in leaders. Moreover, talent management practices with a strong focus on corporate strategy have a statistically higher significant impact on organisational outcomes such as company attractiveness, the achievement of business goals, customer satisfaction and, above all, corporate profit, more so than any other areas that talent management focuses upon.

https://www.zora.uzh.ch/id/eprint/55630/1/Zora_Effectiveness_of_Talent_Management_Strategies.pdf

Effectiveness of talent management strategies

We examine the effect of single motherhood on children’s secondary school track choice using 12-year-old children drawn from the German Socio-Economic Panel. In line with previous studies for the U.S., the U.K. and Sweden, we find a negative correlation between single motherhood and children’s educational attainment. Looking for alternative explanations for this correlation, we use probit regression models to control for factors related to single motherhood such as higher educational background, lower household income and higher labor supply of the mother. Our evidence suggests that single motherhood reduces school attainment mainly because it is associated with lower resources (household income) available for the child.

/pdf/single-motherhood-and-un-equal-educational-opportunities-49pj2cscw4.pdf

Single motherhood and (un)equal educational opportunities: Evidence for Germany

We examine the effect of single motherhood on children's secondary school track choice using a sample of 14 years old children drawn from the German Socio-Economic Panel. In line with previous studies for the U.S., the U.K. and Sweden, we find a negative correlation between disrupted family structure and children's educational outcome. Looking for alternative explanations for this correlation, we use ordered probit regression models to control for factors related to single motherhood such as lower educational background, lower household income and higher labor supply of the mother. Our evidence suggests that single parenthood reduces school attainment mainly because it is associated with lower resources (income and time) available for the child.

Single Motherhood and (Un)Equal Educational Opportunities: Evidence for Germany

Obesity is increasing worldwide for both adults and children. Genetic disposition is responsible for some variation in body weight but cannot explain the dramatic increase in the last two decades. The increase must be due to structural and behavioral changes. One such behavioral change is the increase in working females in the last decades. The absence from the mother reduces potential child care time in the family. Reduced child care time may have adverse effects on the prevalence of obesity in children and adults. This paper analyzes the effect of mother’s labor supply in childhood on young adults probability of being obese in Germany. Using a sample drawn from the German Socio-Economic Panel the results show that a higher labor supply of the mother increases the probability for her child to be obese as young adult. This result underlines the importance of childhood environment on children’s later life outcome and the importance of behavioral changes in explaining the increase in obesity.

https://www.zora.uzh.ch/id/eprint/52377/1/wp0707.pdf

I'm not fat, just too short for my weight - Family Child Care and Obesity in Germany

This paper focuses on the effects of a family supportive work environment on employees’ attitudes and behaviors. We therefore differentiate between employees with childcare responsibilities and those without. As the implementation of family supportive services is financially costly, it is important to know if and how a family-friendly work policy affects the attitudes and behaviors of the entire workforce. Using a survey of results taken from 1260 randomly selected employees in Switzerland, we analyzed whether the perception of a comprehensive family orientation – involving family supportive services as well as family-friendly dialogue and culture – has an effect on employees with responsibility for childcare, for care of the elderly and also, on those without any care responsibilities. Firstly, the results show that family supportive services only have a specifically positive effect on the life satisfaction of employees with childcare responsibilities. More surprisingly, one can see that spillover effects exist for organizational-related outcomes: A family supportive dialogue and culture both reduce the intention to quit and enhance the organizational commitment of the entire workforce – whether or not there is a direct benefit to the employees.

Philippe Mahler

Papers

Effectiveness of talent management strategies

Single motherhood and (un)equal educational opportunities: Evidence for Germany

Single Motherhood and (Un)Equal Educational Opportunities: Evidence for Germany

I'm not fat, just too short for my weight - Family Child Care and Obesity in Germany

Are There Spillover Effects of a Family Supportive Work Environment on Employees without Childcare Responsibilities