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IBT Journal of Business Studies

This document discusses the lack of a standardized definition of "talent" in academic and practitioner literature on talent management. Without a clear, agreed-upon definition, developing effective theoretical models and talent management plans has proven difficult. The objective of the study is to conduct a critical review of existing literature to develop a uniform understanding of the term "talent" that can strengthen research and inform talent management practices. The lack of consensus on a definition has led writers to define talent based on their own implicit views and contexts, confusing the distinction between talent and related concepts.

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22 views1 page

IBT Journal of Business Studies

This document discusses the lack of a standardized definition of "talent" in academic and practitioner literature on talent management. Without a clear, agreed-upon definition, developing effective theoretical models and talent management plans has proven difficult. The objective of the study is to conduct a critical review of existing literature to develop a uniform understanding of the term "talent" that can strengthen research and inform talent management practices. The lack of consensus on a definition has led writers to define talent based on their own implicit views and contexts, confusing the distinction between talent and related concepts.

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IBT Journal of Business Studies

Research Problem and Objective of the Study

A general problem in studies on TM is that they have explored Talent with an implicit
understanding that talent is important and will always lead to improvement in organizational

anization will have a

inherent understanding, the construct of Talent lack theoretical rigor in developing a definition
of Talent.

answered with a standardized definition andthis lack of a standardized definition has created
problem for both theoreticians and practitioners of talent for development of effective
workable theoretical models and Talent Management plans. This deficiency of a clear
definition is not only a problem for academicians or practitioners as it creates a conceptual
issue but also that an absence of a definition makes it difficult to have a distinction between
different terms; in this case difference between talent and other associated terms such as
Ability, Capacity, Capability, Commitment, Competence, Contribution, Experience,
Knowledge, Performance, Potential ,Skills ( sources mentioned in table 1) that have been often
used or confused in lieu of Talent. The research papers that have focused on studying the
concept or definition of talent are limited in the literature and in order to fill this research gap
the objectiveof this paper is to carry out a critical review of the existing literature available on

management for development of uniform talent management theories and model for effective
implementation in the corporate world.

Academic and practitioner literature on Talent Management (TM) has defined talent with
respect to their own contexts and thus there are a number of definitions of the term (Gallardo-
Gallardo, Dries, & González-Cruz, 2013). Talent Management (TM) scholars have not been
able to pin-point about talent since the construct of Talent is strongly influenced by their own
implicit ideas and theories about it(Barab & Plucker, 2002).These individual views have led

The absence of a standard definition leads to a confusion since any writer could have a
definition that suits their purpose and fits their context. Lewis and Heckman (2006) criticizes
about this lack of consensus amongst researchers on defining Talent Management (TM), since
it weakens establishing any research work on the subject. The article aims at developing an
understanding of the term Talent for both scholars and practitioners for effective
implementation of Talent Management. The article will first have a look at the historical
treatment of the term before discussing its recent meanings in the literature on Talent
Management.

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