CMS physics technical design report : Addendum on high density QCD with heavy ions

Peer reviewe

An empirical study of the role of the corporate HR function in global talent management in professional and financial service firms in the global financial crisis

This study presents an empirical exploration of a theory-driven framework of corporate human resource (CHR) roles in global talent management (GTM). Specifically, it expands our knowledge of the process of GTM in two sectors: financial and professional services. Based on in-depth interview data from two firms, the study finds evidence of four distinct roles for CHR in facilitating successful GTM. The different business contexts are however critical to understanding the findings; in particular, the study demonstrates how CHR roles in GTM are affected by the approach to international business strategy and GTM, extent of corporate centralisation, and the business context, particularly the impact of the 2008 global financial services crisis. The study also shows the importance of a micro-component approach to the study of the GI-LR balance in GTM. GTM strategy is also found to be highly embedded in the broader business structure and shifts in the direction of globalisation within the sector, entailing epochs and episodes of internationalisation. Future GTM research needs to be more closely embedded in the strategic pathways of the firm

Primarily investigating into the relationship between talent management and knowledge management in business environment

Purpose: This paper aims to address concepts, visions and gaps in literature in the field of the relationship between talent management and knowledge management in business organisations. It also aims to develop a model for the relationship between talent management processes and knowledge management processes. This is because there are practical benefits for business organisations focused on developing knowledge and talents. Design/methodology/approach: This study takes on a detailed literature review of the relationship between talent and knowledge management in business organisations. Conclusion: The key conclusion for this research is that more research is required to examine further the relationship between talent management processes and knowledge management processes in the business environment. It also concludes that it is worth noting scholars’ serious interest in attraction, development, and talent retention processes. Conversely, it also viewed that the majority of researchers in the field of knowledge management have focused on creation, application, knowledge storage, transfer and acquisition of knowledge. This research provides a comprehensive review of further research in selecting the common processes associated with talent management processes and knowledge management processes