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Talent Management Implementation Within Organizational Context
KTH, School of Industrial Engineering and Management (ITM), Industrial Economics and Management (Dept.), Organization and management.
2017 (English)Independent thesis Advanced level (degree of Master (Two Years)), 20 credits / 30 HE creditsStudent thesisAlternative title
Genomförande av talent management i organisatoriska sammanhang (Swedish)
Abstract [en]

Talent Management has gained high popularity during past two decades among organizations. Currentlyit is nearly at the top of HR agenda among every industry around the world. However, in bothpractitioners’ and academic world, the definition of talent varies, and Talent Management is alwayscharacterized by a lack of clarity regarding definition, scope and overall goal. Scholars have suggestedthat this ambiguity requires more study to understand Talent Management implementation within itscorresponding organizational context, whereas there is a limited amount of studies contribute in case-bycaseanalysis.To contribute in making up for the deficiency in literature, this study is with a purpose to develop furtherunderstanding of Talent Management by placing it into organizational context, trying to explore howdifferent organizational contexts differentiate the view on talents and affect the implementation of TalentManagement. 4 companies from diverse industries, organizational culture, background etc. were studiedto gain a picture on the research topic. Furthermore, qualitative data collection method was used and themain empirical data source was 4 key interviews conducted with senior HR professionals from eachcompanies. Literature was used to gain a broader understanding of the research topic, as well as provide aguidance of logic in analysis.The studies finally verified that the definitions of talent and Talent Management are various among eachand every organization, and they are rather context-specific. Business type, organizational structure,operation mode, industry, business objective, organizational culture and control structure are identified asfactors that leave significant impact on the perception of talent and shape different Talent Managementapproaches. One distinct tension that is found to be dominant regarding the view of talent and talentmanagement is inclusive vs. exclusive, which shows profound effect on the approach organization takefor Talent Management, and furthermore determine Talent Management implementation.

Place, publisher, year, edition, pages
2017. , p. 70
Series
TRITA-ITM-EX ; 2017:09
Keywords [en]
Talent Management, Organizational context, Talent Management implementation.
National Category
Engineering and Technology
Identifiers
URN: urn:nbn:se:kth:diva-211059OAI: oai:DiVA.org:kth-211059DiVA, id: diva2:1124475
Educational program
Master of Science - Industrial Engineering and Management
Supervisors
Examiners
Available from: 2018-03-08 Created: 2017-07-13 Last updated: 2018-03-08Bibliographically approved

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CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • harvard1
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf