Wanting it all: the challenges of managing young talent in transition economies

Zupan, Nada; Dziewanowska, Katarzyna; Pearce, Alison

doi:10.1108/bjm-02-2016-0054

Cited by 10 publications

(8 citation statements)

References 88 publications

(134 reference statements)

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“…This study also brings out the criticality of transactional components of the APC to this cohort at this stage of their career. This has also been found to be the case in another study on what millennials look for in recruitment advertisements (Eddy, 2016), as well as one on millennials from transition vs developed economies (Zupan et al ., 2017) and can be extrapolated to economies like India.…”

Section: Discussionsupporting

confidence: 59%

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Attracting millennial talent: a signal theory perspective

Madan

2018

EBHRM

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Purpose On the basis of an exploratory research, the purpose of this paper is to identify the criteria used by new entrants to the workforce (specifically premium millennial talent) while making job choices. Design/methodology/approach Using signal theory, the study attempts to explore what drives prospective millennial candidates to apply to a particular job role by identifying the components that form the initial anticipatory psychological contract (iAPC) of millennial talent from a tier-1 technological school in India and the factors that drive their job application intent. It is an exploratory study which uses survey data from 335 respondents. Findings The study identifies the critical components of the iAPC of this set of talent. It highlights the transactional approach of this cohort to evaluate prospective job roles. Research limitations/implications This research is based on an exploratory study which was carried out in a single school in India and may be used as a concept for designing and implementing more generalized studies using standardized tools of measurement in the future. The study highlights the fact that this cohort attends to the transactional components of the signals sent out by recruiters to a larger extent than to other kinds of signals which may be communicated by employers. HR communication strategies for connecting with this set may emphasize the unique employment proposition to potential recruits using the findings from this study to better engage with this cohort. Practical implications The current research gives indications on the components of the iAPC for this cohort and would help HR form appropriate strategies to attract this set of talent. Originality/value This research takes a fresh line of reasoning to explain what parameters would drive fresher millennial talent to apply for a job at an organization. It views the group through a generational theory paradigm and signaling theory forms the backdrop for this study. Further, since the study is based on an Indian sample, it contributes to literature from a non-western context.

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Section: Discussionsupporting

confidence: 59%

“…This is closely followed by compensation as a top criteria in the application decision followed by location. This points to the transactional component of the iAPC being more critical for this set (Eddy, 2016; Zupan et al ., 2017).…”

Section: Discussionmentioning

confidence: 99%

Attracting millennial talent: a signal theory perspective

Madan

2018

EBHRM

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“…Several researchers noticed that there are differences in talent management approaches and practices between developed economies and developing ones [124]. This study brings added support to this observation, first because cases of reverse-mentoring implementation in hospitality were found only in developed West European countries.…”

Section: Future Directions For Research and Practical Implicationssupporting

confidence: 60%

Bridging the Generational Gap in the Hospitality Industry: Reverse Mentoring—An Innovative Talent Management Practice for Present and Future Generations of Employees

Cismaru

Iunius²

2019

Sustainability

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In the present generational context, talent management approaches and practices have evolved from the stage of "war for talent", defined by competitiveness and elitism, to a more collaborative and inclusive "post-war stage". Innovative solutions are increasingly important. In this framework, the main aim of the paper is to confirm that reverse mentoring, a talent management practice which appeared as a response to the necessity to bridge the present generational gap, can be considered a valuable approach in hospitality. Two case studies on the successful implementation of reverse mentoring in Swiss hospitality are presented: the Shadow Comex (Accor) and the ExCom-Y (Mövenpick). Results of a focus-group discussion on the topic of identifying the attitudes and opinions of Romanian employees regarding the implementation of reverse mentoring in hotels are further analyzed. Results support the idea that reverse mentoring has developed and offers great potential for innovation. The present study offers interesting and useful ideas to companies in hospitality on how to implement reverse mentoring. Results from the group discussion demonstrate that Romanian employees have high expectations and innovative approaches regarding the implementation of reverse mentoring, similar to the employees from Switzerland, but they lack trust in their employers regarding the real possibility to implement it.

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“…But contrary to these countries, Poland avoided recession during the 2008 financial crisis and became the eighth-largest economy in the EU and "Europe's new growth engine" (Bogdan et al, 2015). What is substantial from this research perspective, in Polish society with high family and group collectivism, family per se is the most treasured value, not only by elderly citizens but also by young Poles (Trends in consumers' behaviour in Poland, 2017;Zupan et al, 2017). Another rationale for investigating Polish buyers concerns the international milieu.…”

Section: Introductionmentioning

confidence: 99%

Building aware and unaware consumers’ trust towards family business: Evidence from Poland

Nikodemska‐Wołowik¹,

Bednarz²,

Wach³

et al. 2020

EBER

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The objective of the article is to examine what attributes are assigned to family firms by consumers familiar and not familiar with family business in the context of trust-building and purchase intention. Research Design & Methods:A nationwide quantitative survey on a statistically representative random-cluster sample of 1 091 consumers was conducted in 2018, based on the fundamentals of pre-survey qualitative research. Findings: This study proves a low level of consumers' familiarity with family firms and indicates attributes assigned to family firms by two segments of buyers. The findings show for which segments the concept of endorsed identity could be influential in the purchasing process, and for which might it be a subordinate stimulus when compared to consumers' trust. Implications & Recommendations: Although a family firm's origin can serve as a cue to purchase, there is a challenge in educating the audience regarding the low level of consumers' knowledge of family businesses. A legal construct provided in this study may reinforce trust towards family firms accompanied with purchase. Contribution & Value Added: This study is based on a representative large sample of consumers, additionally divided into two portrayed segments. It proposes a process of how a family business identity may be endorsed. The proposed legal construct is a novelty in the market and has not been investigated in other scientific research.

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Wanting it all: the challenges of managing young talent in transition economies

Cited by 10 publications

References 88 publications

Attracting millennial talent: a signal theory perspective

Attracting millennial talent: a signal theory perspective

Bridging the Generational Gap in the Hospitality Industry: Reverse Mentoring—An Innovative Talent Management Practice for Present and Future Generations of Employees

Building aware and unaware consumers’ trust towards family business: Evidence from Poland

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