Julija Avakumovic
Faculty of Economy, Subotica, Serbia 
DOI: https://doi.org/10.31410/eraz.2018.415

​ ​​ ​​

4th International Conference – ERAZ 2018 – KNOWLEDGE BASED SUSTAINABLE ECONOMIC DEVELOPMENT, Sofia- Bulgaria, June 7, 2018, CONFERENCE PROCEEDINGS published by: Association of Economists and Managers of the Balkans, Belgrade, Serbia;  Faculty of Business Studies, Mediterranean University – Podgorica, Montenegro; University of National and World Economy – Sofia, Bulgaria; Faculty of Commercial and Business Studies – Celje, Slovenia; Faculty of Applied Management, Economics and Finance – Belgrade, Serbia, ISBN 978-86-80194-12-7

Abstract

Today’s, terms “talent”, „talent management“ and “talent development”, many authors are consider like research in the field of human resource development, which undeniably gives emphasis to their inseparability.
Talent are the mix of innate and developed skills. Because that, the role of human resource managers in the development of human resources, have task to help individuals to identify their innate talents. Human resource managers should have to develop knowledge and skills based on identified needs and interests through the activities of human resource management. The talent of the individual has an impact on the development of their career. This paper work should show influence on the development of an academic career.  We cannot ignore the role and responsibility of human resource managers, even in development and retention in higher education institution like as organization.

Key words

talent, talent management, talent development, develop of academic career, human resource management, human resource development


References

  1. ​Balmer, J.M.T. (2012) Corporate brand management imperatives, Custodianship, credibility, and calibration. California Management Review, 54, 6–33.
  2. Bahtijarević-Šiber F. (2014) Strateški menadžment ljudskih potencijala, Školska knjiga, Zagreb
  3. Baron, A., Armstrong, M. (2015) Human Capital Management, Kogan page, London
  4. Biraghi, S., & Gambetti, R.C. (2015). Corporate branding: Where are we? A systematic communication-based inquiry, Journal of Marketing Communications, 21(4), 260–283.
  5. Cheese, P., Gartside, D., & Smith, D. (2009). Managing talent in uncertain times: Talent Management actions that help companies navigate a difficult economy.
  6. Davenport T, J Harris and J Shapiro (2010) Competing on talent analytics. Harvard Business Review 88(10), 53–58.
  7. Deem, R. (2001) Globalization, new managerialism, academic capitalism and entrepreneurialism in universities: is the local dimension still important? Comparative Education, 37: 1, 7–20.
  8. Dries, N. (2013) “The psychology of talent management: a review and research agenda”, Human Resource Management Review, Vol. 23 No. 4, pp. 272-281.
  9. Egginton, B.E. (2010). ‘Introduction of formal performance appraisal of academic staff’. Educational Management Administration & Leadership, 38: 1, 119–133.
  10. Eva Gallardo-Gallardo, Marian Thunnissen, (2016) “Standing on the shoulders of giants? A critical review of empirical talent management research“, Employee Relations, Vol. 38 Issue: 1, pp.31-56
  11. Gallardo-Gallardo, E., Nijs, S., Dries, N. and Gallo, P. (2015), “Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis”, Human Resource Management Review, Vol. 25 No. 3, pp. 264-279.
  12. Höglund, M. (2012), “Quid pro quo? Examining talent management through the lens of psychological contracts”, Personnel Review, Vol. 41 No. 2, pp. 126-142.
  13. Jansen, P.G.W., & Roodt, G. (Eds.). (2014). Conceptualising and measuring work identity: South-African perspectives and findings. Dordrecht: Springer.
  14. Laumer S, A Eckhardt and T Weitzel (2010) Electronic human resources management in an e-business enviornment. Journal of Electronic Commerce Research 11(4), 240–250.
  15. Marian Thunnissen, (2016) “Talent management: For what, how and how well? An empirical exploration of talent management in practice“, Employee Relations, Vol. 38 Issue: 1, pp.57-72
  16. Mathis, R.L., Jackson, J.H. (2008) Human Resource Management, 12th edition, Mason, Ohio, USA
  17. Mehdiadabi, A.H., Li, J. (2016) Understanding Talent Development and Implications for Human Resource Development: An Integrative Literature Review, Human Resource Development Review, Vol. 15(3) 263–294
  18. Nijs, S., Gallardo-Gallardo, E., Dries, N. and Sels, L. (2013) “A multidisciplinary review into the definition, operationalization, and measurement of talent”, Journal of World Business, Vol. 49 No. 2, pp. 180-191.
  19. Pauzuoliene, J., & Mauriciene, I. (2012) Organisational culture development in Klaipeda Municipality. Socialiniai Tyrimai, 3(28), 121–132.
  20. Raithel, S., & Schwaiger, M. (2015). The effects of corporate reputation perceptions of the general public on shareholder value. Strategic Management Journal, 36, 945–956.
  21. Saurombe, M., Barkhuizen, E.N., & Schutte, N.E. (2017). Management perceptions of a higher educational brand for the attraction of talented academic staff. SA Journal of Human Resource Management
  22. Slavić, A., Avakumović, J. (2018) Evaluacija i merenje uspešnosti aktivnosti menadžmenta ljudskih resursa u eri digitalne transformacije, 23.Internacionalni skup, Strategijski menadžment, Subotica, pp. 54-62.
  23. Thunnissen, M., Boselie, P., & Fruytier, B. (2013). A review of talent management: Infancy or adolescence? The International Journal of Human Resource Management, 24, 1744-1761.
  24. van den Brink, M., Fruytier, B., Thunnissen, M. (2013) Talent management in academia: performance systems and HRM policies, Human Resource Management Journal, Vol 23, no 2, pages 180–195
  25. van Balen, B. and van den Besselaar, P. (2007) Universitaire Onderzoeksloopbanen. Een Verkenning Van Problemen En Oplossingen [Academic Careers. An Exploration of Problems and Solutions], Rathenau Instituut SciSa rapport 0702. Den Haag: Rathenau Instituut.
  26. Wiblen, S., Dery, K., Grant, D., (2012) Do you see what I see? The role of technology in talent identification, Asia Pacific Journal of Human Resources 50, 421–438
  27. Wright, P. and Nishii, L. (2013) “Strategic HRM and organizational behaviour: integrating multiple levels of Analysis”, in Paauwe, J., Guest and Wright, P. (Eds), HRM and Performance. Achievements and Challenges, Wiley, Chichester, pp. 97-110.