Abstract

Implementation of diverse talent management (TM) practices allows enhancing diversity and inclusion and may influence organizational outcomes. The paper investigates the relationship between generation diverse TM practices and firm performance. We use the data from 82 companies to reveal factors that shape generation diverse TM practices. We claim that there is a positive link between those practices and firm performance. We also find that the way of thinking and decision-making, the level of responsibility, the reaction to changes and innovations, the skillset, and the level of ambition tend to vary among generations and that these factors determine TM practices for generations.

摘要

实施多样化的人才管理 (TM) 实践可以增强多样性和包容性，并可能影响组织成果。本文研究了不同世代的 TM 实践与公司绩效之间的关系。我们使用来自 82 家公司的数据来揭示影响生成多样化 TM 实践的因素。我们声称这些做法与公司业绩之间存在积极联系。我们还发现，思维和决策方式、责任水平、对变化和创新的反应、技能组合和雄心水平往往因代而异，这些因素决定了几代人的 TM 实践。