Strategic Talent Management

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Kwantlen Polytechnic University
School of Business
Assignment #1
«Research Summary»
Talent Management
HRMT 5170 (P50)
Prepared by
Name: Vandana Narwal
Student ID: 100422913
Submitted on:
01/24/2023
© 2023

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Table of Contents
Introduction............................................................................................................................................3
Strategic talent management: A review and research agenda ................................................................3
Strategy-Driven Talent Management: A Leadership Imperative..............................................................4
Strategic talent management – contemporary issues in international context .......................................5
Strategic talent management. A Macro and Micro Analysis of Current Issues in Hospitality and Tourism
................................................................................................................................................................6
Conclusion ..............................................................................................................................................7

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Introduction
This research assignment aims at researching peer-reviewed articles and journals to understand
the concept of strategic talent management. Different sources have provided varied information
and knowledge about theoretical and academic models related to the concept that will be
summarized in the following paragraphs.
Strategic talent management: A review and research agenda
The research article “Strategic talent management: A review and research agenda” aims at
discussing the conceptual boundaries of the term strategic talent management. The authors
believe that the concept of talent management in the corporate world is still less reviewed and
needs more advancement in the immediate future to grow to its full potential. The theoretical
definition suggested by the authors states that it involves all the activities and processes that aid
in discovering the most specific job positions in the organization that contribute to its business
model, competitive advantage, and user-end experience. Along with it, a 4-step model for
strategic talent management has been illustrated that includes identifying pivotal talent positions,
developing of a talent pool, creating a unique HR architecture, and lastly getting a range of
outcomes.
The article resonated with me because of its highly detailed conceptual models. The authors have
used definitions and concepts from various other scholars to primarily define the shortcomings of
the present situation of talent management definition. Secondly, the theoretical model proposed
by the authors for strategic talent management includes a positive impact on mediating variables
like employee retention and turnover. I think these are important aspects to retain talent in any
organization and thus need to be considered significantly. I would like to be a part of a work

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culture where organizational commitment toward employee performance and interpersonal
relationships are important.
Article: Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and
research agenda. Human Resource Management Review, 19(4), 304–313.
https://doi.org/10.1016/j.hrmr.2009.04.001
Strategy-Driven Talent Management: A Leadership Imperative
In the first chapter “Strategic Talent Management Matters”, the authors Silzer and Dowell have
emphasized the importance of implementing talent management practices in any organization. It
is argued that any business succeeds or fails based on certain factors like capital management,
leadership, strategy making, etc., similarly talent management is one such factor that is equally
perennial for determining a company’s success. “Financial resources may be the lifeblood of a
company, but human resources are the brains” (Silzer & Dowell, 2009). These words summarize
the focus of the chapter in essence. Apart from discussing the need to inculcate talent
management, the various issues and challenges faced by companies in implementing such
practices like design issues, executive challenges, and the privacy of information, etc. are also
discussed in the chapter.
I think the authors have explained the concept of talent and talent roles in the chapter very
smartly. Firstly, the need of having strategic talent management is discussed and then the concept
is explained. The main information that I got to learn from this article is the challenges and
various talent roles associated with an organization. The authors have specified various issues
like how much information can be openly shared, who should lead – executive or leader,
execution issues related to model design and many more. Also, the responsibilities of each talent

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role like CEO, line manager, individual employees, executives, etc. are also mentioned
separately.
Silzer, R., & Dowell, B. E. (2009). Strategy-Driven Talent Management: A Leadership
Imperative. Wiley.
Strategic talent management – contemporary issues in international
context
In the article “Strategic talent management – contemporary issues in international context”, the
authors have specified the different perspectives towards Strategic Talent management from
people in the internal corporate world like CEOs, managers, executives, and HR. different
approaches have been discussed for instance, the Resource-based view suggests that talent
cannot be bought and only built and this can be done by moving talented managers across
different departments so that a wide network of talented experts can be managed. Other than
RBV, the supply chain approach, employer branding, and globalizing the HR architecture
approaches have also been discussed in detail in the article.
This article proved to be quite informative in disclosing various approaches to strategic talent
management practices other than the conventional definition and model. These approaches from
the perspectives of internal stakeholders of the businesses have provided a bridge between theory
and practice as now I have learned more about global integration of local employees, workforce
differentiation, and multi-disciplinary actions for career management. I agree with most of the
practices and approaches defined in the article as the authors have explained the practical
implication precisely.

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Shet, S. V. (2019). Strategic talent management – contemporary issues in international context.
Human Resource Development International, 23(1), 98–102.
https://doi.org/10.1080/13678868.2019.1650324
Strategic talent management. A Macro and Micro Analysis of Current
Issues in Hospitality and Tourism
In the article, “Strategic talent management. A Macro and Micro Analysis of Current Issues in
Hospitality and Tourism”, the authors have emphasized the talent management analysis in a
specific sector, which is hospitality and tourism. The H&T sector has proved to be quite
demanding and challenging in maintaining talent and serving emerging clientele, trendy
lifestyles, and global customers. This highly economically contributing sector because of its
global labor services and seasonal workforce demands, needs to be studied extensively to fulfill
its talent requirements. Thus, the authors have recommended some specific solutions for talent
management practices in the H&T sector that can ensure high productivity and commitment
towards business goals, for instance, motivation and engagement activities, robust technology
integration in HR functions, etc.
I specifically read this article because understanding the implication of strategic talent
management in a particular sector and that too – hospitality and tourism proved to be very
practical. I learned about real-life challenges that this sector is facing in retaining talent like
illiteracy, low wages, poor quality working conditions, etc. The recommendations made by the
authors can prove to be highly effective if implemented accurately. This talent management can
result in a highly competitive advantage, hotel branding, and financial profits.

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Sheehan, M., Grant, K., & Garavan, T. (2018). Strategic talent management. A Macro and Micro
Analysis of Current Issues in Hospitality and Tourism, 10(1), 28–41.
https://doi.org/10.1108/whatt-10-2017-0062
Conclusion
This research assignment reviewed different articles that defined strategic talent management.
All the talent management practices like recruiting, training, orientation, engagement, etc. were
studied in different academic contexts and explored. Moreover, the importance of STM in
hospitality and tourism was reviewed specifically.