|Title: ||Unravelling the concept of Talent management. Approaches, goals and processes of Talent management in the Flemish government|
|Authors: ||Buttiens, Dorien ×|
Hondeghem, Annie #
|Issue Date: ||30-Nov-2012 |
|Conference: ||Annual NIG conference edition:9 location:Leuven date:29-30 November 2012|
|Abstract: ||When reading about Talent Management in academic literature, it is clear that different approaches and conceptualizations of the concepts of talent and Talent Management exist (Lewis & Heckman, 2006; Armstrong, 2006; Thunissen, Boselie & Fruytier, 2011; Buttiens & Hondeghem, 2012a; Gallardo-Gallardo, 2012). Next to these differences in approach and conceptualization, various goals and HR processes can be put forward when developing a Talent Management policy. This paper tries to draw an overall picture of the specific approaches, goals and HR processes of Talent management in a public sector context. More specific, we focus on the architecture of Talent management policies in 46 organizations of the Flemish Government. As a broader framework, this paper uses the distinction between inclusive and exclusive Talent Management (as proposed in Buttiens & Hondeghem, 2012a).
The first part of the paper introduces some of the basic principles of Talent Management (e.g. value of human capital). In other words, the theories which are at the core of the different Talent management practices will be presented. Furthermore, the division of the different approaches of Talent Management (inclusive/exclusive) will be put forward.
In the second part, the specific context of Talent management in the public sector is depicted. We link the public sector values with the design and development of a Talent management policy. Furthermore, the theory of strategic balance (Paauwe, 2004; Boselie, 2010) and new institutionalism (DiMaggio & Powell, 1983; Greenwood & Hinings, 1996, Lammers et al., 2000 in Paauwe & Boselie, 2007) will be presented to fit Talent management within the context of the public sector. Although a theoretical framework is being put forward in this paper, we approach the results in an exploratory manner. Where possible, the results will be framed in our theoretical scope.
In the third part, the methodology and course of the research is presented. The used research method is an online questionnaire, which was addressed to the heads of the HR departments of 46 organizations in the Flemish Government. The respondents were asked to express the view of the organization and to describe the goals and practices regarding Talent management.
The fourth part focuses on the results of the questionnaire. We conclude by discussing results and future research possibilities.
|Publication status: ||published|
|KU Leuven publication type: ||IMa|
|Appears in Collections:||Public Governance Institute|