УПРАВЛЕНИЕ ТАЛАНТАМИ В УНИВЕРСИТЕТЕ: О ПРИМЕНИМОСТИ В РОССИЙСКОМ ВЫСШЕМ ОБРАЗОВАНИИ
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 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 paper deals with the features of talent attraction and selection practices in knowledge economy and traditional industries. The scientifi c interest in topic of talent supply is only growing and there is a substantial lack of empirical research in that area. This qualitative research aims to contribute to fi lling this gap by putting some propositions on the systems of talent supply in both knowledge-intensive and traditional industrial companies.
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.
This book explores the implications of talent management in four practical settings across the globe. Focusing on countries in the Asia-Pacific region, Central and Eastern Europe, Latin America and within the Commonwealth of Independent States (CIS), the authors illustrate how multinational corporations (MNCs) can benefit from talent management practices and as a result, develop a strategy of organizational leadership. Offering empirical examples from each region, this book examines how economic and cultural contexts influence talent management. Talent Management in Global Organizations discusses successful cases in different cross-cultural settings, and aims to inspire companies around the world to develop and implement talent management practices effectively.
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.