Talent management as a management fashion in HRD: towards a research agenda

Paul Iles, David Preece, Xin Chuai

    Research output: Contribution to journalArticle

    Abstract

    HRD practitioners have long shown concerns about the status and legitimacy of
    the occupation, and, arguably, this has not been unconnected to the range of titles HRD has been given over the years. Has there been an element of ‘management fashion’ about this, or have they reflected some real change at the level of practice? This paper considers whether ‘talent management’ (TM), as a recentlyemerged area of interest for HRD, can be argued to display features of a
    management fashion. On the basis of a review of three main perspectives, we
    conclude that it is too early to say with regard to two of them, given TM’s recent
    emergence and the paucity of empirical material, but that TM displays features of
    institutionalism in TM talk in the business and professional literature. A research
    agenda, based primarily on institutional theory, is developed and a number of
    research questions outlined.
    Original languageEnglish
    Pages (from-to)125-146
    Number of pages22
    JournalHuman Resource Development International
    Volume13
    Issue number2
    Early online date23 Apr 2010
    DOIs
    Publication statusPublished - 2010

    Fingerprint

    Talent management
    Management fashion
    Research agenda
    Institutional theory
    Legitimacy

    Keywords

    • talent management
    • human resource development
    • fashion
    • institutional theory

    Cite this

    Iles, Paul ; Preece, David ; Chuai, Xin. / Talent management as a management fashion in HRD: towards a research agenda. In: Human Resource Development International. 2010 ; Vol. 13, No. 2. pp. 125-146.
    @article{74564ff64872457fa79e7f095da0b8ca,
    title = "Talent management as a management fashion in HRD: towards a research agenda",
    abstract = "HRD practitioners have long shown concerns about the status and legitimacy ofthe occupation, and, arguably, this has not been unconnected to the range of titles HRD has been given over the years. Has there been an element of ‘management fashion’ about this, or have they reflected some real change at the level of practice? This paper considers whether ‘talent management’ (TM), as a recentlyemerged area of interest for HRD, can be argued to display features of amanagement fashion. On the basis of a review of three main perspectives, weconclude that it is too early to say with regard to two of them, given TM’s recentemergence and the paucity of empirical material, but that TM displays features ofinstitutionalism in TM talk in the business and professional literature. A researchagenda, based primarily on institutional theory, is developed and a number ofresearch questions outlined.",
    keywords = "talent management , human resource development, fashion, institutional theory",
    author = "Paul Iles and David Preece and Xin Chuai",
    note = "publisher version not permitted in IRs. ET",
    year = "2010",
    doi = "10.1080/13678861003703666",
    language = "English",
    volume = "13",
    pages = "125--146",
    journal = "Human Resource Development International",
    issn = "1367-8868",
    publisher = "Taylor & Francis Group",
    number = "2",

    }

    Talent management as a management fashion in HRD: towards a research agenda. / Iles, Paul; Preece, David; Chuai, Xin.

    In: Human Resource Development International, Vol. 13, No. 2, 2010, p. 125-146.

    Research output: Contribution to journalArticle

    TY - JOUR

    T1 - Talent management as a management fashion in HRD: towards a research agenda

    AU - Iles, Paul

    AU - Preece, David

    AU - Chuai, Xin

    N1 - publisher version not permitted in IRs. ET

    PY - 2010

    Y1 - 2010

    N2 - HRD practitioners have long shown concerns about the status and legitimacy ofthe occupation, and, arguably, this has not been unconnected to the range of titles HRD has been given over the years. Has there been an element of ‘management fashion’ about this, or have they reflected some real change at the level of practice? This paper considers whether ‘talent management’ (TM), as a recentlyemerged area of interest for HRD, can be argued to display features of amanagement fashion. On the basis of a review of three main perspectives, weconclude that it is too early to say with regard to two of them, given TM’s recentemergence and the paucity of empirical material, but that TM displays features ofinstitutionalism in TM talk in the business and professional literature. A researchagenda, based primarily on institutional theory, is developed and a number ofresearch questions outlined.

    AB - HRD practitioners have long shown concerns about the status and legitimacy ofthe occupation, and, arguably, this has not been unconnected to the range of titles HRD has been given over the years. Has there been an element of ‘management fashion’ about this, or have they reflected some real change at the level of practice? This paper considers whether ‘talent management’ (TM), as a recentlyemerged area of interest for HRD, can be argued to display features of amanagement fashion. On the basis of a review of three main perspectives, weconclude that it is too early to say with regard to two of them, given TM’s recentemergence and the paucity of empirical material, but that TM displays features ofinstitutionalism in TM talk in the business and professional literature. A researchagenda, based primarily on institutional theory, is developed and a number ofresearch questions outlined.

    KW - talent management

    KW - human resource development

    KW - fashion

    KW - institutional theory

    U2 - 10.1080/13678861003703666

    DO - 10.1080/13678861003703666

    M3 - Article

    VL - 13

    SP - 125

    EP - 146

    JO - Human Resource Development International

    JF - Human Resource Development International

    SN - 1367-8868

    IS - 2

    ER -