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Industrial and Commercial Training

ISSN : 0019-7858

Article publication date: 22 September 2022

Issue publication date: 2 January 2023

The primary purpose of this study was to identify and conceptualize talent management (TM) functions by combining management and human resources functions, based on a rigorous, in-depth literature review. The secondary purpose was to identify the most common TM strategies and classify them in terms of TM functions to provide a more systematic foundation for the concept of TM.

Design/methodology/approach

A systematic literature review supported by qualitative content analysis was used to determine the main TM strategies in the current literature and to classify them under basic TM functions.

This study identified seven core TM functions that were previously addressed in the TM literature but not labeled and conceptualized as TM functions. These seven core functions (talent planning, talent identification, talent attraction, talent acquisition, talent development, talent deployment and talent retention) structure the TM system, influence each other and operate as a cycle through their respective strategies in identifying, formulating and achieving business objectives (e.g. enhanced firm performance and sustainable competitive advantage). The findings also indicate that talent retention strategies were the most discussed topic within this field between 2006 and July 2022, followed by talent planning and talent development strategies.

Originality/value

TM is still a young and developing field that needs more conceptual work for its development and recognition as a discipline. To the best of the authors’ knowledge, this unique study is one of the first attempts to comprehensively define TM functions and offer a framework for the detailed and systematic classification of TM strategies under seven core TM functions. This framework makes clear the multidimensional concept and system of TM and reveals, through the notion of TM functions, the main lines and structural factors necessary to implement the strategies effectively. Based on the strategies presented in this study, TM is an important source of ideas for organizations that want to implement TM and provides a bench-marking tool for organizations that are currently implementing TM.

  • Talent management functions
  • Talent management strategies
  • Resource-based view
  • Systematic literature review
  • Qualitative content analysis

Yildiz, R.O. and Esmer, S. (2023), "Talent management strategies and functions: a systematic review", Industrial and Commercial Training , Vol. 55 No. 1, pp. 93-111. https://doi.org/10.1108/ICT-01-2022-0007

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TALENT MANAGEMENT IN ORGANIZATIONS: AN EMPIRICAL RESEARCH

The term ―war for talent‖ is now commonly used to reflect the changing nature of the employment relationship and the shortage of talent in the workplace. In an increasingly talent-dependent world, forward thinking organizations understand the strategic importance of talent and view talent management as a critical organizational capability. Today, the business scenario is seen to be unremittingly changing. Human resource is playing its role as a strategic partner instead of supporting administrative tasks in the organizations because greatest assets of the organization are its people. People though belong to diverse backgrounds therefore possess diverse talents. So, this is an organization's responsibility to effectively manage the talent of its workforce to succeed in a highly competitive marketplace. Despite a significant degree of academic and practitioner interest the topic of talent management remains under developed. A key limitation is the fact that talent management lacks a consistent definition and clear conceptual boundaries. The specific contribution of the current paper is in developing a clear and concise definition of talent management.

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