Is talent management just “old wine in new bottles”?: The case of multinational companies in Beijing
By Xin Chuai, D. Preece, P. Iles. 2008
135 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management, Strategy and Management
View Paper: https://www.semanticscholar.org/paper/c2f07a08bf6283f53db631f5343baaca3f7b5940
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Organizational Behavior and Human Resource Management
- M. Morley
- Roberto Luna Arocas
- Nicky Dries
- Roland Pepermans
- Joeri Hofmans
- Jolyn Gelens
- T. Vantilborgh
In Strategy and Management
- M. Morley
- Roberto Luna Arocas
- Joeri Hofmans
- Roland Pepermans
- T. Vantilborgh
- Nicky Dries
- Jolyn Gelens
Citations in the corpus
- The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda (2013, background): “Where, for instance, HRM involves the attempt to manage all employees in an organization, talent management focuses only on those employees who are high on value and uniqueness (i.e., high potentials) (Chuai et al., 2008).”
- Talent management, talent mindset competency and job performance: the mediating role of job satisfaction (2015, background): “the adequacy of value that involves commitment and loyalty; line and senior managers application of talent principles (Chuai et al., 2008; Lewis and Heckman, 2006; Nilson and Ellström, 2012; Stahl et al., 2012); talent competency, i.”
- The role of learning agility and career variety in the identification and development of high potential employees (2012, background): “There has been some debate about the added value of talent management over traditional HRM approaches, with some commentators labeling talent management as just another management fad (Chuai et al., 2008).”