Olga Mondrus PhD Thesis summary 241018 final (1138517)
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National Research University Higher School of EconomicsAs a manuscriptOlga MondrusTalent management system in Russian IT companiesPhD Dissertation Summary for the purpose of obtainingPhilosophy Doctor in Management HSEAcademic Supervisor:Vera Kabalina, Candidate of ScienceMoscow, 201821.General characteristics of thesis researchThe relevance of researchAt the present day, high-tech companies work in the context of tough competition for workers,not only at the local level (Russian context) but also global (world) level. That is why the tasks ofattracting, developing, retaining key employees, which company managers regard as talents, areserious challenges. The complexity of the challenges becomes even more obvious in an unstableeconomy, situations of uncertainty for business, rapidly growing demographic problems, increasedopportunities for specialists to find work through social networks, labor migration, etc.
As noted in(Collings D.G., Scullion H., Vaiman V.), decision-making in the talent management and its qualitydepend on the context in conjunction with the development of a comprehensive framework whichreflects the complex set of environmental factors that affect talent management. From the point ofpractical applications, this means that the talent management approach should be systemic, and shouldrepresent a solid part of a coherent system, but nonetheless flexible, in order to work in a rapidlychanging environment and meet business needs.The rapid growth of the publications on talent management subject over the past 10 years,including the growing interest of Russian scientists, has not diminish the problem of creating asubstantial theoretical base in the field of talent management.
The solid theoretical background wouldhelp the scientists and practitioners develop a theoretical model, based on which it would be possibleto reflect the talent management system in Russian companies in general, and in Russian ITcompanies, in particular. The scientific literature on personnel management / human resources mainlydescribes the separate technologies, instruments and practices in the field of talent management.Insufficient empirical base of qualitative and quantitative research does not improve the situation indefining the boundaries of the talent management system and identifying any significant factors inorganisations in general and in organisations in the information technology industry that affect theireconomic success.Until recently, a universalistic approach prevailed in the study of talent management,suggesting that there is a single system that needs to be reproduced in all companies, regardless ofcountry of origin and industry, and other characteristics.
The problem of heterogeneity of talentmanagement per se was not posed. Only with the development of research reflecting the nationalspecifics of working with talented employees, and the ensuing discussion about the lack of informationon talent management outside large companies, there was a request to take into account specificprerequisites and factors that determine the specific manifestations of the talent management system indifferent environmental conditions. The initial assumption of the thesis research was the assumptionthat the industry as a type of economic activity can serve as a basis for the formation of a specific3talent management system with respect to other sectors, common features of which are manifested inIT companies. In turn, descending from the meso-level (sectoral level) to the micro level(organisational level), you can find various configurations of the sectoral talent management system,since this level is affected by additional factors of the internal environment of the company.Chosen as a focus of research, the information technology industry is of particular interest fromthe point of studying the talent management system.
In this industry, talented employees as carriers ofunique knowledge, are the main source of competitive advantages, and therefore IT companies areinterested in attracting and retaining the best specialists in their field. The attention to talentedemployees who demonstrate a high level of performance, thus being important for a company’sperformance, is reinforced by the fact that the share of staff costs in operating expenses is very high.The fact that IT companies represent one of the fastest growing branches of the economy correlateswith the problem of fast obsolescence of knowledge and skills of employees that requires constantattention.
The length of the production cycle, which varies from a few weeks to several years, alsoleaves a peculiar mark on talent management practices. In this industry, there is a global labor marketdue to low country barriers for the transfer of knowledge and migration of their carriers. And RussianIT companies are becoming participants in this market, which is a source of serious challenges for thetalent management system. The relevance of studying of the talent management system in Russian ITcompanies is also determined by its role in digital transformation of business. In this regard, it can beassumed that some talent management practices that are formed in the IT industry will be transferredto other companies of other industries.
A peculiarity of Russian IT companies also includes a shorthistorical past. Many of them were created by entrepreneurs as private companies, since the mid1990s, which influences the formation of a special organisational environment and culture. Therefore,they are not burdened by the historical heritage frequently mentioned by researchers.
The diversecontext of talent management in the information technology industry mentioned above, as well as thestate of the scientific and theoretical basis in this field, stipulate the relevance of the research onfinding and systematising scientific information on talent management in Russian IT companies.Identification of factors that influence the formation of talent management system that let companiesattract and develop, as well as to curtail the risks of loss of employees who are strategically importantresources for the company are also the integral part of the current research.Thus, the topic of talent management in a certain context is relevant both from a theoreticalpoint of view, taking into consideration the wide field of unaffected by science issues related to thecontextualisation of talent management, and from the point of practical application, given the lack ofempirical studies of the functioning of the talent management system.
Therefore, the topic of talentmanagement in a certain context is relevant both from a theoretical point of view, and from the point4of practical application, given the wide field of unaffected issues related to the contextualisation oftalent management, and the lack of empirical studies of the talent management system functioning.The degree of the scientific development of the problemOver the past two decades, the problem of talent management has attracted the attention of asignificant number of researchers and has been reflected in foreign scientific literature. Scientists haveattempted to systematise various definitions of talent for business, talent management trends.
Theadvantages and disadvantages of managing the talent pool are analysed, which is the most commonapproach to managing talented employees. On the basis of qualitative research, “best practices” aredemonstrated based on the cases of the world's leading companies, including IT companies.These results give cause for the theoretical outline of the boundaries of the research object – thetalent management system (TMS), which includes elements such as philosophy (Meyers K.E., vanWoerkom M.) and strategy, and practices, such as attracting, selecting, developing and retaining oftalents, and determine the subject of the thesis research. The content of the subject of the study isformed by those scientific problems that relate to the foundations of the most prevailing interpretationof the “talent” term, and the factors affecting the TMS.
In addition to external and internaloranisational factors that are traditionally considered in the frame of contingency theory (WoodwardJ.), the importance of historical, cultural (Holden N., Vaiman V.) and ethical (Swailes S.) factors arementioned. The foreign literature analysis makes it possible to single out the development of threemain directions in building a talent management system based on a different understanding of talentfor business: talents are leaders (Axelrod B., Björkman I., Dries N., Ehrnrooth M., Handfield-Jones H.,Mäkelä K., Michaels E., Smale A., Sumelius J., Swailes S.); talents are high-potential and / or highperformance employees (Dries N., Kim Y., Penaloza P., Rothwell W.J., Williams R.); talents are allemployees of the company (Downs Y., Dries N., Orr K., Swailes S.).At the moment, contextualisation is one of the important components in the research on talentmanagement especially in those industries of the economy and countries that are not sufficientlycovered in the scientific literature, but the demand for a contextual approach developed in the worldcommunity of scientists has so far received a rather small response.
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