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Approaching talent in the workplace: Practitioner definitions and strategic implications
Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology.
2019 (English)Independent thesis Advanced level (degree of Master (Two Years)), 20 credits / 30 HE creditsStudent thesisAlternative title
Infallsvinklar till talang i arbetslivet : Praktikers definitioner och strategiska implikationer (Swedish)
Abstract [en]

Purpose – To study HR practitioners’including managers’subjective definitions of talent, and its possible influence and implications if any on talent management strategy in acorporation.

Design/methodology/approach – Qualitative study using one-on-one and group interviews in combinationwith participation observation. Findings–Workplace talentdefinitions of practitioners seems to be influenced by talent outside the workplace. Individuals involved in strategic formulation has in addition criteria in line with strategic goals. Influence on the employee-organisation relationship is discussed.

Practicalimplications – Practitioner definitions in line with an exclusive approach may be a challenge to inclusive initiatives. This conceptualisation may be dependent on culture, which has implications for a global perspective. A dynamic talent label may influence retention due to the psychological contract.

Originality/value – This study analyses talent definitionsof managers and practitionersin-depth, provides a multi-dimensional approach to talent management, integrates a psychological perspective while providing empirical research in a Swedish context.

Abstract [sv]

Syfte – Att studera HR-personals (praktiker och chefer) subjektiva definitioner av talang, och dess möjliga implikationer förtalent management-strategi i ett företag. Design/metod/ansats–Kvalitativ studie som använder enskilda och intervjuer i grupp i kombination med deltagande observation.

Resultat – Praktikers definitioner av talang på arbetsplats verkar vara influerad av talang från utanför arbetsplatsen. Individer involverade i strategiskt arbete has utöver detta kriterier för talang i linje med strategiska mål. Påverkan på relationen mellan arbetstagare och organisation diskuteras.

Praktiska implikationer – Praktikers definitioner som är i linje med en uteslutande ansats kan vara ett hinder mot implementering av inkluderande ansatser. Konceptualiseringen kan bero på kultur, vilket får vidare konsekvenser i ett globalt talangperspektiv. En dynamisk benämning av talang kan ha inflytande på bevarandet av personal på grund av det psykologiska kontraktet.

Originalitet/värde – Studien analysera chefers och praktikers talangdefinitioner på ett djupgående vis, ger en multi-dimensionell ansats till talent management och integrerar ett psykologiskt perspektivsamt bidrar med empirisk forskning i en svensk kontext.

Place, publisher, year, edition, pages
2019. , p. 59
National Category
Work Sciences
Identifiers
URN: urn:nbn:se:liu:diva-158677ISRN: LIU-HRM/HRD-A--19/04--SEOAI: oai:DiVA.org:liu-158677DiVA, id: diva2:1336615
Subject / course
Master's programme in Human Resource Management & Development
Presentation
2019-06-05, 20:30 (Swedish)
Supervisors
Examiners
Available from: 2019-07-12 Created: 2019-07-09 Last updated: 2019-08-12Bibliographically approved

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CiteExportLink to record
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Citation style
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