The Impact of Talent Management Practices on Non-talent Employees

Abstract

An exclusive talent management approach prioritizes the practices of differentiation among employees into talented and non-talented categories. In Empirical studies of talent management currently, no one has explicitly examined the reactions of non-talented employees. There is an issue of unfairness in the implementation of exclusive talent management because it is driven by an unbalanced allocation of resources between talent and non-talent employees and unequal opportunities in terms of promotion or career development. This paper will present a conceptual framework to explore the influence of talent management practices on the turnover intention of non-talented employees and the role of perceived distributive justice as mediation. This study uses a literature review related to talent management which is sourced from various online database sources which are then reviewed and analyzed. Based on the results of the literature review, it can be concluded that talent management that is done will lead to distributive justice that is felt by talented and non-talented employees. The proposition that was developed from the results of the literature review is that talent management influences perceived distributive justice. The presence of distributive justice felt by non-talent employees will reduce turnover intention. The conceptual framework is something new that has never been done before. This research will provide theoretical and practical benefits regarding the reactions of non-talented employees and will add to the repertoire of talent management research because the influence of talent management on non-talented employees is still a black box.