Desktop version

Home arrow Management arrow Competencies and (Global) Talent Management


Because of the scarcity of academic literature on TM in NFPs, we had to conduct case studies in order to understand how NFPs manage TM. Even from this limited evidence, it is clear that there is extensive diversity of TM in NFPs, as there is in MNCs. From the extant TM literature and the analysis of our case studies, we identified the main differences between TM approaches of NFPs and MNCs. Our research is very far from exhaustive, but it does provide a useful indicator for a largely un-researched area—TM in NFPs. Thus, this chapter not only contributes to the TM field by expanding our knowledge to less studied organisations, but may also help organisations to improve practice. We hope that future research will build on the foundation laid by this chapter to further explore and expand our knowledge of talent management in not-for-profit organisations.


  • 1. Cerdin, J.-L., Sharma, K., Tarique, E., & Purpura, C. (forthcoming). Talent management in mission driven organisations. In C. Brewster & J.-L. Cerdin (Eds.), HRM in mission driven organisations.
  • 2. Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154.
  • 3. Stahl, G., Bjorkman, I., Farndale, E., Morris, S., Paauwe, J., & Stiles, P. (2012). Six principles of effective global talent management. MIT Sloan Management Review, 53(2):25-32.
  • 4. Festing, M., Budhwar, P. S., Cascio, W., Dowling, P. J., & Scullion, H. (2013). Current issues in International HRM: Alternative forms of assignments, careers and talent management in a global context. German Journal of Human Resource Management, 27(3), 161-166.
  • 5. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
  • 6. Tansley, C., & Tietze, S. (2013). Rites of passage through talent management progression stages: an identity work perspective. International Journal of Human Resource Management, 24(9), 1799-1815.
  • 7. Makela, K., Bjorkman, I., & Ehrnrooth, M. (2010). How do MNCs establish their talent pools? Influences on individuals’ likelihood of being labeled as talent. Journal of World Business, 45(2), 134-142.
  • 8. Stahl, G.K., Bjorkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., et al. (2007). Global talent management: How leading multinationals build and sustain their talent pipeline. INSEAD Faculty and Research Working Papers, 2007/24/OB.
  • 9. Groysberg, B., Lee, L.-E., & Nanda, A. (2008). Can they take it with them? The portability of star knowledge workers’ performance. Management Science, 54(7), 1213-1230.
  • 10. Mellahi, K., & Collings, D. G. (2010). The barriers to effective global talent management: The example of corporate elites in MNEs. Journal of World Business, 45(2), 143-149.
  • 11. Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing Human Resource Management (2nd ed.). London: Routledge.
  • 12. Hansmann, H. (1980). The role of non-profit enterprise. Yale Law Journal, 89, 835-901.
  • 13. Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122-133.
  • 14. Cerdin, J.-L., & Brewster, C. (2014). Talent management and expatriation: Bridging two streams of research and practice. Journal of World Business, 49(2), 245-252.
  • 15. Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, 49(2), 253-261.
  • 16. Harvey, M. (1998). Dual-career couples during international relocation: The trailing spouse. International Journal of Human Resource Management, 9(2), 309-331.
  • 17. Haslberger, A., & Brewster, C. (2008). The expatriate family—An international perspective. Journal of Managerial Psychology, 23(3), 324-346.
  • 18. Sparrow, P., Farndale, E., & Scullion, H. (2013). An empirical study of the role of the corporate HR function in global talent management in professional and financial service firms in the global financial crisis. International Journal of Human Resource Management, 24(9), 1777-1798.
  • 19. Preece, D., Iles, P., & Jones, R. (2013). MNE regional head offices and their affiliates: Talent management practices and challenges in the Asia Pacific. International Journal of Human Resource Management (April 2013), 1-21.
  • 20. Valverde, M., Scullion, H., & Ryan, G. (2013). Talent management in Spanish medium-sized organisations. The International Journal of Human Resource Management, 24(9), 1832-1852.
  • 21. Minbaeva, D., & Collings, D. G. (2013). Seven myths of global talent management. The International Journal of Human Resource Management, 24(9), 1762-1776.
  • 22. Arthur, M. B., & Rousseau, D. M. (Eds.). (1996). The boundaryless career: A new employment principle for a new organisational era. Oxford: Oxford University Press.
  • 23. Martin, G., & Cerdin, J. L. (2014). Employer branding and career theory: New directions for research. In P. Sparrow, H. Scullion, & I. Tarique (Eds.), Strategic talent management: Contemporary issues in international context (pp. 151-176). Cambridge: Cambridge University Press.
  • 24. McDonnell, A., & Collings, D. G. (2011). The identification and evaluation of talent in MNEs. In H. Collings & D. G. Scullion (Eds.), Global talent management. New York, London: Routledge.
  • 25. Jokinen, T., Brewster, C., & Suutari, V. (2008). Career capital during international work experiences: Contrasting self-initiated expatriate experiences and assigned expatriation. International Journal of Human Resource Management, 19(6), 979-998.
  • 26. Al Ariss, A., Koall, I., Ozbilgin, M., & Suutari, V. (2012). Careers of skilled migrants: Towards a theoretical and methodological expansion. Journal of Management Development, 31(2), 92-101.
  • 27. Cerdin, J.-L., Abdeljalil Dine, M., & Brewster, C. (2014). Qualified immigrants’ success: Exploring the motivation to migrate and to integrate. Journal of International Business Studies, 45(2), 151-168.
  • 28. Cerdin, J. L., & Sharma, K. (2014). Inpatriation as a key component of global talent management. In Global talent management (pp. 79-92). Springer International Publishing.
  • 29. Reiche, B. S. (2011). Knowledge transfer in multinationals: The role of inpatriates’ boundary spanning. Human Resource Management, 50(3), 365-389.
  • 30. Tahvanainen, M., Welch, D., & Worm, V. (2005). Implications of short-term international assignments. European Management Journal, 23(6), 663-673.
  • 31. Tansley, C. (2011). What do we mean by the term ‘talent’ in talent management? Industrial and Commercial Training, 43(5), 266-274.
< Prev   CONTENTS   Source   Next >