Designing Talent Management Practices That Work: Secrecy or Transparency?
TM = phenomenon-, not theory-driven field
Phenomenon-driven research = “hard sell”
Phenomenon-driven research = “hard sell”
Results of 2015 bibliometric analysis
35% of articles now use this definition:
A-players in A-positions
Critique: ‘rank & yank’
Talent management secrecy
Study 1: Case-control study
Study 4: Interview study
Study 6, 7, 8: Perceived justice of TM
Next steps: Going full-cycle

Phenomenon-driven research = “hard sell”
“After years of comparing notes with colleagues about the rejection letters we have received, it seems the most annoying passage—which I am sure editors have preprogrammed for handy one-click insertion—is this one: The reviewers all agree that your paper addresses an

important topic and is well argued; moreover, they find your empirical results convincing and interesting. At the same time, however, the reviewers believe the paper falls short in making a theoretical contribution. Therefore, I’m sorry… etc., etc., etc.”