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31 Oct, 2017
BRQ Special Issue on Talent Management - Extended deadline

Business Research Quarterly

Call for Papers for a Special Issue: Talent Management: Quo Vadis?


In answer to requests and various expressions of interest, the deadline of this call for papers has been extended as follows:

Submission deadline: October 31st, 2017.


Guest editors

Michael J Morley, University of Limerick, Ireland

Mireia Valverde, Universitat Rovira i Virgili, Spain

Elaine Farndale, Penn State University, USA / Tilburg University, The Netherlands



Potential Contributions:

Against the backdrop of these on-going debates, we invite manuscripts for this special issue which critically reflect on what has been accomplished in talent management. In adopting a more critical perspective, it is important to identify alternative approaches that can help us to understand the phenomena in question. In particular, we are interested in manuscripts that offer deeper insights on appropriate theoretical lenses that unearth the conceptual utility of talent management, along with empirical contributions that clarify and evaluate the operationalisation and the impact of talent management practices, processes and systems in a range of contexts and on different stakeholders. Potential questions that manuscripts for this special issue might address could include, but are not limited to, the following:

What is the conceptual utility of talent management and what is the evidence regarding the establishment of the boundaries of the phenomenon? Which theoretical lenses offer explanatory power in explicating the mechanisms governing talent management approaches and systems? How has the body of work on talent management furthered our understanding of the contemporary employment relationship at micro, meso and macro levels? What specifically does the adoption of talent management within the organizational setting entail and how has it been witnessed? How have constructs and research designs been employed to capture talent management practices and their consequences? What contextual exigencies shape talent management processes and preferred practices in different settings and locations? Does empirical work support practitioner claims about the value of talent management as a practice-led phenomenon? Does a globalised HR architecture distinguish the contribution of the talent management function and enhance alignment in talent management systems? What has empirically been established about the unintended consequences of talent management systems and how have they been resolved? Has the work on talent management served to advance previously generated insights from proximal fields such as strategic human resource planning and competency based management? To what extent have we captured different stakeholder perceptions and priorities in talent management? What is the cumulative evidence arising from evaluation studies with respect to the impact of the adoption of talent management on performance?

We are especially interested in critically reflective manuscripts which examine and test key assumptions inherent in the literature to-date. We are open to conceptual and empirical pieces and a range of methods that address these issues and evaluate the evidence base regarding the utility and value of the phenomenon, theoretically and practically.


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