Managing talent for competitive advantage: Taking a systemic approach to talent management

By C. Ashton, L. Morton. 2005

326 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/ddc9baacdb6076c44122a784ed28bd6cf36ce60c

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

1. Paul Sparrow
2. H. Scullion
3. Nicky Dries
4. Elaine Farndale
5. Shaista Khilji
6. R. Schuler
7. I. Tarique
8. David G. Collings

Citations in the corpus

• Incorporating the macro view in global talent management (2015, background): “There is a wide variation in how GTM is defined (Aston & Morton, 2005; Collings, 2014; McDonnell, 2008; Scullion, Collings, & Caligiuri, 2010), which has contributed to a lack of clarity regarding its overall goals (Lewis & Heckman, 2006; McDonnell, Collings, & Burgess, 2012; Tarique & Schuler,…”
• The psychology of talent management: A review and research agenda (2013, background): “Indeed, an overwhelming number of human resource (HR) practitioners around the world have reported, across various policy studies, that they believe talent management is one of the most important human capital challenges faced by twenty-first century organizations (e.g. Ashton & Morton, 2005).”
• The role of the corporate HR function in global talent management (2010, background): “Competition between employers has become more generic and has shifted from the country level to the regional and global levels (Ashton & Morton, 2005; Sparrow, Brewster, & Harris, 2004).”