A Relationship Between Talent and Employer: A Conceptual Framework

Kód výsledku v IS VaVaI

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Výsledek na webu

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DOI - Digital Object Identifier

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Jazyk výsledku

angličtina

Název v původním jazyce

A Relationship Between Talent and Employer: A Conceptual Framework

Popis výsledku v původním jazyce

Abstract: The aim of the paper is to tackle the lack of conceptual knowledge about the identification and attraction of talent, which has become important in the last few decades due to rapid and significant changes occurring in the world. Especially in developed areas and countries, companies face new challenges in maintaining their success and competitiveness. Human capital has come to represent the core source of competitive advantage of organisations, so talent has taken on a new role. It is now the centre of attention as company performance is determined by talent decisions. Talent is considered a rare capital, which has led to an increasingly competitive business environment for recruiting and retaining talented employees (the war for talent), and companies have started to realize the importance of innovative ways of talent sourcing. One of the possible steps is intensifying the involvement of marketing techniques into talent management. Given this reality, along with awareness of terminology inconsistencies and insufficient conceptualization in the academic field, this paper creates a framework which integrates and proposes new relationships among marketing and human resources processes aligned with a company’s strategy. The paper is designed as a conceptual paper. First, it describes the current state of the related fields of knowledge and points out inconsistencies or warns about insufficient academic interconnections. This, aided by disciplined imagination, led to the creation of a framework offering a proposition of logical links between defining a company’s strategy, which defines competitive advantage, and defining a talent as a bearer of particular competitive advantage. These two processes expressing a company’s needs fulfilled by talents are directly linked to the needs of talents fulfilled by a company. To express the ability and willingness of organisations to meet the needs of potential talented employees, two-level framework marketing is used, i.e. marketing as an employer branding, and marketing techniques in particular recruiting processes. Special attention is paid to the very term “talent”, which the framework understands as a target audience for marketing, as well as to the term and process of talent segmentation, which is perceived more as part of marketing techniques than usual academic use.

Název v anglickém jazyce

A Relationship Between Talent and Employer: A Conceptual Framework

Popis výsledku anglicky

Abstract: The aim of the paper is to tackle the lack of conceptual knowledge about the identification and attraction of talent, which has become important in the last few decades due to rapid and significant changes occurring in the world. Especially in developed areas and countries, companies face new challenges in maintaining their success and competitiveness. Human capital has come to represent the core source of competitive advantage of organisations, so talent has taken on a new role. It is now the centre of attention as company performance is determined by talent decisions. Talent is considered a rare capital, which has led to an increasingly competitive business environment for recruiting and retaining talented employees (the war for talent), and companies have started to realize the importance of innovative ways of talent sourcing. One of the possible steps is intensifying the involvement of marketing techniques into talent management. Given this reality, along with awareness of terminology inconsistencies and insufficient conceptualization in the academic field, this paper creates a framework which integrates and proposes new relationships among marketing and human resources processes aligned with a company’s strategy. The paper is designed as a conceptual paper. First, it describes the current state of the related fields of knowledge and points out inconsistencies or warns about insufficient academic interconnections. This, aided by disciplined imagination, led to the creation of a framework offering a proposition of logical links between defining a company’s strategy, which defines competitive advantage, and defining a talent as a bearer of particular competitive advantage. These two processes expressing a company’s needs fulfilled by talents are directly linked to the needs of talents fulfilled by a company. To express the ability and willingness of organisations to meet the needs of potential talented employees, two-level framework marketing is used, i.e. marketing as an employer branding, and marketing techniques in particular recruiting processes. Special attention is paid to the very term “talent”, which the framework understands as a target audience for marketing, as well as to the term and process of talent segmentation, which is perceived more as part of marketing techniques than usual academic use.

Druh

D - Stať ve sborníku

CEP obor

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OECD FORD obor

50204 - Business and management

Projekt

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Návaznosti

S - Specificky vyzkum na vysokych skolach

Rok uplatnění

2018

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název statě ve sborníku

Proceedings of the 6th International Conference on Management, Leadership and Governance (ICMLG 2018)

ISBN

9781911218814

ISSN

2049-6818

e-ISSN

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Počet stran výsledku

9

Strana od-do

51-59

Název nakladatele

Reading: Academic Conferences and Publishing International Limited

Místo vydání

UK

Místo konání akce

Bangkok

Datum konání akce

1. 1. 2018

Typ akce podle státní příslušnosti

WRD - Celosvětová akce

Kód UT WoS článku

000461863300007