Defining “talent” : insights from management and migration literatures for policy design
Taking the case of defining “talent,” a term that has been widely used but its definitions differ by discipline, organization, policy sector, as well as over time, we demonstrate how the basic definition of a policy subject may affect policy design and the assessment of policy outcomes. We review ho...
| Egile Nagusiak: | , |
|---|---|
| Beste egile batzuk: | |
| Formatua: | Journal Article |
| Hizkuntza: | English |
| Argitaratua: |
2020
|
| Gaiak: | |
| Sarrera elektronikoa: | https://hdl.handle.net/10356/144536 |
| _version_ | 1826125733755355136 |
|---|---|
| author | Cerna, Lucie Chou, Meng‐Hsuan |
| author2 | School of Social Sciences |
| author_facet | School of Social Sciences Cerna, Lucie Chou, Meng‐Hsuan |
| author_sort | Cerna, Lucie |
| collection | NTU |
| description | Taking the case of defining “talent,” a term that has been widely used but its definitions differ by discipline, organization, policy sector, as well as over time, we demonstrate how the basic definition of a policy subject may affect policy design and the assessment of policy outcomes. We review how “talent” is defined in two sets of literature, talent management and migration studies, and find that definitions fall under one of two categories: binary (“talent” as qualities) or composite (“talent” as a relational concept). The implications of our findings are epistemological and ontological; the findings point to diverse epistemological effects of definitions through developments of indicators, as expected, and they also reveal the policy designers’ ontological starting points. Ontological perspectives are significant because they ultimately determine whether the policy assessments carried out differ in degrees or in kind. In the case of defining “talent,” this means determining which objectives the designers would set (e.g., recruiting vs. cultivating vs. introducing competition), the policy instrumentation for achieving the goals (migration measures vs. education vs. lifelong learning vs. human resource policy), and the type of assessment for measuring policy outcomes (single vs. multiple indicators, qualitative vs. quantitative). |
| first_indexed | 2024-10-01T06:41:11Z |
| format | Journal Article |
| id | ntu-10356/144536 |
| institution | Nanyang Technological University |
| language | English |
| last_indexed | 2024-10-01T06:41:11Z |
| publishDate | 2020 |
| record_format | dspace |
| spelling | ntu-10356/1445362023-03-05T15:33:37Z Defining “talent” : insights from management and migration literatures for policy design Cerna, Lucie Chou, Meng‐Hsuan School of Social Sciences Social sciences::Political science Migration Talent Taking the case of defining “talent,” a term that has been widely used but its definitions differ by discipline, organization, policy sector, as well as over time, we demonstrate how the basic definition of a policy subject may affect policy design and the assessment of policy outcomes. We review how “talent” is defined in two sets of literature, talent management and migration studies, and find that definitions fall under one of two categories: binary (“talent” as qualities) or composite (“talent” as a relational concept). The implications of our findings are epistemological and ontological; the findings point to diverse epistemological effects of definitions through developments of indicators, as expected, and they also reveal the policy designers’ ontological starting points. Ontological perspectives are significant because they ultimately determine whether the policy assessments carried out differ in degrees or in kind. In the case of defining “talent,” this means determining which objectives the designers would set (e.g., recruiting vs. cultivating vs. introducing competition), the policy instrumentation for achieving the goals (migration measures vs. education vs. lifelong learning vs. human resource policy), and the type of assessment for measuring policy outcomes (single vs. multiple indicators, qualitative vs. quantitative). Accepted version 2020-11-11T07:16:23Z 2020-11-11T07:16:23Z 2019 Journal Article Cerna, L., & Chou, M.-H. (2019). Defining “talent” : insights from management and migration literatures for policy design. Policy Studies Journal, 47(3), 819-848. doi:10.1111/psj.12294 0190-292X https://hdl.handle.net/10356/144536 10.1111/psj.12294 3 47 819 848 en Policy Studies Journal © 2018 Policy Studies Organization. All rights reserved. This paper was published by Wiley in Policy Studies Journal and is made available with permission of Policy Studies Organization. application/pdf |
| spellingShingle | Social sciences::Political science Migration Talent Cerna, Lucie Chou, Meng‐Hsuan Defining “talent” : insights from management and migration literatures for policy design |
| title | Defining “talent” : insights from management and migration literatures for policy design |
| title_full | Defining “talent” : insights from management and migration literatures for policy design |
| title_fullStr | Defining “talent” : insights from management and migration literatures for policy design |
| title_full_unstemmed | Defining “talent” : insights from management and migration literatures for policy design |
| title_short | Defining “talent” : insights from management and migration literatures for policy design |
| title_sort | defining talent insights from management and migration literatures for policy design |
| topic | Social sciences::Political science Migration Talent |
| url | https://hdl.handle.net/10356/144536 |
| work_keys_str_mv | AT cernalucie definingtalentinsightsfrommanagementandmigrationliteraturesforpolicydesign AT choumenghsuan definingtalentinsightsfrommanagementandmigrationliteraturesforpolicydesign |