مدل داده بنیاد از فرایند مدیریت استعداد

افتخار، نیره (1396)، طراحی مدل مدیریت استعداد در شرکت‌های تلفن همراه، رساله دکتری، دانشگاه تهران.

سالدنا، جانی (1395)، راهنمای کدگذاری برای پژوهشگران کیفی، ترجمه‌ عبدالله گیویان، تهران: انتشارات علمی و فرهنگی.

جواهری‌زاده، ابراهیم؛ مقیمی، سیدمحمد؛ قلی‌پور، آرین و طهماسبی، رضا (1393)، مدیریت استعدادهای سازمانی: شناسایی ویژگی‌ها و شاخص‌های کارکنان کلیدی، مدیریت فرهنگ‌سازمانی، 12(2): 149 ـ 172.

سهرابی، روح‌ا...؛ جعفری‌سرشت، داود و میدان‌دار باسمنجی، فهیمه (1396)، ارائه چارچوب مدیریت استعداد با رویکرد چابکی منابع انسانی،فصلنامه پژوهش‌های مدیریت منابع انسانی، 9 (2): 1 ـ 23.

شاطری، کریم؛ ابیلی، خدایار؛ رضاییان، علی؛ قلی‌پور، آرین و مرادفام، شعله (1394)، عوامل اثرگذار بر حفظ استعدادهای و نخبگان سازمانی صنعت برق ایران درراستای تحقق سیاست‌های کلی علم و فناوری، فصلنامه سیاست‌های راهبردی و کلان، 3 (12): 51 ـ 78.

طهماسبی، رضا (1391)، طراحی و تدوین سیستم مدیریت استعداد در سازمان، رساله دکتری، دانشگاه تهران.

غفاری، حسن؛ پورکیانی، مسعود؛ شکاری، غلام‌عباس و شیخی، ایوب (1396)، طراحی مدل مدیریت استعداد با رویکرد یکپارچه‌سازی، فصلنامه پژوهش‌های مدیریت عمومی، 10(36): 117 ـ 142.

موسوی، سیدرضا (1393)، طراحی سیستم مدیریت استعداد در سازمان‌های فرهنگی، رساله دکتری، دانشگاه تهران.

Berger,L. Berger,D(2004).The Talent Management Handbook.new york: McGraw-Hill.

Cappelli, P. (2008). Talent management for the twenty-first century. Harvard Business Review 86(3): 74–81.

Chang, A C, Hsu‐Hsin, H, Tzu S (2012).A multilevel investigation of relationships among brand‐centered HRM, brand psychological ownership, brand citizenship behaviors, and customer satisfaction. European Journal of Marketing, Vol. 46 Issue: 5, pp.626-662

Collinge, D G, Scullinb, Hugh. Vaiman, vlad, (2015). Talent management: Progress and prospects.Human Resource Management Review.25: 233-235

Collings, D. and Mellahi, K. (2009). Strategic Talent Management: A review and research agenda. Human Resource Management Review,19, Pp.304-313

Creelman, D. (2004). Return on investment in Talent Management: Measures you can put to work right now. Human Capital Institute Position Paper

De Boeck, G,,Mayers, M, C, Dries, N(2017). Employee reactions to talent management: Assumptions versus evidence. Journal of Organization Behavior. 1-17

Dries, N. (2013). The Psychology of Talent Management: A Review and Research Agenda. Human Resource Management Review, 23, 272-285.

Dries, N. Vantilborgh, T. & Pepermans, R. (2012). The role of learning agility and career variety in the identification and development of high potential employees. Personnel Review, 41(3), 340–358

Faraz Naim, M. & Lenka, U(2017). Talent management: a burgeoning strategic focus in Indian IT industry.. Industrial and Commerical Training. 49(4). 183-188

Gagne, F. (2007). Ten Commandments for academic talent development. Gifted Child Quarterly, Vol.51, No.2, Pp:93-118

Gallardo-Gallardo, E. Nijs, S., Dries, N. & Gallod, P. (2015). Towards an Understanding of Talent Management as a Phenomenon-driven Field Using Bibliometric and Content Analysis. Human Resource Management Review, 25:264-279

Gallardo-Gallardo, E, Arroyo M, L& Gallo, P(2017) "Mapping collaboration networks in talent management research", Journal of Organizational Effectiveness: People and Performance, Vol. 4 Issue: 4, pp.332-358

Glaser, B. (1992). Basics of grounded theory analysis: emergence vs. forcing, Sociology Press. Mill Valley, CA.

Glaser, B. (2005). The grounded theory perspective III: Theoretical coding, Sociology Press. Mill Valley, CA.

Gelens, j, Dries, N, Hofmans, J &  Pepermans, R (2013). The role of percived organization justice in shaping the outcomes of talent management: A research agenda. Human Resource management review.23:341-353

Goldkuhl, G, Stefan C, S(2003). Multi-grounded theory – Adding theoretical grounding to grounded theory. 2nd European Conference on Research Methods in Business and Managemen. Reading, UK, 20-21 March, 2003

Hughes, J. C.& Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, Vol. 20, No. 7, pp.743 – 757.

Huselid, M. A. & Becker, B. E. (2011). Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management. Journal of Management, 37(2), 421-428.

King, K, A (2017) The talent climate: Creating an organisational context supportive of sustainable talent development through implementation of a strong talent system. Journal of Organizational Effectiveness: People and Performance. 4(4):298-314

Krishnan, T, Scullion, H (2017). Talent management and dynamic view of talent in small and medium enterprises. Human Resource management Review. 27(3): 431- 441

Lepak, D.P. & Snell, S.A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review,24(1):31-48

Lewis.R.E., Robert J. Heckman. (2006). Talent management: A critical review. Human Resource Management Review,No.16, Pp. 139-154

McDonnell, A. Collings, D.G. Mellahi, K. and Schuler, R. (2017) Talent management: a systematic review and future prospects. European International Management, Vol. 11, No. 1, pp.86–128

Makram,H Sparrow,P ,Greasley,K (2017). How do strategic actors think about the value of talent management? Moving from talent practice to the practice of talent.Journal of Organizational Effectiveness: People and Performance, 4(4):259-378.

Meyers, M.C, Werkom, M, V, Dries, N(2013).Talent — Innate or acquired? Theoretical considerations and their implications for talent management. Human Resource Management Review,23: 305-321

Muratbekova-Touron, M., Kabalina, V., Festing, M(2017). The Phenomenon of Young Talent Management in Russia—a Context-embedded Analysis. Human Resource Management. 57(2):437-455

Oehley,A.M(2007). The Development and Evaluation of a partial talent management Competency Model.. A thesis of MA: Stellenbosch University

Phillips, D. R. &Roper, K. O. (2009). A framework for talent management in real estate. Journal of Corporate Real Estate, 11(1), pp.7 – 16.

Renkema, M, Meijerink, J, Bondarouk, T(2016). Advancing multilevel thinking and methods in HRM research. Journal of Organizational Effectiveness: people and performance. 3(2): 204-218

Sabuncu, K, U, Karacay, G (2016). Exploring Professional Competencies for Talent Management in Hospitality and Food Sector in Turkey. 12th International Strategic Management Conference, Antalya, Turkey

Schäfer. M.Sc(2014). Context-oriented perspective on talent management.. A thesis of Phd: University of ESCP Europe Wirtschaftshochschule Berlin

Schuler, R. S. (2015). The 5-C Framework for Managing Talent. Organizational Dynamics, 44: 47-56..

Scullion, H., & Collings, D. G.(2011). Global talent management. Journal of World Business.Pp:105-108

Silzer,R & Dowell,B,E(2010). Strategy-driven talent management:Aleadership Impreative. San Francisco: Jhon Willy and Sons

Tatoglu, E, Glaister.A. J, Demirbag, M (2016). Talent management motives and practices in an emerging market: acomparation between MNEs and local firms. Journal of World Business.51:278-293

Thunnissen. M (2015).Talent Management in academia. An exploratory study in Dutch universities using a multi dimensional approach. University of Applied  Sciences Utrecht (HU).

Thunnissen. M, Boselie. P, Fruytier.B(2013). Talent management and the relevance of context: Towards a pluralistic approch. Human Resorce Management Review.23:326-336

Ulrich, D. & Smallwood, N. (2012). What is talent? Leader to Leader, 63:55-61.

Zhang.S(2014). A Study of Talent Management in the Context of Chinese Private-owned Enterprises.. A thesis of Phd:  University of Hull

www. Hudson.com تاریخ دسترسی 3/5/1396