Olga Mondrus PhD Thesis summary 241018 final (1138517), страница 4
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It was confirmed that the industry as a type of economicactivity may be a factor in the differentiation of talent management in companies within one country.Practical significanceThe developed model of a talent management system can be used in the preparation andimplementation of talent management programs by organisations.
Using the results obtained, it ispossible to determine the main characteristics of a talent management system in IT companies, providea diagnostic procedures of the current state of the talent management system, develop a strategy fordeveloping talents and practices that need to be applied to perform a systematic approach to managingtalents in an organisation.The course “Talent Management in Organizations” is developed on the basis of the thesisresearch, which is included in the working curriculum of the bachelor’s study program BusinessManagement at the School of Business and Business Administration of the Faculty of Business andManagement of the Federal State Autonomous Educational Institution of Higher Education “NationalResearch University “Higher School of Economics”.A set of lectures and master classes developed in the course of the thesis research can beincluded in thematic plans of such disciplines as Human Resource Management, OrganizationalBehavior, Organization Theory, Organizational Conflict Management, and Business Ethics.Approbation of the research results and degree of reliability of the research resultsDegree of reliability of the research resultsThe reliability and validity of the results of the thesis research are achieved by a criticalanalysis of a wide range of scientific literature on the topic of talent management, as well as scientificliterature from related scientific fields; careful elaboration of the strategy and a justified choice ofmethodology, methods and tools of theoretical and empirical research, as well as working with thedatabase of empirical research, observing all stages and procedures of statistical data analysis.
Thedegree of reliability can be determined as high, based on the results of approbation and verification ofthe results of qualitative research on the basis of quantitative data collected independently on theauthor of the thesis research. Also, the author’s participation in a wide range of Russian and foreignconferences and seminars, published papers in Russian peer-reviewed scientific journals andsymposium of scientific papers, including those recommended by the Higher Attestation Commissionof the Ministry of Science and Higher Education of Russia, are an evidence of reliability of theresearch results.Approbation of the research resultsThe results of the thesis research have been repeatedly reported and discussed at Russian andinternational scientific conferences and seminars, extended meetings of the Human Resources12Management Department of the Federal State Autonomous Educational Institution of HigherEducation “National Research University “Higher School of Economics”.2.Arguments of the thesis research to be defended1.
The interpretations of the notion “talent in business” existing in scientific literature andapproaches to talent management, presented as dichotomous categories based on a universalapproach, cannot serve as a basis for development of a talent management system in companies.Dilemmas, considered as loci for the choice of managerial decisions are solved on the basis oftaking into account the specific conditions applicable to different categories of talents. Thegeneral theoretical model of a talent management system is developed. It includes talentmanagement system elements and their interconnection, as well as interaction with factors ofindividual, organisational, sectoral, national and global levels.
The model gives grounds forapplying a systematic and contextual approach to talent management in an organisation.The stages of the theoretical background development on talent management in the scientificliterature over the past 20 years can be characterised by the shift from attempts to find a universaldefinition of talent in business and to identify benchmarks among companies that successfully applytalent management, to the contextualisation of talent management.
The contextualisation stipulates theconditions in which not only the talent definition itself of each particular organisation is developed, butalso a talent management system and its particular practices are functioning. At the time of the changein the approach to talent management, a number of authors raised the issues of contradiction, both thedefinition of talent and the system formed for their management. The author of the thesis researchshows the inconsistency of attempts to find a universal approach to the notion of talent in business, aswell as to the talent management system.
An approach to the definition of identified dichotomouscategories is proposed, not as opposed concepts but as loci, and the method for the formation of atalent management strategy through the selection of loci is presented, as well as the possibility ofcombining them for different groups of talents in one organisation, taking into account the factors ofthe environment in which the organisation operates (Figure 1).13Global factorsLocus of source“internal-external”AttractionAssessmentIndividual factorstalentNational factorsFigure 1 – Talent management model based on loci.The source: developed by the author, based on [Mondrus, 2016].Thus, the author emphasises the necessity to take into account the context not so much of thecountry, but of the global context, sectoral, organisational conditions and individual level factors that,when put together, form a unique configuration of talent management system in a particularorganisation.Analysis of existing sources of scientific literature on the basis of three scientific databases,such as Scopus, Web of Science (WoS) and the Russian Scientific Citation Index (RSCI), showed thatthe scientific field of talent management received a notable reflection in the literature only after 2000(Figure 2).
Based on the analysis of the literature, the author of the thesis research identifies 64 articlesfor the content analysis of fragments of the text of papers with characteristics of talent managementfactors, which indicate the existence of connections between them, and discuss the impact of thesefactors on both the talent management system and separate talent management practices.14160Scopus140Web of ScienceElibrary124Number of papers12012810298838059603640013310910020143 14013500 3 1 10 0 02 3 0 28181 4 058629455758376109 81697157565438256712182351132000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018Year of publicationFigure 2 – Dynamics of publications on talent management (2000–2018) 2Source: compiled by the author, based on [Kabalina, Mondrus, 2017].Based on the analysis of the literature, the author of the thesis identifies the main scientificpapers for carrying out content analysis of fragments of the text of articles with definitions of talent,characteristics of talent management factors, indicating the existence of links between them, discussingthe impact of these factors on both the talent management system and separate talent managementpractices.
As a result of the three-stage content analysis, 17 articles were identified that became thebasis for categorising and classifying the factors of individual, organisational, sectoral, national andglobal levels.The theoretical model of the TMS, formed as a result of this research (Figure 3), demonstratesthat the higher the level of factors is, the less opportunities to track the influence of these factors on thetalent management system and particular practices. For example, studies on global factors inconnection with the studies on global talent management contain assumptions about the origins anddirection of the impact of the factors on the talent management system, but do not provide empiricalevidence supporting these claims.
Turning to the level of national factors, one can detect the influenceof institutional and cultural factors on the talent management system. Sectoral factors, such as thelabor market situation and the nature of the work of sectoral professionals, influence the developmentof talent management practices [Kabalina, Mondrus, 2018]. It can also be noted that factors that havebeen identified as external have a greater impact on the strategic components and practices of2The data presented in Figure 2 was collected on 01.06.2018.15managing the “entry point” of talents in the company. With regard to the impact of the internalenvironment of the organisation, the susceptibility of the strategic level of the talent managementsystem (philosophy and the definition of talents) to the influence of a number of organisational factors,such as the company's strategy, the role of leaders and organisational culture.
The influence oforganisational culture and values on attracting, selecting, assessing and retaining talents was alsorevealed. Values of talents are also an important individual factor that influences the definition oftalent and all practices of talent management in the company [Kabalina, Mondrus, 217; Kabalina,Mondrus, 2018].Figure 3 – Theoretical model of TMS with environmental factorsSource: [Kabalina, Mondrus, 2017].2.The sectoral model of a talent management system reflects the general features ofthe talent management system characteristic of the IT industry, specifies the significant factorsof the context and the directions of their interaction with the talent management system andpoints out its differences in comparison with the generalised characteristics of the theoreticalmodel.Focusing on such a factor of the external context, as an industry, the author conducted aqualitative study in six leading companies of the Russian IT industry to identify the specific features ofthe sectoral context and its impact on the development of talent management in organisations.
Thecompanies in frame of the the thesis research can be divided into three of the four key segmentsidentified in the documents of the Russian government 3: companies that represent IT services, inStrategy for the development of the information technology sector in the Russian Federation for 2014–2020 and for thefuture until 2025”, 2013 [Electronic resource] access mode: [http: // minsvyaz.ru/ru/documents/4084] (appeal date –06/01/2018).316particular customised software development, design, implementation and testing of IS, consulting oninformatisation (two companies), developers of commercial software (two companies) and companiesengaged in remote processing and provision of information via the Internet (two companies).
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