The purpose of this paper is to investigate the evolving patterns and challenges of talent management (TM) in the emerging markets of Russia and Kazakhstan from the employer perspective. Increasing the understanding of how TM is recognized from the employer perspective may better equip us to address how to effectively manage and lead the available talents in these and other emerging markets.,The authors conducted a qualitative study comprising 50 semi-structured interviews, with 37 business leaders from Russian subsidiaries, and 13 from Kazakh subsidiaries, in all cases of Nordic Multinational enterprises (MNEs).,The study supports the object approach to TM in the emerging markets of Russia and Kazakhstan. The authors reveal that the exclusive and developable talent philosophy is predominant in these emerging markets, where TM faces the challenges of fierce competition for talents and an insufficient supply, so business leaders tend to be reluctant to inform employees of their talent pool membership. The results demonstrate that MNEs do not act independently of context, thus supporting calls for consideration of the local institutional context.,TM is still a somewhat novel idea in many emerging economies, and challenges related to managing talents are believed to be far more complex in such settings. Furthermore, to the best of authors’ knowledge, no studies have investigated the notion of talent and TM conceptualization in the emerging markets from an employer perspective.

中文翻译：

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俄罗斯和哈萨克斯坦不断发展的人才管理模式和挑战

本文的目的是从雇主的角度研究俄罗斯和哈萨克斯坦新兴市场中人才管理（TM）的发展模式和挑战。从雇主的角度出发，越来越了解TM是如何被认可的，这也许可以使我们更好地解决如何有效管理和领导这些及其他新兴市场中可用人才的问题。作者进行了定性研究，包括50个半结构化面试和37个面试。在北欧跨国企业（MNEs）的所有案例中，俄罗斯子公司的业务负责人以及哈萨克斯坦子公司的13名业务领导。作者发现，在这些新兴市场中，独有且可发展的人才理念占主导地位，TM面临着激烈的人才竞争和供应不足的挑战，因此企业领导者往往不愿告知员工其人才库的成员资格。结果表明，跨国公司并非独立于背景行动，因此支持考虑当地机构背景的呼吁。在许多新兴经济体，TM仍然是一个有点新颖的想法，与人才管理相关的挑战被认为要复杂得多。这样的设置。此外，据作者所知，还没有研究从雇主的角度研究新兴市场中人才和TM概念化的概念。结果表明，跨国公司并非独立于背景行动，因此支持考虑当地机构背景的呼吁。在许多新兴经济体，TM仍然是一个有点新颖的想法，与人才管理相关的挑战被认为要复杂得多。这样的设置。此外，据作者所知，还没有研究从雇主的角度研究新兴市场中人才和TM概念化的概念。结果表明，跨国公司并非独立于背景行动，因此支持考虑当地机构背景的呼吁。在许多新兴经济体，TM仍然是一个有点新颖的想法，与人才管理相关的挑战被认为要复杂得多。这样的设置。此外，据作者所知，还没有研究从雇主的角度研究新兴市场中人才和TM概念化的概念。