The aim of this paper is twofold, i.e. first to explore the ethical ambiguity arising out of exclusive approach to talent management practices and second to take into consideration the employees’ reaction of such practices. Workforce discrimination or segmentation may be feasible from the point of view of cost-benefit, but it imposes serious implications on the fairness perceived by employees. The paper involves extensive use of existing literature which comprises of journals, books, published reports, articles, etc. from various sources that are critical to the subject of study. The literature is selected based on the availability, language (English), accessibility and relevancy to the topic. The extensive review of literature postulates the violation of the stakeholder theory, equity theory and organisational justice theory in practising exclusive approach of talent management. Ethics and fairness play a major role in influencing the affective, behavioural and cognitive responses of an individual. As a result, talented employees may feel overburdened by the responsibility given to them, and non-talented employees may disassociate themselves from the additional work. Therefore, overall consequence may result to net negative reactions of exclusive talent management practice. Moreover, the role of perceived organisational justice and support cannot be undermined in studying the relationship between exclusive talent management and attitude of employees. This paper is based on certain literature from a limited database. Exhaustive literature review would lead to more concrete perspectives about ethical consideration and subsequently employees’ reaction. Analysing the consequences of employee’s reaction arising from the exclusive talent management practices will highlight the need for change in the direction towards inclusive approach and implement better practices for the good of all employees. This indeed will outline the efficient mechanism to manage talent.

中文翻译：

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独家人才管理及其后果：文献综述

本文的目的是双重的，即首先探讨由人才管理实践的专有方法引起的道德歧义，其次考虑到员工对这种实践的反应。从成本效益的角度来看，劳动力歧视或细分可能是可行的，但它对员工认为的公平性产生了严重影响。该论文涉及广泛使用现有文献，包括对研究主题至关重要的各种来源的期刊，书籍，出版的报告，文章等。根据可用性，语言（英语），可访问性和与该主题的相关性来选择文献。对文献的广泛审查提出了违反利益相关者理论的假设，公平理论和组织正义理论在实践人才管理的排他性方法中的应用。道德和公平在影响个人的情感，行为和认知反应中起着重要作用。结果，才华横溢的员工可能会感到对自己承担的责任不堪重负，而非才华横溢的员工可能会使自己脱离额外的工作。因此，总体后果可能导致独家人才管理实践的净负面反应。此外，在研究独家人才管理与员工态度之间的关系时，不能削弱组织公正感和支持感的作用。本文基于有限数据库中的某些文献。详尽的文献回顾将导致有关道德考虑以及随后员工反应的更具体的观点。分析独家人才管理实践对员工反应的后果，将突出表明需要朝着包容性方法的方向转变，并为所有员工谋求更好的实践。这确实将概述管理人才的有效机制。