Talent identification transparency: an alternative perspective

Violetta Khoreva, Vlad Vaiman, Edyta Kostanek

Research output: Contribution to journalArticleScientificpeer-review

2 Citations (Scopus)

Abstract

Over the course of the last decade, talent management has attracted a great deal of attention in the academic literature. Even though the field has evolved, much scepticism continues to surround it, and many questions are still to be answered that may bridge existing gaps between science and practice. This article offers an alternative perspective on talent identification transparency, the practice of informing employees of their talent pool membership. In line with the social exchange perspective, we propose that even though the reactions of those employees who are identified as talent and informed of their talent pool membership seem to be positive, the negative reactions of employees who are either identified as talent and informed of their talent pool membership, and whose expectations are not as well met, or employees who are not identified as talent (which is arguably the majority of the employee population in most companies) may outweigh the positive. This article adds value to the existing research on talent management, promotes a dialogue, and encourages new directions in theoretical and empirical research within the field. We believe that a heightened understanding of the dark side of talent identification transparency may help organisational decision makers in better executing their strategic talent initiatives.
Original languageEnglish
Peer-reviewed scientific journalEuropean Journal of International Management
Volume13
Issue number1
Pages (from-to)25-40
Number of pages16
ISSN1751-6757
DOIs
Publication statusPublished - 29.10.2018
MoE publication typeA1 Journal article - refereed

Keywords

  • 512 Business and Management
  • talent management
  • talent identification
  • talent identification transparency
  • social exchange perspective
  • workforce differentiation

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