Talent Management in the Public Sector
Over the past decade, researchers and human-resource managers, particularly in larger private sector organisations, have shown an increased interest in talent management, while this issue has been overlooked in the public sector. The purpose of this paper is to present the literature review about...
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| Main Authors: | , |
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| Format: | Article |
| Language: | English |
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University of Ljubljana Press (Založba Univerze v Ljubljani)
2020-11-01
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| Series: | Central European Public Administration Review |
| Subjects: | |
| Online Access: | https://journals.uni-lj.si/CEPAR/article/view/20583 |
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| _version_ | 1832591552557350912 |
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| author | Tatjana Kozjek Valentina Franca |
| author_facet | Tatjana Kozjek Valentina Franca |
| author_sort | Tatjana Kozjek |
| collection | DOAJ |
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Over the past decade, researchers and human-resource managers, particularly in larger private sector organisations, have shown an increased interest in talent management, while this issue has been overlooked in the public sector. The purpose of this paper is to present the literature review about talent management in the public sector and to show how the existing legislation allows the creation of a talent management system for Slovenian public sector organisations. The main methodological approach used was qualitative research with document analysis. The paper sought answers to three research questions: (How) are talented employees treated differently from other employees? What types of models or practices in the field of talent management are applied in European countries? What are the legal limitations in the field of civil servant talent management in Slovenia? The literature review shows that organisations that are aware of the importance and contribution to the ultimate organisational objectives treat talented employees differently from other employees in the organisation. Models or practices in the field of talent management vary widely among different European countries. The limitations in Slovenia are strict observance of the principle of equality and thus equal opportunities for inclusion in the system of talented civil servants with limited reward opportunities and, consequently, for the promotion of civil servants. In order to enable good practices in Slovenia, a change of the legal framework is necessary.
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| format | Article |
| id | doaj-art-e32b749c05884132b23fe4731016f043 |
| institution | Kabale University |
| issn | 2591-2240 2591-2259 |
| language | English |
| publishDate | 2020-11-01 |
| publisher | University of Ljubljana Press (Založba Univerze v Ljubljani) |
| record_format | Article |
| series | Central European Public Administration Review |
| spelling | doaj-art-e32b749c05884132b23fe4731016f0432025-01-22T10:50:34ZengUniversity of Ljubljana Press (Založba Univerze v Ljubljani)Central European Public Administration Review2591-22402591-22592020-11-0118210.17573/cepar.2020.2.03Talent Management in the Public SectorTatjana Kozjek0https://orcid.org/0000-0002-5626-8319Valentina Franca1https://orcid.org/0000-0002-9220-2077University of Ljubljana, Faculty of Public Administration, SloveniaUniversity of Ljubljana, Faculty of Public Administration, Slovenia Over the past decade, researchers and human-resource managers, particularly in larger private sector organisations, have shown an increased interest in talent management, while this issue has been overlooked in the public sector. The purpose of this paper is to present the literature review about talent management in the public sector and to show how the existing legislation allows the creation of a talent management system for Slovenian public sector organisations. The main methodological approach used was qualitative research with document analysis. The paper sought answers to three research questions: (How) are talented employees treated differently from other employees? What types of models or practices in the field of talent management are applied in European countries? What are the legal limitations in the field of civil servant talent management in Slovenia? The literature review shows that organisations that are aware of the importance and contribution to the ultimate organisational objectives treat talented employees differently from other employees in the organisation. Models or practices in the field of talent management vary widely among different European countries. The limitations in Slovenia are strict observance of the principle of equality and thus equal opportunities for inclusion in the system of talented civil servants with limited reward opportunities and, consequently, for the promotion of civil servants. In order to enable good practices in Slovenia, a change of the legal framework is necessary. https://journals.uni-lj.si/CEPAR/article/view/20583civil servant, human resource management, employee motivation, public sector, remuneration, talent management |
| spellingShingle | Tatjana Kozjek Valentina Franca Talent Management in the Public Sector Central European Public Administration Review civil servant, human resource management, employee motivation, public sector, remuneration, talent management |
| title | Talent Management in the Public Sector |
| title_full | Talent Management in the Public Sector |
| title_fullStr | Talent Management in the Public Sector |
| title_full_unstemmed | Talent Management in the Public Sector |
| title_short | Talent Management in the Public Sector |
| title_sort | talent management in the public sector |
| topic | civil servant, human resource management, employee motivation, public sector, remuneration, talent management |
| url | https://journals.uni-lj.si/CEPAR/article/view/20583 |
| work_keys_str_mv | AT tatjanakozjek talentmanagementinthepublicsector AT valentinafranca talentmanagementinthepublicsector |