scholarly journals Integration of Digital Platforms in Modern Human Resource and Talent Management

2021 ◽  
Vol 04 (11) ◽  
Author(s):  
Dildara Bakhtiyorovna Gapparova ◽  
Keyword(s):  
Literature Review ◽  
Human Resource ◽  
Personnel Management ◽  
Transformational Change ◽  
Talent Management ◽  
Business Environment ◽  
Modern Human ◽  
Working Environment ◽  
Extensive Literature ◽  
Digital Platforms

Technologies give opportunities to make smarter decisions about talents based on data and people analytics platforms. Corporations can kick start their transformational change to build momentum by embracing a bionic strategy that combines human and technical capabilities. There are varieties of different IT companies offering their platforms for personnel management. The purpose of this article is to investigate digitalization and its impact on talent management in a continuously digitalized business environment. The paper analyzes related studies on talent management and different aspects in managing people in a highly digitalized working environment using an extensive literature review of recent quantitative and qualitative papers from diverse sectors.

scholarly journals Leadership and Innovation - How Can Leaders Create Innovation-Promoting Environments in Their Organisations?

2021 ◽  
Vol 4 (2) ◽  
pp. 55
Author(s):  
Marco Pister
Keyword(s):  
Success Factors ◽  
Business Environment ◽  
Work Environments ◽  
Working Environment ◽  
Extensive Literature ◽  
Virtual Collaboration ◽  
Home Setting ◽  
Leadership Challenges ◽  
Work From Home ◽  
Innovation Processes

Innovation is considered to be among the most relevant success factors for companies in the contemporary business environment. Thus, finding strategies and approaches to foster innovation becomes a crucial challenge for managers and leaders alike. The present paper aims to showcase, how the working environment shaped by the present Covid-19 crisis with its enforced work-from-home-setting influences innovation processes. Therefore, an extensive literature review is conducted, where in a first step the challenges of leadership within a telework-environment are established. The author therein explains the differences between classic approaches towards this mode of virtual collaboration and the pandemic-induced, often mandatory approach to telework utilized throughout the pandemic. This leads to a description of how – especially in times of the Covid-19 pandemic – innovation becomes even more crucial for organizations not only in the medical field, as they need to react to a changing environment and, accordingly, changing customer needs. Leadership challenges of finding ways to create and shape innovation-friendly work environments and organizational cultures given the limitations of the situation, are presented and critically discussed.

scholarly journals Do talent management strategies influence the psychological contract within a diverse environment?

2018 ◽  
Vol 16 ◽  
Author(s):  
Paul Poisat ◽  
Michelle R. Mey ◽  
Gary Sharp
Keyword(s):  
Work Environment ◽  
Human Resource ◽  
Psychological Contract ◽  
Management Strategy ◽  
Management Strategies ◽  
Talent Management ◽  
Working Environment ◽  
Generational Cohorts ◽  
Validated Questionnaire ◽  
Diverse Environment

Orientation: Even though globalisation has resulted in a more diverse workforce and working environment, talent management strategies have not evolved catering for the diversity experienced in organisations. It is assumed that talent management strategies developed on Western principles can be applied effectively to employees in emerging markets. However, the success of these strategies in creating a high-performance work culture is widely questioned.Research purpose: This study aims to empirically determine the relationship between talent management strategies on the psychological contract, and whether this relationship influences employee retention within diverse working environments, which includes generational cohorts, gender and ethnicity.Motivation for the study: As talent management strategies impact differently on the psychological contract of individuals across the generations, gender and ethnicity, it therefore implies that a fit for purpose talent management strategy must consider these variables. The reason for this study was to determine the influence of talent management strategies on the psychological contract and ultimately retention within the diverse environment of different generations, genders and ethnicity.Research approach/design and method: A structured, closed-ended Likert-type validated questionnaire was distributed to employed persons of differing ethnicity, gender and generations and emanating from various professions within the private and public sector (n = 711). A quantitative survey design was used.Main findings: A significant relationship between the work environment and the psychological contract on retention exists. On the contrary, no significant differences exist between growth and development and financial security. Unlike other research conducted on generational cohorts, this study revealed a strong correlation between talent management strategies and generational cohort preferences.Practical/managerial implications: Talent management strategies need to be flexible and inclusive in terms of generational differences, including but not limited to ethnicity and gender. Human resource practitioners are made aware that the work environment impacts most significantly on the psychological contract and ultimately on retention.Contribution/value-add: This study subscribes to the international literature and provides empirical evidence that demonstrates the importance of generational cohorts, gender and ethnicity when executing talent management strategies. This study empirically provides the basis for human resource (HR) practitioners to develop a customised generational talent management strategy to retain high performing individuals.

Investigation of talent, talent management, its policies and its impact on working environment

2017 ◽  
Vol 11 (3) ◽  
pp. 538-554 ◽  
Author(s):  
Sehrish Khan Saddozai ◽  
Peng Hui ◽  
Umair Akram ◽  
Muhammad Saad Khan ◽  
Suhail Memon
Keyword(s):  
Human Resource ◽  
Talent Management ◽  
Working Environment ◽  
University Management ◽  
Dynamic Features ◽  
Content Type ◽  
Assistant Professors ◽  
Academic Organization ◽  
The University ◽  
The Impact

Purpose The purpose of this paper is to explore broader and dynamic features of talent, talent management, its policies and its impact on academic working environment. Design/methodology/approach This research was based on qualitative research in the form of unstructured interviews containing open-ended questions. Data were collected from the university management, deans, heads of departments (HoDs), assistant professors, associate professors and lecturers. The research was conducted in the form of interviews and the participants were asked to define talent, talent management (TM) policies, its usefulness and its impact on the working environment within the university. This study was conducted into two parts. In the first part, all deans, HoDs and human resource management (HRM) (stakeholders) were interviewed, and in the second part, all professors, associate professors, assistant professors and lecturers (talents) were interviewed. Findings The present study investigated that talent and TM are very important in any academic organization. The impact of HRM on TM is very important, as it defines how an academic organization works to retain its talent and improve working conditions within the organization. In addition, this paper details the barriers that the human resource department faces with regard to TM and vice versa. Further, the authors attempted to ascertain the academic staff’s perspectives, their needs and the difficulties they face within the university. Originality/value This research paper shows the difficulties faced by the government institutions in China and Pakistan and how they cope with the current situation of TM within the available resources, polices and the impact of these on the working environment.

scholarly journals Popperian Falsifiability on Enterprise Architecture Is Suitable from a Scientific Standpoint?

2015 ◽  
Vol 7 (12) ◽  
pp. 160
Author(s):  
Claudineia Kudlawicz ◽  
Rodrigo Souza Da Costa ◽  
Carlos Otávio Senff ◽  
Admir Pancote ◽  
Claudimar Pereira Da Veiga ◽  
...  
Keyword(s):  
Literature Review ◽  
Enterprise Architecture ◽  
Business Management ◽  
Business Environment ◽  
Extensive Literature ◽  
Scientific Theories ◽  
Great Progress ◽  
The Many ◽  
High Level ◽  
Demarcation Criteria

Enterprise architecture (EA) is defined as a high-level strategic modeling, which has been shaped to help managers deal with the complexity of the business environment. Just as many areas of knowledge have been the focus of researchers on what regards testing and verifying them as scientific or not, EA is the focus for the analysis conducted in this study. Among the many scientific demarcation criteria are the philosopher Karl Popper’s ideas, which only consider as scientific theories that can be properly tested and are falsifiable. This study aims to analyze how studies related to EA, considering Popper’s scientific demarcation criteria, contribute to the acknowledgement of EA as suitable from a scientific standpoint. In an extensive literature review, EA studies that focused on business management in international databases were sought after. The results, when analyzed under the rules that guide the methods used on EA studies, lead to the inference that despite having made great progress, EA still has a long way to go on the search for expansion and maturity of the analyzed criteria.

scholarly journals Agile Approach in Human Resource Management: Focus on Generation Y

2021 ◽  
Vol 24 (2) ◽  
pp. 65-83
Author(s):  
Olga Revutska ◽  
Kateřina Maršíková
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Generation Y ◽  
Work Motivation ◽  
Working Environment ◽  
Management Approach ◽  
Primary Data Analysis ◽  
Agile Approach

The paper aims to provide an overview of human resource management’s characteristic features in agile companies and identify the attributes preferred by Generation Y representatives in everyday work life. Detailed literature review of general agile attributes and specifics of agile HR management has shown that the phenomenon is not sufficiently examined. There is a gap in the literature research related to the agile approach applied to Generation Y. Based on a literature review and primary data analysis, the authors identified the attributes of agile organisations that correspond to Generation Y preferences in the field of working conditions. In this way, the authors have opened a discussion on the possibilities of applying the preferred agile approaches to attract Generation Y representatives, increase their work motivation and satisfaction. The paper’s findings support the information base used by HR professionals and companies to ensure that factors such as flexibility, informality, continuous learning, etc, are known by managers and companies. It realises the importance of agile principles in the working environment created for Generation Y to produce a greater added value. The literary part of the paper provides an introduction to the general agile management approach, specifics of agile HR practices and indicates key factors influencing work and supporting effective cooperation with Generation Y. Key findings of the detailed literature review were applied to empirical findings of the sample of Generation Y representatives in the Czech Republic and used for discussion and recommendations. This article aims to contribute to the debate on agile management approaches with regard to Generation Y and its leadership. The paper contributes to a gap in the literature, as key findings confirm that Generation Y is open to adopting an agile approach and prefers some of the agile factors in corporate and human resource management over traditional systems.

scholarly journals IMPLEMENTASI MANAJEMEN BAKAT SEBAGAI SUMBER KEUNGGULAN KOMPETITIF PERUSAHAAN

2021 ◽  
Vol 3 (2) ◽  
pp. 36-43
Author(s):  
Suryono Efendi
Keyword(s):  
Personnel Management ◽  
Corporate Strategy ◽  
Talent Management ◽  
Business Environment ◽  
Global Level ◽  
Skilled Staff ◽  
Competent Staff

Organizations confront problems in personnel management in this dynamic and competitive business environment. For businesses functioning at a global level, personnel management has become increasingly crucial. The demand for key roles for skilled staff is strong since the organization is to direct them and to lead the organization to the highest level of success. This is why the organization strives for the best staff. The fundamental aim of any corporate strategy is to make the activities that can lead to success more effective and efficiently. When the business builds an excellent team that is comprised of competent staff, talent management is highly crucial.

scholarly journals TALENT MANAGEMENT LITERATURE REVIEW

2021 ◽  
Vol 1 (1) ◽  
pp. 43
Author(s):  
Rajesh Prettypal Singh
Keyword(s):  
Literature Review ◽  
Competitive Advantage ◽  
Talent Management ◽  
Business Environment ◽  
Economic Downturn ◽  
Management Process ◽  
High Demand ◽  
Factors Influencing ◽  
Management Literature

<p>The concept of talent management has attracted most of the researchers’ attention in the recent years. In today’s business environment, talent management becomes one important source of competitive advantage that creates value for all companies. In the current economic downturn, there is a high demand for talent in the organizations. The aim of this study is to examine talent management process in organizations. This article is based on a review of the academic and popular talent management literatures. The paper focused by clarifying the definitions and the importance of talent management and what factors influencing the growth of talent management.</p>

scholarly journals Determinants of Open Innovation and their Interrelations

2019 ◽  
Vol 16 (04) ◽  
pp. 1940001
Author(s):  
Serhat Sag ◽  
Bülent Sezen ◽  
Lütfihak Alpkan
Keyword(s):  
Literature Review ◽  
Emerging Markets ◽  
Open Innovation ◽  
Digital Technologies ◽  
Structural Modeling ◽  
Business Environment ◽  
Extensive Literature ◽  
Interpretive Structural Modeling ◽  
Policy Makers ◽  
Extensive Literature Review

Based on an extensive literature review, this paper identifies nine erosion factors that lead to the birth of open innovation and discovers their interrelations by using Interpretive Structural Modeling (ISM). As a result, digital technologies and globalization emerged as major drivers. More interestingly, erosion factors proposed by leading open innovation scholars emerged as weak drivers, meaning that open innovation is driven by other factors. We argue that a better understanding of these factors and their interrelations provide valuable insights for managers and policy makers in emerging markets on facilitating the adoption of open innovation and promoting a more open business environment.

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