- The Oxford Handbook of Talent Management
- List of Figures
- List of Tables
- List of Contributors
- The Historical Context of Talent Management
- Star Performers
- Within-Person Variability in Performance
- The Potential for Leadership
- Managing Talent across Organizations: The Portability of Individual Performance
- Human Capital Resource Complementarities
- Talent and Teams
- Talent or Not: Employee Reactions to Talent Designations
- Virtual Teams: Utilizing Talent-Management Thinking to Assess What We Currently Know about Making Virtual Teams Successful
- Stars that Shimmer and Stars that Shine: How Information Overload Creates Significant Challenges for Star Employees
- Employer Branding and Talent Management
- Talent Intermediaries in Talent Acquisition
- Straight Talk About Selecting for Upper Management
- Managing talent Flows Through Internal and External Labor Markets
- Workforce Differentiation
- Succession Planning: Talent Management’s Forgotten, but Critical Tool
- Talent Development: Building Organizational Capability
- Talent and Turnover
- HR Metrics and Talent Analytics
- Talent Management in the Global Context
- Talent Management in the Public Sector: Managing Tensions and Dualities
- Talent Management in Emerging Economies
- Talent Management in Multinational Corporations
- Talent Management in Small- and Medium-Sized Enterprises
- Talent Management of Nonstandard Employees
- Integrating Talent and Diversity Management
- How is Technology Changing Talent Management?
Abstract and Keywords
Private and public sector organizations are confronted with intensifying competition for talent. Talent management in the public sector, however, is an underexplored field of research. The aim of this chapter is to define talent management in the public sector context by putting it in a public sector human resources management framework and linking it to public sector developments and tendencies. Thus, we apply a multidisciplinary approach to talent management, using insights from human resource management, public administration, and public management. First, we describe relevant public sector characteristics and developments. Then, we define talent management in the public sector context based on what is already know from previous research and the literature, and we discuss key issues, dualities, and tensions regarding talent management in the public sector. Finally, we suggest a future agenda for talent-management research in public sector contexts and present some implications for practitioners.
Paul Boselie, PhD, MSc, is a professor and research director in the Utrecht School of Governance at Utrecht University, The Netherlands. His research traverses human resource management, institutionalism, strategic management, and industrial relations. He currently focuses on public-value creation, employer engagement, health care management, professional performance, and talent management. Paul’s teaching involves bachelor, master, PhD, and executive education. He is a member of the Editorial Board of the Journal of Management Studies and Human Resource Management Journal, and he is an associate editor of the International Journal of Human Resource Management. His 2010 and 2014 textbook, Strategic HRM—A Balanced Approach, is popular in bachelor and master programs.
Marian Thunnissen, PhD, has more than twenty years of experience as a researcher and consultant in the field of Human Resource Management (HRM). Since 2016, she has worked as a professor at Fontys University of Applied Sciences in Eindhoven, The Netherlands. Her main research concentrates on talent management, employability, and HRM, with a particular interest in talent-management issues in public sector organizations and (Dutch) higher education institutes. Her work has been published in the International Journal of HRM, Human Resource Management Review, and Employee Relations, among others. Thunnissen wants to make a positive contribution to knowledge transfer between scholars in the academic fields of HRM and talent management and practitioners. She is an associate editor of the Dutch Journal of HRM.
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