Research Handbook of International Talent Management
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Research Handbook of International Talent Management

Edited by Yipeng Liu

International talent management has become a critically important topic for scholarly discussion, in policy debates, and among the business community. Despite this, however, research into talent management tends to lack theoretical underpinnings, especially from an international, multidisciplinary, and comparative perspective. This Research Handbook fills this gap, bringing together a range of leading researchers, scholars, and thinkers to debate and advance the conceptualization and understanding of this multifaceted subject.
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Chapter 4: A design thinking approach for talent management – can talent management benefit from design thinking?

Beke Redlich and Christoph Lattemann

Abstract

This contribution explores whether talent management (TM) and design thinking (DT) can benefit from each other. TM is part of a strategic management discourse that emerged as a reflection of the ongoing talent scarcity in companies that is influenced by changes of demographics, lifestyle, as well as mismatches of needs and competences within the workforce. Attracting, selecting, engaging, and retaining talents is one of the major issues TM is confronted with. The challenges of TM in companies accompany an increasing pressure to innovate that companies must face. Talents must adapt to the rising competitive business environment and increase their creativity and innovation capabilities. DT, as a strategic, user-centred, and creative innovation approach, relies on collaboration and inherits multiple perspectives to develop innovations in a cooperative manner. Several companies already apply or even implement DT in their innovation processes. In order to determine if and how TM and DT are connected or even benefit from each other – among others in terms of increasing job satisfaction through DT or promoting a DT mindset in organizations – we conducted a systematic literature analysis to examine the status quo of both aspects to draw further conclusions for future research activities. We can reveal that the current status quo of literature is limited. Nonetheless, the results of the review indicate that DT is already used for TM purposes, which especially touches the aspects of talent attraction, engaging, and retaining.

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