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Paul Sparrow
Lancaster University
246Publications
34H-index
4,773Citations
Publications 246
Newest
Published on Jul 1, 2019in BRQ Business Research Quarterly 3.25
Paul Sparrow34
Estimated H-index: 34
(Lancaster University)
Abstract Current debates around talent management echo previous concern about the development of the field of IHRM. This paper uses historical analysis to examine two questions: has the field followed a logical progression and process of increasing coherence; and has its narrative been shaped in ideological ways? It identifies six concepts that guided and enabled the subsequent development of the talent management field. It shows how a selection of these ideas were re-packaged through the introd...
To study the effect of protean careers on talent retention, operationalized as the intention to quit, this study explores two pathways between protean career orientation and intention to quit: a direct pathway, and an indirect pathway via organizational commitment and job satisfaction. The study draws upon a sample of 306 talented workers selected from 17 Spanish and Mexican multinational organizations. Protean orientation should be expected to be widespread among talented individuals which migh...
Published on Aug 5, 2018
Vlad Vaiman16
Estimated H-index: 16
,
Paul Sparrow34
Estimated H-index: 34
+ 1 AuthorsDavid G. Collings27
Estimated H-index: 27
Macro Talent Management in Emerging and Emergent Markets is the first book to focus specificially on country-level activities that aimed at attracting, developing, mobilizing, and retaining top talent for economic success. The book serves as a guide that orients the reader toward activities that increase their country’s global competitiveness, attractiveness, and economic development through strategic talent management. This book brings together leading experts from around the world to address s...
Published on Aug 5, 2018
Vlad Vaiman16
Estimated H-index: 16
,
Paul Sparrow34
Estimated H-index: 34
+ 1 AuthorsDavid G. Collings27
Estimated H-index: 27
Macro talent management incorporates activities aimed at attracting, mobilizing, developing, and retaining top talent within an organization. As such, it has also major implications for organizations, including multinational enterprises and nongovernmental organizations, and individuals, as well as countries. This book takes the analysis of macro talent management to the country level in developed markets. It brings together research from fields of human resource management, international busine...
Published on Aug 5, 2018
Paul Sparrow34
Estimated H-index: 34
The chapter analyses the macro talent management context in the UK. It develops the notion of patterns of agency and webs of action at country level that serve to condition the conduct of talent management. There are few generalizable or preferable recipes for macro talent management – the patterns that emerge in the UK need not, or would not, necessarily work in a different national context. National strategies are embedded in, and managed through, complex webs of action. The dominant patterns ...
Published on Apr 22, 2018
Chris Brewster51
Estimated H-index: 51
,
Wolfgang Mayrhofer22
Estimated H-index: 22
,
Paul Sparrow34
Estimated H-index: 34
This chapter introduces and explores HRM in Western Europe. It addresses what it is that distinguishes HRM in Western Europe from that in other parts of the world. It explains the nature of HRM in Western Europe by highlighting the importance of seven factors in particular: a unique political, social and economic landscape; a stakeholder-centred approach; the heightened role of the state, the importance of social welfare, complex patterns of ownership; traditions of employee involvement and empl...
Published on Apr 22, 2018
Paul Sparrow34
Estimated H-index: 34
This chapter introduces this new area of investigation. Research on the psychological contract has been conducted from within two traditions, an international organisation HRM perspective and a cross-cultural or cross-national HRM perspective. The chapter focuses mainly on the latter tradition. It shows how the cross-cultural or cross-country perspective has adopted either a micro- or a macro- level of analysis. The micro-level studies have examined the specific psychological dynamics involved i...
Published on Jan 1, 2018
Elaine Farndale18
Estimated H-index: 18
,
Paul Sparrow34
Estimated H-index: 34
+ 1 AuthorsMaja Vidović4
Estimated H-index: 4
Although GTM is highly visible in management practice, its activity and scope are less well understood and there remains some debate over the meanings, challenges and future vision of GTM. It has become a topical issue both for research and practice as competition between employers has become more generic and has shifted from the country level to the regional and global levels. However, the role of the Corporate Human Resource (CHR) function in MNCs has until recently been largely neglected in t...
Published on Dec 4, 2017
Heba Makram1
Estimated H-index: 1
,
Paul Sparrow34
Estimated H-index: 34
,
Kay Greasley9
Estimated H-index: 9
Purpose The purpose of this paper is to examine the perceptions of strategic actors in multinational organisations and to contribute to our understanding of how multinational companies articulate and define talent management and how – or what – they perceive its value to be. Design/methodology/approach The paper is based on an empirical research study in which data were collected through 50 in-depth interviews across five multinational companies, conducted at a regional level across ten countrie...
Published on Oct 27, 2017
Paul Sparrow34
Estimated H-index: 34
,
Lilian Otaye-Ebede1
Estimated H-index: 1
The chapter outlines two challenges - developments in national and organisational level productivity - and explains some of the main factors involved in organisation level productivity. It links the national and organisational agendas by drawing attention to areas such as the role of skills in improving productivity. It uses a range of different productivity challenges across several sectors including supermarkets, fast food, oil and energy, aerospace, nuclear sector, healthcare, and on-demand b...
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