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Introduction
My areas of expertise/interest include global talent management, international human resource management, and business education.
Current institution
Education
January 2001 - October 2004
August 1993 - May 1996
Publications
Publications (96)
Purpose
The paper sets out to understand the key issues that emerge in the context of decision making.
Design/methodology/approach
The paper is a literature review.
Findings
First, the authors review debates around talent management decision making. Second, they examine some of the main factors currently influencing decision making in talent mana...
Talent management is a topic of priority focus to management executives today yet despite the executive focus on talent as an organisational strategy, persistent challenges exist. While the focus of talent management has largely been at the organisational level, this chapter draws on the literature which explores the concept of macro talent managem...
Children enter school as question marks and leave as periods. From Neil Postman and Charles Weingartner (1969) in Teaching as a Subversive Activity. The aphorism above suggests that students exit secondary school thinking they “know” what needs to be known…period. Higher education may simply serve to replace the period (.) with an exclamation (!)....
Purpose
Despite the notable increase in scientific publications explaining the knowledge hiding (KH) behavior and its antecedents and consequences, the discourse on this topic remains fragmented, limiting the holistic theoretical understanding of the KH phenomenon. This study aims to explore the theoretical lenses that have been used to understand...
In today’s ever-evolving global business landscape, assigned expatriates (AEs) are recognised as talented individuals sent abroad by their employers to achieve critical business goals. Given the significant returns on investment AEs provide, most research in this area has concentrated on talent management (TM) strategies for AEs at the organisation...
This chapter investigates the role of mentoring in fostering expatriate professional development, focusing on overcoming unique challenges such as cultural differences, language barriers, and geographical distance. Despite mentoring's recognized benefits in career advancement and learning, as well as overall organizational development and improveme...
Macro Talent Management (MTM) refers to the talent systems that operate at the national or regional levels, extending beyond the organizational micro-level of global talent management (GTM). Comprised of three primary components, the interplay of context and environmental factors with core functions and processes drives MTM outcomes (Khilji et al.,...
Purpose
Despite the notable increase in scientific publications explaining the knowledge hiding (KH) behavior and its antecedents and consequences, the discourse on this topic remains fragmented, limiting the holistic theoretical understanding of the KH phenomenon. This study aims to explore the theoretical lenses that have been used to understand...
This article presents a contemporary review of human resource management (HRM) research on algorithmic technologies, including artificial intelligence, machine learning, and natural language processing. By connecting these recent advancements to the long-standing scholarly tradition of HRM-technology relations, this review examines current knowledg...
Editorial letter reflecting on past performance and new editorial focus areas.
Significantly revised and updated, the second edition of Smart Talent Management presents a fresh perspective on two important areas of emphasis for current research and practice: talent management (TM) and knowledge management (KM). It identifies, defines, and explores the implementation of talent management strategies aimed at facilitating effect...
The book is available free of charge on the publisher's website: https://store.it.si/za/book/the-improvement-of-skills-talents-in-the-workplace-global-innovative-forefront-talent-management-gift-research-and-publications-book-series-vol-2/1415783?fbclid=IwAR0ySgfzJZh3boxrhMzMq8M8zXaC57dqgID1IXYaqyMA94nfPZOb2s1g_8U
Economists categorise production...
Purpose
Although the literature on the careers of skilled migrants is growing, relatively little is known about their experiences inside host country organizations. This article is a replication and an extension of a study by Zikic et al. (2010) on career challenges and coping strategies of skilled migrants. In contrast to the replicated study, whe...
Aimed at researchers, postgraduate students, and professionals in the field, Talent Management: A Decade of Developments charts the evolution of talent management, illustrating the progress, prospects, and challenges that have transpired over the last ten years.
This article—which serves as an introduction to the special issue of the role of (strategic) human resource management (HRM) in the era of environmental disruptions—summarizes previous research, introduces articles related to this special issue, and provides suggestions for future research in the area. This special issue intends to advance HRM rese...
Purpose
To enlarge the focus on international mentoring beyond traditional company-assigned expatriates, this conceptual paper examines important contexts and dynamics of intercultural mentoring involving traditional expatriates and host country nationals (HCNs), with both as mentors and mentees.
Design/methodology/approach
This conceptual paper e...
Download (free):
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It is often said the most important assets of any organisation is its employees. In many countries including South Africa, the Hi...
Global talent management (GTM) has its origins in international human resource management, and it emerged around the turn of the 21st century as a key strategic issue for multinational corporations (MNCs) confronted with talent shortages and mobility of staff on a global scale. It refers to the activities and processes that involve the systematic i...
Purpose
To identify, develop and retain talent, an important first step is to ensure that key stakeholders in the talent management (TM) process have a shared view of what is meant by talent within the organisation. The purpose of this paper is to conceptualise how talent is defined in the context of the hospitality industry and to examine the degr...
The forces and systems, which shape the available supply, composition and flow of talent into and out of organisations today have become increasingly complex and fluid. Most firms today extend their operations across regions and many compete globally, existing within one or more external contexts, known as macro talent management systems (MTM). Sha...
There has never been a tradition in Russian history over hundreds of years for entrusting the state to individuals with rare or unusual talents who have been outside the controlling power group. This stance typifies governance in Russia today. Russia needs talented people in all walks of life, but to what degree to trust them and give them scope? F...
Global leadership is a vibrant and still emerging field of study. As scholarship grows in this area, the boundaries of the field become more defined. This has a direct impact on curriculum selection for courses and degree programs focused on global leadership. This article begins by exploring how emerging areas of study become recognized as discipl...
Macro Talent Management: A Global Perspective on Managing Talent in Developed Markets and Macro Talent Management in Emerging and Emergent Markets: A Global Perspective (both are edited by Vlad Vaiman, Paul Sparrow, Randall Shuler, and David G. Collings) serve as a guide that orients the reader toward activities that increase their country’s global...
Purpose
The purpose of this paper is to enhance the theoretical and empirical understanding of the process through which talent management (TM) practice effectiveness impacts high-potential employees’ commitment to leadership competence development.
Design/methodology/approach
Structural equation modelling was utilized to analyse survey data repre...
Scholars debate whether entrepreneurs socialised under communism exhibit an increased or subdued risk-taking propensity after that experience. Some note that communism discouraged standing out and thus risk-taking, while others counter that communism necessitated risk-taking to survive. We reconcile this debate by differentiating between reformist...
Icelandic culture has generally been considered to share many similarities to the Nordic cultures. However, the financial crisis in 2008 painted a completely different picture, with the Nordic nations faring much less worse than Iceland, which saw its banking system becoming almost entirely worthless. Looking at traditional cultural yardsticks in t...
Ongoing low participation of women in global leadership calls for more research in this field. In this article, we set out to include gendered expectations toward leader behavior as part of cross-cultural leadership theory. Building on an existing body of research, we focus on propositions about the effects of gendered expectations on the leader, f...
This paper serves as an introduction to this special issue on talent management. The articles featured here are inspired by the second EIASM workshop on talent management. Following a summary review of the current state of the talent management literature the paper introduces the four articles in the issue.
The effective management of talent on a global scale represents a critical challenge for today's organizations. Beyond considerations about traditional company-assigned expatriates, this paper provides a valuable examination of global talent management issues involving self-initiated expatriates, an important source of global talent increasingly av...
Purpose
– The purpose of this paper is to investigate the responses of employees, who are identified as talents by their multinational enterprises, in regards to leadership development activities. By applying social exchange and expectancy theories, the authors examine the association between talent identification, perceived effectiveness of leader...
This panel symposium will address the current state of the field of cross-cultural management (CCM) and its contributions to international business, management and organizations. Presenters will explore and discuss future avenues promising to take for the field of CCM to be of value to people and organizations who have to navigate in a global and i...
This conceptual paper argues that national differences in human resource management (HRM) matter and can be explained by cultural and institutional theories. We explore briefly the nature of each set of theories and some of the critiques that have been made of them. We argue that in general much of the differences in HRM between countries are deter...
To more effectively address challenges of our increasingly global workplace, this chapter presents a promising fusion of two important areas of applied research: knowledge management and talent management. The mixture of these two conceptual orientations into a theoretical hybrid for directing future global business practice, which we call “smart g...
This article builds on the existing conceptualization of multinational corporation (MNC) knowledge management by exploring the critical liaison role played by host country nationals (HCNs), especially those working directly with expatriate managers. We first discuss this proposed HCN local liaison role between expatriate and local employees within...
More and more scholars are expressing their apprehensions regarding the current state of management education. The increased number of corporate scandals has fueled their concerns that training students to have sound business ethics upon graduation has failed. Consequently, research is emerging that focuses on the lack of impact that business ethic...
This chapter deals with a multitude of perspectives on ethics education in business schools and provides a compelling example of Iceland, where unethical behavior of its business elite and the total disregard for commonly accepted ethical rules of conducting business led to unsustainable expansion of the financial industry and its subsequent collap...
This article explores managers’ views on various ways in which business schools can contribute to providing solid ethics education to their students, who will ultimately become the next generation of business leaders. One thousand top level managers of Icelandic firms were approached and asked a number of questions aimed at establishing their view...
This paper briefly describes a complex, multi-level, and multidisciplinary environment of international business and management and shows the important role of European Journal of International Management in advancing the field.
Purpose
The purpose of this paper is to supply insights into talent management (TM) in Russia in the light of Soviet experience and the contemporary officially sanctioned business‐antagonistic political culture.
Design/methodology/approach
A diachronic approach, whereby a key dictum of Karl Marx which underlays Soviet thinking and methods is conte...
Media, consultants, and academics in unison declare that there is a scarcity of qualified people on a global scale (Guthridge, Komm, & Lawson, 2008; Peiperl & Jonsen, 2007; Wooldridge, 2006). In the past, company-assigned expatriates (AEs) moved around to fill the gaps. Apparently this is no longer enough. While not a new phenomenon, a new and dive...
Recent years have seen the appearance of a growing number of MNCs from emerging economies. Whereas these firms have essentially had humble beginnings, some of them have become global leaders over the years. Despite the interest in the topic of emerging multinationals as such, only recently a growing strand of literature has begun to question the ph...
Purpose
– This paper seeks to challenge the claim that traditional and non‐traditional employees differ significantly in terms of their needs, personality characteristics, and work motivation patterns, by surveying management consultants in Canada.
Design/methodology/approach
– The study is based on a quantitative online survey undertaken among 20...
While talent management has gained a central place in the managerial discourse, academic research in the area has lagged behind. This paper considers talent management with a particular focus on the European context and sets the scene for the special issue which it precedes. Given that much of our understanding of talent management is premised on w...
The authors of this article contend that traditional corruption, which was largely blamed for the current situation in the
Icelandic economy, was perhaps not the most fundamental reason for the ensuing crisis. The weak business culture and a symbiosis
of business and politics have actually allowed for the bulk of self-serving and unethical decision...
This chapter deals with a multitude of perspectives on ethics education in business schools and provides a compelling example of Iceland, where unethical behavior of its business elite and the total disregard for commonly accepted ethical rules of conducting business led to unsustainable expansion of the financial industry and its subsequent collap...
The authors of this article contend that
traditional corruption, which was largely blamed for the
current situation in the Icelandic economy, was perhaps
not the most fundamental reason for the ensuing crisis.
The weak business culture and a symbiosis of business and
politics have actually allowed for the bulk of self-serving
and unethical decision...
The key objective of this chapter is to outline the essential complexities of social, cultural and institutional influences on TM as a philosophy and practice in CEE countries. Particular attention will be paid to (a) human factors that give individual countries and the region a distinctive character from a TM perspective, and to (b) three foreign...
This paper broadens the conceptualization of MNC knowledge management to include the importance of active involvement in a liaison role by host country nationals (HCNs), particularly those working directly to with expatriates. Based on our field research and work experience in international settings as well as current research literature, we identi...
In today’s globalized world, the importance of acquiring and using the latest know-how is steadily growing, helping companies to gain an advantage over competitors. Decreasing geographical and cultural distances allow organizations to do business in the global market and to make their goods and services available to a greater number of consumers: n...
This paper broadens the conceptualization of multinational corporation (MNC) knowledge management to include the importance of active involvement in a liaison role by host country nationals (HCNs), particularly those working directly with expatriates. Based on our field research and work experience in international settings as well as current resea...
A valuable fusion of talent management and knowledge management for research and practice in human resource management. '... the editors have done a good job of bringing together a series of contributions which provide a useful and welcome expansion of the theoretical foundations of talent management through a knowledge management lens.' - David Co...
Despite the recent economic downturn, retention management
remains one of the most relevant and significant topics in international Human
Resource Management (HRM). The most common explanation for such a
significance is that excellent retention management has become a major source
of competitive advantage in the modern and rapidly globalising busin...
In the first sentence of the introduction to the very first issue of EJIM we noted that European management was exceedingly difficult to define. Much the same can be said of the notion of ‘corporate Europe’. But, if something defies definition that is not the same as saying that it can not be clarified. In this introduction, we attempt to clarify t...
Thesis (doctoral)--Universität St. Gallen, 2004.
The authors of this chapter consider that the collapse of the financial sector and subsequent economic crisis in Iceland in 2008 was brought about by its entire business culture, which was not as strong, open, and transparent as that of many other developed countries. The weak business culture was compounded by the lack of diversity and tight perso...
