مقاله امرالد: مدیریت استعداد جهانی و شرکت استراتژی کارآفرینی

عنوان انگلیسی مقاله:

Global Talent Management and Corporate Entrepreneurship Strategy

ترجمه عنوان مقاله: مدیریت استعداد جهانی و شرکت استراتژی کارآفرینی

رشته: کارآفرینی

سال انتشار: ۲۰۱۶

تعداد صفحات مقاله انگلیسی: ۱۶ صفحه

منبع: Emerald

نوع فایل: pdf

دانلود اصل مقاله

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Purpose: The aim of this chapter is to focus on the role human capital, innovative recruitment practices and cross-cultural staffing policies have on organizational performance. This facilitates a better understanding about how entrepreneurial thinking is encompassed into an organizational context by utilizing global talent management practices.

Methodology/approach: The chapter discusses the linkage between global talent management and corporate entrepreneurship literature by providing a number of research propositions.

Findings: The chapter highlights how it is important for entrepreneurial organizations to focus on global talent management for their global competitiveness.

Research limitations/implications: This conceptual paper is based on corporate entrepreneurship as the underlying theoretical framework for global talent management, which means the results should be interpreted from an entrepreneurial perspective.

Practical implications: Global talent management is becoming increasingly popular as a way to integrate organizations corporate entrepreneurship goals with their strategic objectives.

Social implications: More organizations are taking a social perspective that encompasses a global mindset for talent management in order to facilitate more entrepreneurial thinking.

Originality/value: This chapter stresses the importance placed on hiring and retaining talented individuals who can contribute to innovative and risk taking outcomes in global organizations.

Keywords: Corporate entrepreneur ship, global talent management, international entrepreneurship, human resource strategy

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Scholars and practitioners in human resource management are essentially involved in global talent management (Collings, Scullion, & Vaiman, 2015). The employee perspective instead of the managerialist orientation of talent management has been receiving more attention due to the increase in individuals seeking international assignment (Farndale, Avinash, Sparrow, & Scullion, 2014). Talent is managed differently depending on the firm-specific knowledge required and utilized by an organization(Doherty & Dickmann, 2013).

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