Competitiveness Through Development of Strategic Talent Management and Agile Management Ecosystems

Abstract

Organizations thrive on attaining and sustaining competitiveness because of the turbulent, rapidly changing business environment. The research shows that it is possible to improve organizations’ competitiveness by considering the multidimensional model viewpoints, which include the strategic talent management ecosystem viewpoints and the strategic agile management ecosystem viewpoints. The multidimensional model includes the essential constructs for developing strategic talent management, i.e., acquiring talented employees, target development of talented employees, designing talent teams, and talent leadership, as well as the following essential constructs for developing strategic agile management, i.e., designing agile teams, agile leadership, and support agile management culture. The research was implemented on 532 owners/managers in organizations. Structural equation modeling was used to test the hypotheses. Results show that developing a strategic talent management ecosystem positively affects developing a strategic agile management ecosystem and leads to higher organization competitiveness. A developed multidimensional model will help owners and managers comprehensively embrace and implement agility in their organization to increase competitiveness.

The Role of Higher Education for Ensuring National Security in Ukraine

“…Strategic talent development focuses on identifying individuals with strong leadership skills and ensures their continuing learning. Rožman et al (2023) confirm that the development of technology enables economic growth but, at the same time, it causes an unfavorable impact on the labor market. It means that strategic talent development is oriented towards rapidly changing demands of the jobs and forms a set of essential knowledge and competencies related to new technologies and processes of Industry 4.0 (Whysall et al, 2019).…”

The Impact of Digital Transformation on Human Resource Development in the Online Business Paradigm

“…However, with the advent of the digital era that has fundamentally altered the business landscape, the paradigm of HR development has undergone significant changes. Now, HR development is no longer confined to merely improving technical skills but also involves aspects of adapting to rapidly occurring changes and the complexity associated with the dynamics of the online business environment [14]. This transformation demands a shift in the focus of HR development, which now emphasizes individuals' abilities to quickly adapt to changes, innovate, and develop skills relevant to the evolving needs of digital businesses.…”

“…Furthermore, digital transformation also has a significant impact on the recruitment and retention processes of Human Resources (HR) in the online business realm [26]. In this context, employees who demonstrate agile digital skills and the ability to adapt quickly become increasingly valuable, creating fierce competition for businesses in attracting and retaining such talents [14]. To address these challenges, organizations must make significant investments in continuous learning and development programs, as well as create an attractive and supportive work environment for digital professionals.…”

Business Transformation: Exploring Dynamic Capabilities, Technological Innovation, and Competitive Advantage through the Lens of Resource-Based View in Construction Services Companies

“…A deep understanding of unique internal resources and critical capabilities is a key focus, and this may require proactive investment in employee training and development. Efforts to enhance technical and managerial skills through tailor-made training programmes can be a strategic step towards building a foundation of competitive advantage [21]. In addition, companies are also expected to build a dynamic internal innovation system, creating an environment that supports and encourages the development of new ideas.…”