Article: Talent identification transparency: an alternative perspective Journal: European Journal of International Management (EJIM) 2019 Vol.13 No.1 pp.25 - 40 Abstract: Over the course of the last decade, talent management has attracted a great deal of attention in the academic literature. Even though the field has evolved, much scepticism continues to surround it, and many questions are still to be answered that may bridge existing gaps between science and practice. This article offers an alternative perspective on talent identification transparency, the practice of informing employees of their talent pool membership. In line with the social exchange perspective, we propose that even though the reactions of those employees who are identified as talent and informed of their talent pool membership seem to be positive, the negative reactions of employees who are either identified as talent and informed of their talent pool membership, and whose expectations are not as well met, or employees who are not identified as talent (which is arguably the majority of the employee population in most companies) may outweigh the positive. This article adds value to the existing research on talent management, promotes a dialogue, and encourages new directions in theoretical and empirical research within the field. We believe that a heightened understanding of 'the dark side' of talent identification transparency may help organisational decision makers in better executing their strategic talent initiatives. Inderscience Publishers - linking academia, business and industry through research

Title: Talent identification transparency: an alternative perspective

Authors: Violetta Khoreva; Vlad Vaiman; Edyta Kostanek

Addresses: Department of Management and Organization, Hanken School of Economics, Biblioteksgatan 16, PB 287, 65100 Vasa, Finland ' California Lutheran University, Hanson House 111, Thousand Oaks, CA 91360, USA ' School of Strategy and Leadership, Faculty of Business and Law, Coventry University, CV1 5FB Coventry, UK

Abstract: Over the course of the last decade, talent management has attracted a great deal of attention in the academic literature. Even though the field has evolved, much scepticism continues to surround it, and many questions are still to be answered that may bridge existing gaps between science and practice. This article offers an alternative perspective on talent identification transparency, the practice of informing employees of their talent pool membership. In line with the social exchange perspective, we propose that even though the reactions of those employees who are identified as talent and informed of their talent pool membership seem to be positive, the negative reactions of employees who are either identified as talent and informed of their talent pool membership, and whose expectations are not as well met, or employees who are not identified as talent (which is arguably the majority of the employee population in most companies) may outweigh the positive. This article adds value to the existing research on talent management, promotes a dialogue, and encourages new directions in theoretical and empirical research within the field. We believe that a heightened understanding of 'the dark side' of talent identification transparency may help organisational decision makers in better executing their strategic talent initiatives.

Keywords: talent management; talent identification; talent identification transparency; social exchange perspective; workforce differentiation.

DOI: 10.1504/EJIM.2019.096496

European Journal of International Management, 2019 Vol.13 No.1, pp.25 - 40

Received: 12 Jul 2016
Accepted: 19 Dec 2016
Published online: 05 Dec 2018 *

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Title: Talent identification transparency: an alternative perspective

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