مدیریت دانش و دیدگاه پویای استعداد در شرکت های کوچک و متوسط (SME)
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مدیریت دانش و دیدگاه پویای استعداد در شرکت های کوچک و متوسط (SME)

عنوان فارسی مقاله: مدیریت دانش و دیدگاه پویای استعداد در شرکت های کوچک و متوسط (SME)
عنوان انگلیسی مقاله: Talent management and dynamic view of talent in small and medium enterprises
مجله/کنفرانس: بررسی مدیریت منابع انسانی – Human Resource Management Review
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت کسب و کار، مدیریت دانش
کلمات کلیدی فارسی: سازمانهای کوچک و متوسط، مدیریت استعداد، مرحله زندگی سازمانی، تناسب شخص-سازمان، تناسب شخص-شغل
کلمات کلیدی انگلیسی: Small and medium enterprises، Talent management، Organizational life stage، Person-organization fit، Person-job fit
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: Scopus – Master Journal List – JCR
شناسه دیجیتال (DOI): https://doi.org/10.1016/j.hrmr.2016.10.003
دانشگاه: Indian Institute of Management Kozhikode – Kunnamangalam – India
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2017
ایمپکت فاکتور: ۳٫۲۷۶ در سال ۲۰۱۷
شاخص H_index: ۷۲ در سال ۲۰۱۷
شاخص SJR: ۱٫۶۷۵ در سال ۲۰۱۷
شناسه ISSN: 1053-4822
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 11
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
کد محصول: E10563
فهرست انگلیسی مطالب

Abstract


1- Introduction


2- Organizational size and its theoretical implications


3- Organizational size and notion of talent management


4- Dynamic view of talent in SMEs


5- Limitations and future research


6- Conclusions


References

نمونه متن انگلیسی مقاله

Abstract


Talent Management (TM) has become one of the key strategic issues for leaders in global organizations and the majority of research on TM focuses on the large multinational enterprise (MNE) context. Despite the importance of small and medium-sized enterprises (SMEs), research in the area of talent management in this context is scarce, particularly conceptual research. This paper tries to address this gap by a) providing a theoretical rationale for the difference between large and SME firms in their talent management and human resource practices; b) exploring the applicability of the notion of talent management conceptualised in large firms to the SME context. c) Proposing a framework that helps identify the characteristics of talent in SMEs. We are critical of the best practices approach and we argue that the notion of talent management is likely to be different in SMEs compared with large firms mainly due to distinct institutional and structural factors.


Introduction


Small and medium enterprises (SMEs) have emerged from a rather peripheral role in earlier business literature to the more central focus that the sector enjoys today in both government policy and academic research (Lind, 2012). They are increasingly viewed as important contributors to the global economy and are big employment generators. Amongst developing nations, SMEs represent over 90% of businesses, and account for 50–60% of national employment on an average (Survey of SMEs in the global compact, 2004). A recent OECD study highlighted that over 99% of the companies in OECD and G20 countries are SMEs, making a decisive contribution to growth (OECD, 2015). SME is not a homogeneous concept and there is no common worldwide accepted definition. The definition varies from country to country and can be defined by qualitative or quantitative criteria which create problems when making comparisons between countries as to the number of SMEs and the number of employees within these firms. We begin by examining definitions of SMEs and we briefly highlight the strategic importance of these organizations in various regions of the world. The employee size limits for an organization to be considered an SME does vary with some countries having a limit of as few as 200 employees (Australia), while in Europe the limit is commonly 250 employees. In Canada and in the US the employee size limit for SMEs could be as high as 500 or more employees. In the Indian context SMEs are defined in relation to the level of investment in plant and machinery. However, while there is no consensus on definitions of SMEs, researchers have generally used a size limit of 250 or 500 employees to define this type of organization. Major international organizations (such as the EU, World Bank and United Nations) have usefully suggested a definition of SMEs that is primarily based on employment size and it is now the main measure used to identify this sector (Lind, 2012).

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