The Differentiated Workforce: Transforming Talent into Strategic Impact

208 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management (2011, methodology): “Thus, the impact of workforce differentiation on individuals, groups, and teams is likely to provide a rich opportunity for research as firms increasingly adopt this model (Becker et al., 2009).”
Still Fighting the “War for Talent”? Bridging the Science Versus Practice Gap (2011, background): “TM calls for a disproportionate investment on the individuals who can make the most significant impact on the business strategy (Becker et al. 2009; Boudreau and Ramstad 2007).”
A multidisciplinary review into the definition, operationalization, and measurement of talent (2014, background): “Consequently, these cut-off points are implemented to detect the A players who perform better than others (Becker et al., 2009).”
Talent management and organisational justice: employee reactions to high potential identification (2014, background): “For this reason, several researchers (Becker et al., 2009; Gelens et al., 2013) have suggested that studying the effects of talent management at the micro level is necessary.”