Article Sidebar

Download
PDF
Statistic
Read Counter : 149 Download : 120

Downloads

Download data is not yet available.

Main Article Content

Abstract

This study examines the concept of “talent management for change” through a comprehensive review and mapping of the literature from a multilevel perspective. It utilizes published journals sourced from the Publish or Perish (PoP) database based on Google Scholar, with a subsequent elimination process to ensure relevance and credibility, including only those indexed by Scopus. The literature review reveals current research trends related to organizational change in talent management. Additionally, it identifies key variables and suggests future research directions from a multilevel perspective. A limitation of this study is its reliance on data from sources with high credibility and Scopus indexing, included based on their relevance. For the implication, this literature review offers conceptual and practical insights into talent management for change, providing a general overview and identifying specific needs. Furthermore, it enhances understanding of the topic and offers guidance for future research. This study maps existing research in published journals concerning talent management for change, highlighting its relevance and identifying essential elements for managing talent in the context of change.

Keywords

Talent Management Change Management Finding Talent Literature Review

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Rosari, R., Danarilia, V. O., & Ardianto, H. (2024). Finding Talent: What Does Talent Management Require in Order to Change?. Ilomata International Journal of Management, 5(2), 649-668. https://doi.org/10.61194/ijjm.v5i2.1181

References

  1. Alves, P., Santos, V., Reis, I., Martinho, F., Martinho, D., Sampaio, M. C., Sousa, M. J., & Au-Yong-oliveira, M. (2020). Strategic talent management: The impact of employer branding on the affective commitment of employees. Sustainability (Switzerland), 12(23), 1–21. https://doi.org/10.3390/su12239993
  2. Anderson, N., & King, N. (1995). Innovation and Change in Organizations. In Administrative Science Quarterly. Routledge.
  3. Anlesinya, A., Dartey-Baah, K., & Amponsah-Tawiah, K. (2019). A Review of Empirical Research on Global Talent Management. FIIB Business Review, 8(2), 147–160. https://doi.org/10.1177/2319714519836306
  4. Appelbaum, S. H., Degbe, M. C., Macdonald, O., & Nguyen-Quang, T. S. (2015). Organizational outcomes of leadership style and resistance to change (Part one). Industrial and Commercial Training, 47(2), 73–80. https://doi.org/10.1108/ICT-07-2013-0044
  5. Armenakis, A. A., & Harris, S. G. (2002). Crafting a change message to create transformational readiness. Journal of Organizational Change Management, 15(2), 169–183. https://doi.org/10.1108/09534810210423080
  6. Aujirapongpan, S., Vadhanasindhu, P., Chandrachai, A., & Cooparat, P. (2010). Indicators of knowledge management capability for KM effectiveness. Vine, 40(2), 183–203. https://doi.org/10.1108/03055721011050677
  7. Bakker, A. B., & Xanthopoulou, D. (2013). Creativity and charisma among female leaders: The role of resources and work engagement. International Journal of Human Resource Management, 24(14), 2760–2779. https://doi.org/10.1080/09585192.2012.751438
  8. Bandura, A. (2001). Socıal Cognıtıve Theory: An Agentic Perspective. Annu. Rev. Psychol., 52, 1–26.
  9. Barsade, S. G. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47(4), 644–675. https://doi.org/10.2307/3094912
  10. Battisti, E., Graziano, E. A., Pereira, V., Vrontis, D., & Giovanis, A. (2023). Talent management and firm performance in emerging markets: a systematic literature review and framework. Management Decision, 61(9), 2757–2783. https://doi.org/10.1108/MD-10-2021-1327
  11. Bhasin, M. (2006). Knowledge management through Intranets for accounting firms. Chartered Accountant, 1206–1217.
  12. Bhattacharya, S., Mohapatra, S., & Bhattacharya, S. (2018). Women advancing to leadership positions: A qualitative study of women leaders in IT and ITES sector in India. South Asian Journal of Human Resources Management, 5(2), 150–172. https://doi.org/10.1177/2322093718782756
  13. Bowen, D. E. (2004). Understanding HRM-Firm Performance Linkages: The Role Of The ‘Strength’Of The HRM System. Academy of Management Review, 29(2), 203–221.
  14. Brown, D. J., & Keeping, L. M. (2005). Elaborating the construct of transformational leadership: The role of affect. Leadership Quarterly, 16(2), 245–272. https://doi.org/10.1016/j.leaqua.2005.01.003
  15. Brown, R. (2000). Social identity theory: Past achievements, current problems and future challenges. European Journal of Social Psychology, 30(6), 745–778. https://doi.org/10.1002/1099-0992(200011/12)30:6<745::AID-EJSP24>3.0.CO;2-O
  16. Caldwell, S. D., Herold, D. M., & Fedor, D. B. (2004). Toward an understanding of the relationships among organizational change, individual differences, and changes in person-environment fit: A cross-level study. Journal of Applied Psychology, 89(5), 868–882. https://doi.org/10.1037/0021-9010.89.5.868
  17. Caldwell, S., Liu, Y., Fedor, D. B., & Herold, D. M. (2009). Why are perceptions of change in the “eye of the beholder”?: The role of age, sex, and tenure in procedural justice judgments. Journal of Applied Behavioral Science, 45(3), 437–459. https://doi.org/10.1177/0021886309336068
  18. Campuzano, M. V. (2019). Force and Inertia: A Systematic Review of Women’s Leadership in Male-Dominated Organizational Cultures in the United States. Human Resource Development Review, 18(4), 437–469. https://doi.org/10.1177/1534484319861169
  19. Carmeli, A., Reiter-Palmon, R., & Ziv, E. (2010). Inclusive leadership and employee involvement in creative tasks in the workplace: The mediating role of psychological safety. Creativity Research Journal, 22(3), 250–260. https://doi.org/10.1080/10400419.2010.504654
  20. Chadwick, I. C., & Dawson, A. (2018). Women leaders and firm performance in family businesses: An examination of financial and nonfinancial outcomes. In Journal of Family Business Strategy (Vol. 9, Issue 4, pp. 238–249). Elsevier. https://doi.org/10.1016/j.jfbs.2018.10.002
  21. Chang, Y. Y. (2016). High-performance work systems, joint impact of transformational leadership, an empowerment climate and organizational ambidexterity: Cross level evidence. Journal of Organizational Change Management, 29(3), 424–444. https://doi.org/10.1108/JOCM-09-2015-0150
  22. Chartered Institute of Personnel Development. (2005). Chartered Institute of Personnel Development (CIPD) annual survey report, 2005: training and development.
  23. Chien, S. Y., & Tsai, C. H. (2012). Dynamic capability, knowledge, learning, and firm performance. Journal of Organizational Change Management, 25(3), 434–444. https://doi.org/10.1108/09534811211228148
  24. Choi, M., & Ruona, W. E. A. (2011). Individual readiness for organizational change and its implications for human resource and organization development. Human Resource Development Review, 10(1), 46–73. https://doi.org/10.1177/1534484310384957
  25. Chou, P. (2015). Transformational Leadership and Employee ’ s Behavioral Support for Organizational Change. In European Journal of Business and Management (Vol. 7, Issue 3). core.ac.uk. https://core.ac.uk/download/pdf/234626223.pdf
  26. Connelly, S., Gaddis, B., & Helton-Fauth, W. (2013). A Closer Look at the Role of Emotions in Transformational and Charismatic Leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (Vol. 5, pp. 299–327). Emerald Group Publishing Limited. https://doi.org/10.1108/s1479-357120130000005023
  27. Cummings, J. N. (2004). Work Groups, Structural Diversity, and Knowledge Sharing in a Global Organization. Management Science, 50(3), 352–364. https://doi.org/10.1287/mnsc.1030.0134
  28. DiFonzo, N., & Bordia, P. (1998). A tale of two corporations: Managing uncertainty during organizational change. Human Resource Management, 37(3–4), 295–303. https://doi.org/10.1002/(sici)1099-050x(199823/24)37:3/4<295::aid-hrm10>3.0.co;2-3
  29. Eftekharzadeh, R. (2008). Knowledge Management Implementation in Developing Countries: An Experimental Study. Review of Business, 28(3), 44–58. http://0-search.ebscohost.com.library.vu.edu.au/login.aspx?direct=true&db=bth&AN=34757419&site=bsi-live
  30. Ejovwokeoghene, M., Yewande, O. A., Oluseye, O., & Joseph, O. (2018). Talent Management as a Determinant of Firm Performance: A Conceptual Approach. Business & Social Sciences Journal (BSSJ), 3(1), 21–32. https://doi.org/10.10520/EJC-105865ef90
  31. Galbreath, J. (2019). Drivers of Green Innovations: The Impact of Export Intensity, Women Leaders, and Absorptive Capacity. In Journal of Business Ethics (Vol. 158, Issue 1, pp. 47–61). Springer. https://doi.org/10.1007/s10551-017-3715-z
  32. George, J. M., & Jones, G. R. (2001). Towards a process model of individual change in organizations. Human Relations, 54(4), 419–444. https://doi.org/10.1177/0018726701544002
  33. Grant, A. D., & Taylor, A. (2014). Communication essentials for female executives to develop leadership presence: Getting beyond the barriers of understating accomplishment. In Business Horizons (Vol. 57, Issue 1, pp. 73–83). Elsevier. https://doi.org/10.1016/j.bushor.2013.09.003
  34. Greenhalgh, T., Robert, G., Macfarlane, F., Bate, P., & Kyriakidou, O. (2004). Diffusion of innovations in service organizations: Systematic review and recommendations. Milbank Quarterly, 82(4), 581–629. https://doi.org/10.1111/j.0887-378X.2004.00325.x
  35. Hans, K. (2015). Exploring Employee Engagement for Understanding Employee Perspective. Exploring Employee Engagement for Understanding Employee Perspective, May.
  36. Hatum, A. (2010). Connecting The Dots: Attraction, Development, And Retention. In Next Generation Talent Management (pp. 124–129). Springer. https://doi.org/10.1057/9780230295094_6
  37. Hentschel, T., Braun, S., Peus, C., & Frey, D. (2018). The communality-bonus effect for male transformational leaders–leadership style, gender, and promotability. European Journal of Work and Organizational Psychology, 27(1), 112–125. https://doi.org/10.1080/1359432X.2017.1402759
  38. Hollander, E. (2012). Inclusive leadership: The essential leader-follower relationship. Routledge.
  39. Holten, A. L., & Brenner, S. O. (2015). Leadership style and the process of organizational change. Leadership and Organization Development Journal, 36(1), 2–16. https://doi.org/10.1108/LODJ-11-2012-0155
  40. Hon, A. H. Y., Bloom, M., & Crant, J. M. (2014). Overcoming Resistance to Change and Enhancing Creative Performance. Journal of Management, 40(3), 919–941. https://doi.org/10.1177/0149206311415418
  41. Iles, P., Chuai, X., & Preece, D. (2010). Talent Management and HRM in Multinational companies in Beijing: Definitions, differences and drivers. Journal of World Business, 45(2), 179–189. https://doi.org/10.1016/j.jwb.2009.09.014
  42. Jia, J., Jiao, Y., & Han, H. (2021). Inclusive leadership and team creativity: a moderated mediation model of Chinese talent management. International Journal of Human Resource Management. https://doi.org/10.1080/09585192.2021.1966073
  43. Katz, D. (1960). The functional approach to the study of attitudes. Public Opinion Quarterly, 24(2), 163–204. https://doi.org/10.1086/266945
  44. Kirkman, B. L., Jones, R. G., & Shapiro, D. L. (2000). Why do employees resist teams? Examining the “resistance barrier” to work team effectiveness. International Journal of Conflict Management, 11(1), 74–92. https://doi.org/10.1108/eb022836
  45. Klein, K. J., Tosi, H., & Cannella, A. A. (1999). Multilevel Theory Building: Benefits, Barriers, and New Developments. Academy of Management Review, 24(2), 248–253. https://doi.org/10.5465/amr.1999.1893934
  46. Konopaske, R., Ivancevich, J. M., & Matteson, M. T. (2018). Organizational behavior and management. McGraw-Hill Education New York, EUA.
  47. Kossek, E. E., & Buzzanell, P. M. (2018). Women’s career equality and leadership in organizations: Creating an evidence-based positive change. Human Resource Management, 57(4), 813–822. https://doi.org/10.1002/hrm.21936
  48. Kumar, S. (2022). The impact of talent management practices on employee turnover and retention intentions. Global Business and Organizational Excellence, 41(2), 21–34. https://doi.org/10.1002/joe.22130
  49. Kwon, K., & Rupp, D. E. (2013). High-performer turnover and firm performance: The moderating role of human capital investment and firm reputation. Journal of Organizational Behavior, 34(1), 129–150. https://doi.org/10.1002/job.1804
  50. Kyriakidou, O., Arnold, K., & Bell Crawford, J. (2011). Lost opportunity: Is transformational leadership accurately recognized and rewarded in all managers? In Equality, Diversity and Inclusion: An International Journal (Vol. 31, Issue 1, pp. 43–64). emerald.com. https://doi.org/10.1108/02610151211199218
  51. Liao, S. H., & Wu, C. chuan. (2010). System perspective of knowledge management, organizational learning, and organizational innovation. Expert Systems with Applications, 37(2), 1096–1103. https://doi.org/10.1016/j.eswa.2009.06.109
  52. Longman, K., Daniels, J., Bray, D. L., & Liddell, W. (2018). How organizational culture shapes women’s leadership experiences. Administrative Sciences, 8(2). https://doi.org/10.3390/admsci8020008
  53. McKay, K., Kuntz, J. R. C., & Näswall, K. (2013). The effect of affective commitment, communication and participation on resistance to change: The role of change readiness. In New Zealand Journal of Psychology (Vol. 42, Issue 2, pp. 29–40). psychology.org.nz. https://www.psychology.org.nz/journal-archive/Kuntz1.pdf
  54. Meyer, J. P., Srinivas, E. S., Lal, J. B., & Topolnytsky, L. (2007). Employee commitment and support for an organizational change: Test of the three-component model in two cultures. Journal of Occupational and Organizational Psychology, 80(2), 185–211. https://doi.org/10.1348/096317906X118685
  55. Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The War for Talent. Harvard Business School Press.
  56. Miller, J. M. D. J., McCartney, C., & Baron, A. (2010). Shaping the Future: Exploring the drivers and derailers of sustainable organisation performance.
  57. Miller, V. D., Johnson, J. R., & Grau, J. (1994). Antecedents to willingness to participate in a planned organizational change.
  58. Mitchell, R., Boyle, B., Parker, V., Giles, M., Chiang, V., & Joyce, P. (2015). Managing inclusiveness and diversity in teams: How leader inclusiveness affects performance through status and team identity. Human Resource Management, 54(2), 217–239. https://doi.org/10.1002/hrm.21658
  59. Moreno-Gómez, J., Lafuente, E., & Vaillant, Y. (2018). Gender diversity in the board, women’s leadership and business performance. In Gender in Management (Vol. 33, Issue 2, pp. 104–122). emerald.com. https://doi.org/10.1108/GM-05-2017-0058
  60. Nembhard, I. M., & Edmondson, A. C. (2006). Making it safe: The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams. Journal of Organizational Behavior, 27(7), 941–966. https://doi.org/10.1002/job.413
  61. Nonaka, I. (1994). A dynamic theory of organizational knowledge creation. Organization Science, 5(1), 14–37.
  62. Oltra, V., & Vivas-López, S. (2013). Boosting organizational learning through team-based talent management: What is the evidence from large Spanish firms? International Journal of Human Resource Management, 24(9), 1853–1871. https://doi.org/10.1080/09585192.2013.777540
  63. Oreg, S., & Sverdlik, N. (2011). Ambivalence Toward Imposed Change: The Conflict Between Dispositional Resistance to Change and the Orientation Toward the Change Agent. Journal of Applied Psychology, 96(2), 337–349. https://doi.org/10.1037/a0021100
  64. Pariyanti, E., Adawiyah, W. R., & Wulandari, S. Z. (2023). We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia. Journal of Applied Research in Higher Education, 15(4), 988–1010. https://doi.org/10.1108/JARHE-04-2022-0118
  65. Pettigrew, A. M., Woodman, R. W., & Cameron, K. S. (2001). Studying Organizational Change and Development: Challenges for Future Research. Academy of Management Journal, 44(4), 697–713. https://doi.org/10.5465/3069411
  66. Pieterse, J. H., Caniëls, M. C. J., & Homan, T. (2012). Professional discourses and resistance to change. Journal of Organizational Change Management, 25(6), 798–818. https://doi.org/10.1108/09534811211280573
  67. Player, A., de Moura, G. R., Leite, A. C., Abrams, D., & Tresh, F. (2019). Overlooked leadership potential: The preference for leadership potential in job candidates who are men vs. women. In Frontiers in Psychology (Vol. 10, Issue MAR). frontiersin.org. https://doi.org/10.3389/fpsyg.2019.00755
  68. Rafferty, A. E., Jimmieson, N. L., & Armenakis, A. A. (2013a). Change Readiness: A Multilevel Review. Journal of Management, 39(1), 110–135. https://doi.org/10.1177/0149206312457417
  69. Rafferty, A. E., Jimmieson, N. L., & Armenakis, A. A. (2013b). Change Readiness: A Multilevel Review. Journal of Management, 39(1), 110–135. https://doi.org/10.1177/0149206312457417
  70. Razali, R., Arifin, M. A., Shafie, L. A., Azizan, F. L., & Ishak, M. A. M. (2024). Mapping the landscape of talent management research in higher education: a bibliometric analysis. Cogent Business and Management, 11(1), 2298300. https://doi.org/10.1080/23311975.2023.2298300
  71. Rusly, F. H., Corner, J. L., & Sun, P. (2012). Positioning change readiness in knowledge management research. Journal of Knowledge Management, 16(2), 329–355. https://doi.org/10.1108/13673271211218906
  72. Russell, C., & Bennett, N. (2015). Big data and talent management: Using hard data to make the soft stuff easy. Business Horizons, 58(3), 237–242. https://doi.org/10.1016/j.bushor.2014.08.001
  73. Şahin, F., Gürbüz, S., & Şeşen, H. (2017). Leaders’ managerial assumptions and transformational leadership: the moderating role of gender. In Leadership and Organization Development Journal (Vol. 38, Issue 1, pp. 105–125). emerald.com. https://doi.org/10.1108/LODJ-11-2015-0239
  74. Saleem, S., Rasheed, M. I., Malik, M., & Okumus, F. (2021). Employee-fit and turnover intentions: The role of job engagement and psychological contract violation in the hospitality industry. Journal of Hospitality and Tourism Management, 49(September), 385–395. https://doi.org/10.1016/j.jhtm.2021.10.009
  75. Sanchez-Burks, J., & Huy, Q. N. (2009). Emotional aperture and strategic change: The accurate recognition of collective emotions. Organization Science, 20(1), 22–34. https://doi.org/10.1287/orsc.1070.0347
  76. Savickas, M. L., & Porfeli, E. J. (2012). Career Adapt-Abilities Scale: Construction, reliability, and measurement equivalence across 13 countries. Journal of Vocational Behavior, 80(3), 661–673. https://doi.org/10.1016/j.jvb.2012.01.011
  77. Schuler, R. S., & Tarique, I. (2012). Global talent management: Theoretical perspectives, systems, and challenges. Handbook of Research in International Human Resource Management, Second Edition, 205–219. https://doi.org/10.4337/9781849809191.00017
  78. Sharipov, F. F., Krotenko, T. Y., & Dyakonova, M. A. (2021). Talent Management: Needs and Prospects for Business Development in the Digital Economy. Lecture Notes in Networks and Systems, 161 LNNS, 514–518. https://doi.org/10.1007/978-3-030-60926-9_65
  79. Sivathanu, B., & Pillai, R. (2019). Leveraging technology for talent management: Foresight for organizational performance. International Journal of Sociotechnology and Knowledge Development, 11(2), 16–30. https://doi.org/10.4018/IJSKD.2019040102
  80. Sivathanu, B., & Pillai, R. (2020). Technology and talent analytics for talent management – a game changer for organizational performance. International Journal of Organizational Analysis, 28(2), 457–473. https://doi.org/10.1108/IJOA-01-2019-1634
  81. Stevens, G. W. (2013). Toward a Process-Based Approach of Conceptualizing Change Readiness. Journal of Applied Behavioral Science, 49(3), 333–360. https://doi.org/10.1177/0021886313475479
  82. Swailes, S. (2013). The ethics of talent management. Business Ethics, 22(1), 32–46. https://doi.org/10.1111/beer.12007
  83. Szymanska, I. I., & Rubin, B. A. (2018). Gender and relationship differences in the perceptions of male and female leadership. Gender in Management, 33(4), 254–281. https://doi.org/10.1108/GM-06-2016-0127
  84. Tansley, C. (2011). What do we mean by the term “talent” in talent management? Industrial and Commercial Training, 43(5), 266–274. https://doi.org/10.1108/00197851111145853
  85. Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122–133. https://doi.org/10.1016/j.jwb.2009.09.019
  86. Thomas, R., & Hardy, C. (2011). Reframing resistance to organizational change. Scandinavian Journal of Management, 27(3), 322–331. https://doi.org/10.1016/j.scaman.2011.05.004
  87. Vaiman, V., Scullion, H., & Collings, D. (2012). Talent management decision making. Management Decision, 50(5), 925–941. https://doi.org/10.1108/00251741211227663
  88. Vakola, M., & Nikolaou, I. (2005). Attitudes towards organizational change: What is the role of employees’ stress and commitment? Employee Relations, 27(2), 160–174. https://doi.org/10.1108/01425450510572685
  89. Van den Heuvel, M., Demerouti, E., Bakker, A. B., & Schaufeli, W. B. (2013). Adapting to change: The value of change information and meaning-making. Journal of Vocational Behavior, 83(1), 11–21. https://doi.org/10.1016/j.jvb.2013.02.004
  90. Van Den Heuvel, M., Demerouti, E., Schreurs, B. H. j., Bakker, A. B., & Schaufeli, W. B. (2009). Does meaning-making help during organizational change?: Development and validation of a new scale. Career Development International, 14(6), 508–533. https://doi.org/10.1108/13620430910997277
  91. Van der Voet, J., Kuipers, B. S., & Groeneveld, S. (2016). Implementing Change in Public Organizations: The relationship between leadership and affective commitment to change in a public sector context. Public Management Review, 18(6), 842–865. https://doi.org/10.1080/14719037.2015.1045020
  92. Van Leeuwen, E., Van Knippenberg, D., & Ellemers, N. (2003). Continuing and changing group identities: The effects of merging on social identification and ingroup bias. Personality and Social Psychology Bulletin, 29(6), 679–690. https://doi.org/10.1177/0146167203029006001
  93. Vance, C. M., Chow, I. H. S., Paik, Y., & Shin, K. Y. (2013). Analysis of Korean expatriate congruence with Chinese labor perceptions on training method importance: Implications for global talent management. International Journal of Human Resource Management, 24(5), 985–1005. https://doi.org/10.1080/09585192.2012.743475
  94. Volberda, H. W., Van Den Bosch, F. A. J., & Mihalache, O. R. (2014). Advancing management innovation: Synthesizing processes, levels of analysis, and change agents. Organization Studies, 35(9), 1245–1264. https://doi.org/10.1177/0170840614546155
  95. Waddock, S., Meszoely, G. M., Waddell, S., & Dentoni, D. (2015). The complexity of wicked problems in large scale change. Journal of Organizational Change Management, 28(6), 993–1012. https://doi.org/10.1108/JOCM-08-2014-0146
  96. Weber, P. S., & Weber, J. E. (2001). Changes in employee perceptions during organizational change. Leadership & Organization Development Journal, 22(6), 291–300. https://doi.org/10.1108/01437730110403222
  97. Whelan-Berry, K. S., Gordon, J. R., & Hinings, C. R. (Bob. (2003). Strengthening Organizational Change Processes. The Journal of Applied Behavioral Science, 39(2), 186–207. https://doi.org/10.1177/0021886303256270
  98. Widodo, W., & Mawarto, M. (2020). Investigating the role of innovative behavior in mediating the effect of transformational leadership and talent management on performance. Management Science Letters, 10(10), 2175–2182. https://doi.org/10.5267/j.msl.2020.3.018
  99. Williamson, D. (2011). Talent management in the new business world: How organizations can create the future and not be consumed by it. Human Resource Management International Digest, 19(6), 33–36. https://doi.org/10.1108/09670731111163518