Rethinking Talent Management for Sustainable Organizations
A special issue of Administrative Sciences (ISSN 2076-3387).
Deadline for manuscript submissions: 31 December 2026 | Viewed by 3834
Special Issue Editor
Special Issue Information
Dear Colleagues,
As technologies continue to transform the workplace, more human resource (HR) functions are outsourced to vendors. Talent acquisition, once done in-house, is now the largest HR function outsourced to vendors in terms of business revenue at USD 751 billion (Cappelli & Schwartz, 2024). According to the Society for Human Resource Management’s Talent Access Benchmarking report, 77% of job vacancies were filled externally in 2021 (Society for Human Resource Management, 2022). Coupled with the decline in organizations’ investment in employee training and development since the COVID-19 pandemic, talent management has become increasingly difficult when employers outsource their talent acquisition and performance management.
Against the above industry backdrop, the definition of “talent” remains less than well understood and investigated in human resource (HR) management and organizational research (Vardi & Collings, 2023). Talent, as a construct, has been conceptualized differently (e.g., high potential, stars, talent), each with its own dimensions and outcome prediction. In addition, talent means different things to different stakeholders (McDonnell et al., 2023), types of organization (public vs. private), and work arrangement (regular employees vs. leased/non-employees), offering research opportunities to rethink talent and understand the various perspectives of talent within organizations (Vardi & Collings, 2023), as well as across multiple-employer organizations. We invite researchers to join us in publishing research examining talent from multiple stakeholder’s perspectives, utilizing diverse arrays of research methods. We welcome studies that are interdisciplinary on improving our knowledge and theories of talent management, as well as its construct measurement, to contribute to sustainable human resource management.
We suggest that, prior to submitting a manuscript, interested authors initially submit a proposed title and an abstract of 200–500 words summarizing their intended contribution. Please send this proposal to the Assistant Editor Ms. Zoya Zhang (zoya.zhang@mdpi.com). Abstracts will be reviewed by the Guest Editor for the purposes of ensuring proper fit within the scope of the Special Issue.
References
Cappelli, P., & Schwartz, S. (2024). The rise of the human capital industry and its implications for research. Human Resource Management, 63(1), 107–120.
McDonnell, A., Skuza, A., Jooss, S., & Scullion, H. (2023). Tensions in talent identification: A multi-stakeholder perspective. The International Journal of Human Resource Management, 34, 1132-1156.
Society for Human Resource Management Talent Access Benchmark Report. Retrieved from https://www.shrm.org/content/dam/en/shrm/research/benchmarking/Talent%20Access%20Report-TOTAL.pdf on January 9th 2025.
Vardi, S., & Collings, D. G. (2023). What’s in a name? Talent: A review and research agenda. Human Resource Management Journal, 33, 660–682.
Prof. Dr. Nhung T. Hendy
Guest Editor
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Keywords
- talent
- talent acquisition
- talent identification
- talent management
- human capital management
- human capital theory
- paradox theory
- competencies
- human capital industry
- global talent management
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