Table of Contents
Intro: talent philosophies ........................................................................................................................ 4
Concepts, definitions, etymology ........................................................................................................ 4
Etymology of talent ......................................................................................................................... 4
In the business world: the war for talent ........................................................................................ 4
What do companies mean by TM? .................................................................................................. 4
So TM is strategic but… ................................................................................................................... 5
Talent philosophies .......................................................................................................................... 5
From philosophies to practices........................................................................................................ 8
Prevalence of talent philosophies ................................................................................................... 8
From philosophies to practices ............................................................................................................... 9
Phenomenon ≠ construct .................................................................................................................... 9
Relationships between constructs................................................................................................... 9
Exercise .......................................................................................................................................... 10
Exclusive-innate talent philosophy (giftedness) ................................................................................ 10
Inclusive-innate talent philosophy (potential)................................................................................... 13
Exclusive-developable talent philosophy (talent).............................................................................. 16
Inclusive-developable talent philosophy (strength) .......................................................................... 17
More options for employees but also more uncertainty .................................................................. 18
Types of careers ..................................................................................................................................... 18
A (very) brief history of careers ......................................................................................................... 18
Agricultural -> industrial economy ................................................................................................ 18
Industrial -> knowledge economy ................................................................................................. 18
Individual-level CM ............................................................................................................................ 19
“the career is dead”…? .................................................................................................................. 19
‘Post-organizational’ career concepts............................................................................................ 19
Conflicting assumptions about careers ......................................................................................... 19
HR architecture model................................................................................................................... 20
Labor market bifurcation ............................................................................................................... 20
Dual career ladders........................................................................................................................ 20
Career Success Map Questionnaire ............................................................................................... 21
What careers do people want? ..................................................................................................... 24
Boundaries to boundarylessness................................................................................................... 24
Team-level CM ................................................................................................................................... 25
Team-based TM ............................................................................................................................. 25
1
, Belbin team roles ........................................................................................................................... 25
Country-level CM ............................................................................................................................... 29
National career patterns ................................................................................................................ 29
National TM: the GTCI ................................................................................................................... 29
Employee perceptions and effects of TM .............................................................................................. 30
Employee perceptions and effects of TM .......................................................................................... 30
Employee perceptions and effects of TM ...................................................................................... 30
Case example ................................................................................................................................. 30
Effects of TM on non-talent co-workers ............................................................................................ 30
Exercise: employee-level effects of TM ......................................................................................... 30
Fears about reactions → inclusivity ............................................................................................... 30
Social comparison theory .............................................................................................................. 31
Upward social comparison ............................................................................................................ 31
Downward social comparison ....................................................................................................... 31
Social comparison emotions.......................................................................................................... 31
Who do we compare ourselves with? ........................................................................................... 32
Genius effect .................................................................................................................................. 32
“let excellence be excellent”? ....................................................................................................... 32
Perceived fairness in TM................................................................................................................ 32
Exercise: equality vs. equity vs. need ............................................................................................ 33
The problem with fairness ............................................................................................................. 33
Conflation of fairness with self-interest ........................................................................................ 33
Issues with the exclusive approach ............................................................................................... 34
Effects of TM on talents ..................................................................................................................... 35
Exercise: employee-level effects of TM ......................................................................................... 35
Process model of SHRM ................................................................................................................ 35
Process model of TM ..................................................................................................................... 35
Review findings (2 theories) .......................................................................................................... 35
Future of work ....................................................................................................................................... 36
The future of work (levels) ................................................................................................................ 36
Predicting the future of work ............................................................................................................ 37
The problem with predictions ........................................................................................................... 37
Making better predictions ................................................................................................................. 38
Strategic scenario planning ............................................................................................................... 38
The future does not exist................................................................................................................... 40
Imaginaries of the future (higher level of complexity) .................................................................. 40
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Intro: talent philosophies ........................................................................................................................ 4
Concepts, definitions, etymology ........................................................................................................ 4
Etymology of talent ......................................................................................................................... 4
In the business world: the war for talent ........................................................................................ 4
What do companies mean by TM? .................................................................................................. 4
So TM is strategic but… ................................................................................................................... 5
Talent philosophies .......................................................................................................................... 5
From philosophies to practices........................................................................................................ 8
Prevalence of talent philosophies ................................................................................................... 8
From philosophies to practices ............................................................................................................... 9
Phenomenon ≠ construct .................................................................................................................... 9
Relationships between constructs................................................................................................... 9
Exercise .......................................................................................................................................... 10
Exclusive-innate talent philosophy (giftedness) ................................................................................ 10
Inclusive-innate talent philosophy (potential)................................................................................... 13
Exclusive-developable talent philosophy (talent).............................................................................. 16
Inclusive-developable talent philosophy (strength) .......................................................................... 17
More options for employees but also more uncertainty .................................................................. 18
Types of careers ..................................................................................................................................... 18
A (very) brief history of careers ......................................................................................................... 18
Agricultural -> industrial economy ................................................................................................ 18
Industrial -> knowledge economy ................................................................................................. 18
Individual-level CM ............................................................................................................................ 19
“the career is dead”…? .................................................................................................................. 19
‘Post-organizational’ career concepts............................................................................................ 19
Conflicting assumptions about careers ......................................................................................... 19
HR architecture model................................................................................................................... 20
Labor market bifurcation ............................................................................................................... 20
Dual career ladders........................................................................................................................ 20
Career Success Map Questionnaire ............................................................................................... 21
What careers do people want? ..................................................................................................... 24
Boundaries to boundarylessness................................................................................................... 24
Team-level CM ................................................................................................................................... 25
Team-based TM ............................................................................................................................. 25
1
, Belbin team roles ........................................................................................................................... 25
Country-level CM ............................................................................................................................... 29
National career patterns ................................................................................................................ 29
National TM: the GTCI ................................................................................................................... 29
Employee perceptions and effects of TM .............................................................................................. 30
Employee perceptions and effects of TM .......................................................................................... 30
Employee perceptions and effects of TM ...................................................................................... 30
Case example ................................................................................................................................. 30
Effects of TM on non-talent co-workers ............................................................................................ 30
Exercise: employee-level effects of TM ......................................................................................... 30
Fears about reactions → inclusivity ............................................................................................... 30
Social comparison theory .............................................................................................................. 31
Upward social comparison ............................................................................................................ 31
Downward social comparison ....................................................................................................... 31
Social comparison emotions.......................................................................................................... 31
Who do we compare ourselves with? ........................................................................................... 32
Genius effect .................................................................................................................................. 32
“let excellence be excellent”? ....................................................................................................... 32
Perceived fairness in TM................................................................................................................ 32
Exercise: equality vs. equity vs. need ............................................................................................ 33
The problem with fairness ............................................................................................................. 33
Conflation of fairness with self-interest ........................................................................................ 33
Issues with the exclusive approach ............................................................................................... 34
Effects of TM on talents ..................................................................................................................... 35
Exercise: employee-level effects of TM ......................................................................................... 35
Process model of SHRM ................................................................................................................ 35
Process model of TM ..................................................................................................................... 35
Review findings (2 theories) .......................................................................................................... 35
Future of work ....................................................................................................................................... 36
The future of work (levels) ................................................................................................................ 36
Predicting the future of work ............................................................................................................ 37
The problem with predictions ........................................................................................................... 37
Making better predictions ................................................................................................................. 38
Strategic scenario planning ............................................................................................................... 38
The future does not exist................................................................................................................... 40
Imaginaries of the future (higher level of complexity) .................................................................. 40
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