Abstract

Talent Management (TM) is traditionally analyzed as a set of interrelated processes that firms use to develop their human capital in accordance with their needs. Turbulent environmental conditions are pushing TM to evolve in order to cope with change and uncertainty and is prompting talent managers to attempt to change the nature of TM. We investigate how talent managers are conducting this change through a framework based on social agency. We present exploratory research conducted on 20 companies in the aeronautics and space sectors, a set of industries facing turbulence. On the basis of 35 formal and 27 informal interviews, we outline three strategies being used by talent managers that are enabling TM to evolve: selection, negotiation, and exploration strategies. Our research reveals that TM is a flexible construct within companies facing turbulence, which gives TM a role as a method of planning and a vehicle for change.

摘要

人才管理 (TM) 传统上被分析为一组相互关联的过程，公司根据其需求来开发其人力资本。动荡的环境条件正在推动 TM 发展以应对变化和不确定性，并促使人才管理者尝试改变 TM 的性质。我们调查人才经理如何通过基于社会代理的框架进行这种变革。我们介绍了对航空航天领域的 20 家公司进行的探索性研究，这些公司是一组面临动荡的行业。在 35 次正式访谈和 27 次非正式访谈的基础上，我们概述了人才经理正在使用的三种策略，这些策略使 TM 得以发展：选择、谈判和探索策略。