Decomposition of Talent Management Strategy

• Authors: Grzegorz Łukasiewicz

Title variants

PL

Dekompozycja strategii zarządzania talentami

• Languages of publication: EN PL

Abstracts

EN

The article addresses the issue of developing a talent management strategy as well as the factors that determine its final form. One of these determinants is based on the different approaches to the concept of talent that exist. These approaches serve as the basis for analysis of the decomposition of a talent management strategy for the purpose of working out an appropriate reconfiguration of its components, so that it closely corresponds to the human resource management strategy and the business strategy of an organization. The last part of the article forwards a proposal for a three–criteria typology of talent management strategy.

PL

Artykuł poświęcony jest problemom związanym z formułowaniem strategii zarządzania talentami oraz czynnikom decydującym o jej ostatecznym kształcie. Jednym z nich są poglądy na temat istoty talentu. Na ich podstawie omówiono kwestie dotyczące dekompozycji strategii zarządzania talentami, celem której jest taka rekonfiguracja elementów składowych, która pozwala na ściślejsze jej dopasowanie do strategii zarządzania zasobami ludzkimi oraz strategii biznesowej. Ostatnia część artykułu zawiera propozycję trójkryterialnej typologii strategii zarządzania talentami.

Keywords

EN

talent management; strategic talent management; decomposition of talent management strategy; typologies of talent management strategies

• Publisher: Institute of Labor and Social Studies, Warsaw
• Journal: Zarządzanie Zasobami Ludzkimi
• Year: 2018
• Issue: 6 (125) Talent management in different context
• Pages: 67-81
• Document type: article

Dates

published

2018-12-15

Contributors

author

Grzegorz Łukasiewicz

• Human Capital Management Department of Cracow University of Economics

References

• Barney J. B. (1991), “Firm Resources and Sustained Competitive Advantage,” Journal of Management, vol. 17, no. 1.
• Buchelt B. (2008), “Metodyczne aspekty projektowania strategii personalnej w jednostkach sektora usług medycznych” [Methodological aspects of the design of personnel strategy in units of the medical services sector], Zarządzanie Zasobami Ludzkimi [Human Resource Management], no. 2.
• Buchelt B. I. (2016), “Strategiczne aspekty zarządzania talentami” [Strategic aspects of talent management], in Pocztowski A. (Editor), Zarządzanie talentami w organizacji [Talent management in the organization], Wolters Kluwer, Warsaw.
• Collings D. G. and Mellahi K. (2009), “Strategic Talent Management: A Review and Research Agenda,” Human Resource Management Review, no. 19.
• Collings, D. G. (2014), “Toward Mature Talent Management: Beyond Shareholder Value,” Human Resource Development Quaterly, vol. 25, no. 3, pp. 301–319.
• Gallardo–Gallardo E., Dries N., and Gonzalez–Cruz T. (2013), “What Is the Meaning of Talent in the World Of Work?” Human Resource Management Review, vol. 23.
• Gallardo–Gallardo E. and Thunnissen M. (2016), “Standing on the Shoulders of Giants? A Critical Review of Empirical Talent Management Research,” Employee Relations, vol. 38, issue 1
• Ingram T. (2011), Zarządzanie talentami. Teoria dla praktyki zarządzania zasobami ludzkimi [Talent management: A theory for the practice of human resource management], PWE Polish Economic Publishers, Warsaw.
• Jamka B. (2011), Czynnik ludzki we współczesnym przedsiębiorstwie: zasób czy kapitał? Od zarządzania kompetencjami do zarządzania różnorodnością [The human factor in the modern company: A resource or capital? From competency management to diversity management], Wolters Kluwer Business Publishers, Warsaw.
• Joyce L. W. (2010), “Building the Talent Pipeline: Attracting and Recruiting the Best and Brightest,” in Silzer R. and Dowell B. E. (Editors), Strategy–driven Talent Management: A Leadership Imperative, Society for Industrial and Organizational Psychology, Jossey Bass, San Francisco.
• Kalaiselvan K. and Naachimuthu K. P. (2016), “Strategic Approach to Talent Management: A Theoretical Model,” Journal of Contemporary Research in Management, vol. 11, no. 1.
• Kopeć J. (2015), “Kształtowanie strategii rozwoju talentów w organizacji” [Shaping talent development strategy in the organization], Scientific Journal of the WSB University in Poznań, vol. 60, no. 3.
• Lewis R. and Heckman R. (2006), “Talent Management: A Critical Review,” Human Resource Management Review, nr 16.
• Lipka A. (2008), “Efektywność strategicznego zarządzania zasobami ludzkimi” [The efficiency of strategic human resource management], Zarządzanie Zasobami Ludzkimi [Human Resource Management], no. 3–4.
• Mazur K. and Kulczyk Z. (2013), “Isolating Mechanisms as Sustainability Factors of Resource–based Competitive Advantage,” Management, vol. 17, no. 2.
• Meyers M. C. and Woerkom M. (2014), “The Influence of Underlying Philosophies on Talent Management: Theory, Implications for Practice, and Research Agenda,” Journal of World Business, vol. 49.
• Miś A. and Pocztowski A. (2016), “Istota talentu i zarządzania talentami” [The essence of talent and talent management], in Pocztowski A. (Editor), Zarządzanie talentami w organizacji [Talent management in the organization], Wolters Kluwer, Warsaw.
• Miś A. (2016), “Rozważania teoretyczne nad istotą talentu i ich konsekwencje dla zarządzania talentami” [Theoretical thoughts on the essence of talent and the consequences for talent management], Zarządzanie i Finanse [Management and Finance], vol. 14, no. 2.
• Mróz J. (2015), “Zarządzanie talentami – modele i podejścia badawcze” [Talent management: Models and research approach], Nauki o Zarządzaniu [Management Sciences], no. 2 (23).
• Obłój K. (2014), Strategia organizacji [Organizational strategy], PWE Polish Economic Publishers, Warsaw.
• Pauli U. (2016), “Zarządzanie talentami w małych i średnich przedsiębiorstwach” [Talent management in small and medium enterprises], Wrocław University of Economics Scientific Papers, no. 429.
• Schuler R. S., Jackson S. E., and Tarique I. (2011), “Global Talent Management and Global Talent Challenges: Strategic Opportunities for IHRM,” Journal of World Business, vol. 46.
• Silzer R. and Dowell B. E. (2010), “Strategic Talent Management Matters,” in Silzer R. and Dowell B. E. (Editors), Strategy–driven Talent Management: A Leadership Imperative, Society for Industrial and Organizational Psychology, Jossey Bass, San Francisco.
• Sparrow P. R., Scullion H., and Tarique I. (2015), “Multiple Lenses on Talent Management: Definitions and Contours of the Field,” in Sparrow P., Scullion H., and Tarique I. (Editors), Strategic Talent Management: Contemporary Issues in International Context, Cambridge University Press, Cambridge.
• Sparrow P. and Makram H. (2015), “What Is the Value of Talent Management? Building Value-driven Processes Within a Talent Management Architecture,” Human Resource Management Review, vol. 25.
• Swailes S., Downs Y., and Orr K. (2014), “Conceptualising Inclusive Talent Management: Potential, Possibilities and Practicalities,” Human Resource Development International, vol. 17, no. 5.
• Tabor J. A. (2013), Zarządzanie talentami w przedsiębiorstwie [Talent management in the company], Warsaw, Poltext.
• Tarique I. and Schuler R. (2015), “A Typology of Talent–Management Strategies,” in Sparrow P., Scullion H., and Tarique I. (Editors), Strategic Talent Management: Contemporary Issues in International Context, Cambridge University Press, Cambridge.
• Vaiman V., Scullion H., and Collings D. G. (2012), “Talent Management Decision Making,” Management Decision, vol. 50, no. 5.
• Witczak H. (2017), Strategiczne zarządzanie zasobami ludzkimi. Studium systemu [Strategic human resource management: A study of the system], PWN Scientific Publishers, Warsaw.

Identifiers

EISSN

2543-4411