A Critical Review of Literature on Talent Management Practices

Talent management practices is one of the greatest inspiring aspects in ultra-modern phase’s HRM practices. Although the concept “talent management practices” is growing popularity over a decade with the debating nature, it had conceptual confusions due to the ambiguity nature of the underlying concepts. Effective talent management practices involve driving of business goals successfully while having a rewarding “talent pool”. Global HR specialists discovered talent management practices related to diverse industries. There is a tendency to be a discrepancy between intended and actual talent management practices. With this view, there are four key objectives in this exploratory study. The first objective is to resolve the existing conceptual confusions to the variable “Talent Management Practices” and to establish the definitions for the underlining concepts called, “Talent” and “Talent Management”. Afterward, the second objective is to explore the different “Talent Management Practices” operated in numerous global contexts including both manufacturing and service sectors. The third objective is to establish a definition for “Talent Management Practices”. The fourth objective is to identify the key dimensions of Talent Management Practices. The archival method was adopted by the researchers. The systematic reviewing process has covered empirical research on talent, talent management and talent management practices which have been published between 1990 and 2019 in academic journals and published books. Global manufacturing industries namely, cement manufacturing, steel case manufacturing, coal and mining, energy, automotive and service sectors namely, healthcare, hospitality, fast food service, banking, education, telecommunication and IT services are operating numerous talent management practices in attracting, acquiring, developing and retaining high performing talents. This research study is extremely imperative for future researchers in exploring avenues for context specific talent management practices relevant to various global industries. Further, resolving of conceptual confusions could significant in determining more aspects and perspectives towards talent management and its practices. Keywords: Talent, Talent Management, Talent Management Practices, Global Context

WOMEN IN LEADERSHIP: CHALLENGES FOR AND CRITICAL SUCCESS FACTORS OF FEMALE LEADERS BASED ON THREE STATE UNIVERSITIES IN SRI LANKA

Historically, different cultures had assigned different behavior roles for women. Traditional society in particular, has clearly segregated the sphere of activities of women to home career, mother and peacemaker within their own households, which eventually regard women as “homemakers”. They are lavishly praised for performing the role well. Yet, the society simply oversees the “expert” disguised in the role. Anyhow, with the advent of globalization and modernization, though biologically woman vis-àvis man is feeble, the attainment of women in comparison to men has touched every walk of life. Though, it is palpable that women are, however, relatively underrepresented in decision-making [leadership] positions in almost all the countries. Thus, their skills, viewpoints and opinions often remain unheard, underrepresented or unnoticed. The objectives of this paper are tripartite; to examine the challenges faced by women as leaders, to classify women leaders based on four important dimensions reflecting upon their effectiveness, and to identify critical success factors that influence women as leaders, based on the State University Sector in Sri Lanka. The research approach of the study is primarily qualitative in nature and is limited to female administrative leaders in three state universities in Sri Lanka. The sample has been selected based on stratified random sampling method and the key source of data collection was a mini-survey guided by a structured questionnaire. Employed women are bound to play dual responsibilities: household and workplace, simultaneously. Even though, an overwhelming majority of such women prioritize household responsibilities as they have been traditionally defined as homemakers rather than breadwinners, which in fact is the greatest challenge for their career advancement. Successful women leaders attribute their success primarily to several important individual and situational factors, and it is women who are masculine and career oriented, who make their way to become effective leaders rather than those who are feminine and family-oriented in their leadership qualities. Keywords: Challenges, Critical Success Factors, Leadership, State Universities, Women For full Paper: [email protected]