Dear Holly,
I think a critical approach to talent management is interesting and necessary. See, for example, a recent critical review of the literature on talent management (Kwon & Jang, 2021).
Furthermore, I would place talent management in the broader context of HR differentiation taking into account 3 levels of analysis (intended, actual, perceived) (Marescaux et al., 2021) and different dimensions (Piasecki, 2020).
Best regards,
Przemek
Kwon, K., & Jang, S. (2021). There is no good war for talent: A critical review of the literature on talent management. Employee Relations: The International Journal, ahead-of-print(ahead-of-print). https://doi.org/10.1108/ER-08-2020-0374
Marescaux, E., De Winne, S., & Brebels, L. (2021). Putting the Pieces Together: A Review of HR Differentiation Literature and a Multilevel Model. Journal of Management, 47(6), 1564–1595. https://doi.org/10.1177/0149206320987286
Piasecki, P. (2020). Dimensions of HR differentiation: The effect on job satisfaction, affective commitment and turnover intentions. Baltic Journal of Management, 15(1), 21–41. https://doi.org/10.1108/BJM-05-2019-0178
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Przemyslaw Piasecki
Assistant Professor
Poznan University of Economics and Business
Poland
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Original Message:
Sent: 12-21-2021 15:29
From: Holly Ferraro
Subject: Inclusive talent management course materials?
Hi, colleagues.
This spring, I'm teaching a new course (for me) in talent management. I'd like for the course to focus on talent management for equity and inclusion, a more critical approach to talent management. Do you have any suggestions for texts, articles, or other teaching tools? I'd greatly appreciate your suggestions!
Best,
Holly Slay Ferraro
holly.ferraro@villanova.edu
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Holly Ferraro
Associate Professor
Villanova University
Villanova PA
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