Теоретические и практические дилеммы управления талантами в организациях
The author analyses contradictions identified in the talent management literature. These contradictions are called "theoretical dilemmas". Analyzing scientific and practical literature the author distinguishes five dichotomous pairs, which often characterize talent management as an inherently contradictory phenomenon. These dichotomies raise such the fundamental
issues as: 1) innate or acquired talent, 2) inclusive or exclusive approach to a talent management system, 3) internal or external source of talents, 4) internal or external motivation of talents, 5) differentiation on the basis of strategic jobs or talents. The author suggests a new approach to overcome the dichotomies introducing the notion "loci" (single – "locus"), which allows us to consider a number of identified dilemmas that arise in discussions on the terms "talent" and "talent management", in the light of the strategic choice of the organization leaders. So, in line with the dilemmas discussed the author identifies five pairs of loci of talent management system, such as: 1) nature, 2) source, 3) selection, 4) motivation, 5) differentiation. The author concludes that attempts to make a talent management system universal and to find the only talent management system are the major sources of controversy. Indeed, the diversity of approaches to talent management is stipulated by country, cultural, and industrial, and professional characteristics. And tensions identified in the literature can be overcome by taking into account the external and internal contexts of organizations. The author suggests the further ways of development of the research.
The article presents the results of a study conducted on a sample of talent pool in financial organizations to identify key scales of motivational space. Motivational tasks was used for conducting the study. Motivational task is a tool for self-appraisal of the field of motivational objects allowing further reconstruction of motivational space. The conditions of the motivational task resolution have been implemented in the assesment procedure named Motivational Map. The diagnostics procedure consists in multiple visual appraisal of 16 motivational objects (J.Nuttin) within a dimensional graphic space determined by 6 evaluation scales. As a result of multidimensional scaling we obtained empirical scales of work motivation space: Personal priorities, Social significance, Perceptiveness.
The article is devoted to examining of the potential application of the concept of talent management in
Russian universities. For this purpose we analyzed the main stages of development of the concept, identified
its benefits, and the experience of the use of the concept of talent management in universities, in particular,
in the case of the HSE – Saint Petersburg
The paper is based on an exploratory study into a new field of human resource management – talent management in the Russian companies. The objectives of the study are to examine the managerial interpretations of "talents" and identify the context factors that affect the talent management practices in Russian companies. More attention is paid to the influence of the IT sector context on talent management discourse and practices. The empirical data have been collected during comparative longitudinal case studies of the leading Russian IT companies since the summer of 2015. The paper will contribute to the deeper understanding of specific emerging country as well as sector effects so far insufficiently covered in the theoretical and practical literature on talent management.
Nowadays the most significant challenges in people management for companies are to attract, develop and retain people that companies treat as talents. These challenges become complex in an unstable economy and uncertain situations for businesses. Talent management practices were originated in the early 1990s in the USA. Talent management strategies in companies of developed countries are described by some authors as a mature approach, a new paradigm in people management. The paper aims to consider theoretical approaches to talent management studies, to bring out several disputable moments of theoretical constructs in this field, to understand discrepancies and gaps in the extant studies In order to achieve these goals the analysis of the recent academic literature in the field is conducted, the main constructs of talent management are observed, definitions of talent are discussed, and basis vectors of the talent in business is suggested. Talent management is analyzed from two main points of view, elicited from the set of literature: talent management as a system and as a strategy, some inconsistencies and omissions are mentioned. Then several main tensions in talent management approaches are noted.
Smoking is a problem, bringing signifi cant social and economic costs to Russiansociety. However, ratifi cation of the World health organization Framework conventionon tobacco control makes it possible to improve Russian legislation accordingto the international standards. So, I describe some measures that should be taken bythe Russian authorities in the nearest future, and I examine their effi ciency. By studyingthe international evidence I analyze the impact of the smoke-free areas, advertisementand sponsorship bans, tax increases, etc. on the prevalence of smoking, cigaretteconsumption and some other indicators. I also investigate the obstacles confrontingthe Russian authorities when they introduce new policy measures and the public attitudetowards these measures. I conclude that there is a number of easy-to-implementanti-smoking activities that need no fi nancial resources but only a political will.
One of the most important indicators of company's success is the increase of its value. The article investigates traditional methods of company's value assessment and the evidence that the application of these methods is incorrect in the new stage of economy. So it is necessary to create a new method of valuation based on the new main sources of company's success that is its intellectual capital.
портовый менеджмент, показатели деятельности, анализ эффективности, система учета, распределение издержек, методы анализа деятельности портовой системы
At present many industries reveal tendency for setting up of vertically integrated companies (VIC) the structure of which unites all technological processes. This tendency proved its efficiency in oil industry where coordination of all successive stages of technological process, namely, oil prospecting and production -oil transportation - oil processing - oil chemistry - oil products and oil chemicals marketing, is necessary. The article considers specific features of introduction of "personnel management" module at enterprises of oil and gas industry.
vertically integrated companies; personnel management