Main Article Content
High-potential Employees Management or “Talent Management” is one of the most important organizational capability in 21st century that is the era of knowledge-based society and economy. Most of organization make the effort to utilize their human resource who was talent to fulfil business strategy and drive for business sustainable. In addition, the business competitive environment becomes chaos, turbulence and uncertainty, organizations have to develop the Dynamic Talent Management Capabilities (DTMC) because whenever talents were efficiently managed, it contributes positive results in both individual level and organization level. Furthermore, DTMC is essential basis of Knowledge Culture Creation, Knowledge Management, Innovation Development Capabilities, and Sustainable Competitive Advantage. This article intend to introduce the concepts of DTMC, antecedents and consequences of DTMC by studying and reviewing literatures for synthesizing and constructing components of DTMC. Also, including antecedents and consequences for applying in organization and able to use as guideline for empirical research in the future.
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Al Ariss, A., Cascio, W. F. and Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179.
Alegre, J., Sengupta, K. and Lapiedra, R. (2013). Knowledge management and innovation performance in a high-tech SMEs industry. International Small Business Journal, 31, 454-470.
Alnıacık, E., Alnıacık, U., Erat, S. and Akcin, K. (2014). Attracting talented employees to the company: Do we need different employer branding strategies in different cultures?. Procedia-Social and Behavioral Sciences, 150(2014), 336-344.
Alves, A. C., Zen, A. C. and Padula, A. D. (2011). Routines, capabilities and innovation in the Brazilian wine industry. Journal of Technology Management and Innovation, 6(2), 128-144.
Ashton, C. and Morton, L. (2005). Managing talent for competitive advantage: Taking a systematic approach to talent management. Strategic HR Review, 4(5), 28-31.
Aujirapongpan, S., Vadhanasin, P., Chandrachai, A. and Cooparat, P. (2010). Innovation: Terms, classifications and vital role on the entrepreneurs. Journal of Business Administration, 33(128), 49-65.
Backhaus, K. and Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9(5), 501-517.
Barab, S. A. and Plucker, J. A. (2002). Smart people or smart contexts? Cognition, ability and talent development in an age of situated approaches to knowing and learning. Educational Psychologist, 37(3), 165-182.
Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
Barney, J. B., McWilliams, A. and Tlrk, T (lecturer). (October 11-14, 1989). On the relevance of the concept of entry barriers in the theory of competitive strategy. In The Strategic Management Society Conference (pp. 1-10). San Francisco: Strategic Management Society.
Barrett, P. S. and Sexton, M. (2006). Innovation in small, project-based construction firms. British Journal of Management, 17(4), 331-346.
Beheshtifar, M., Nasab, H. Y. and Moghadam, M. N. (2012). Effective talent management: A vital strategy to organizational success. International Journal of Academic Research in Business and Social Sciences, 2(12), 227-234.
Berger, L. A. and Berger, D. R. (2010). The talent management handbook: Creating organizational excellence by identifying, developing, and promoting your best people. New York: McGraw-Hill.
Betchoo, N. K. (2014). The need for effective leadership in talent management in Mauritius. International Letters of Social and Humanistic Sciences, 27(May, 2014), 39-48.
Bertoncelj, A., Kovac, D. and Bertoncel, R. (2009). Success factors and competencies in organizational evolution. Kybernetes, 38(9), 1508-1517.
Bouthillier, F. and Shearer, K. (2002). Understanding knowledge management and information management: The need for an empirical perspective. Information Research, 8(1), 1-39.
Breznik, L. and Lahovnik, M. (2016). Dynamic capabilities and competitive advantage: Findings from case studies. Management: Journal of Contemporary Management Issues, 21(January, 2016), 167-185.
Cappelli P. (2008). Talent management for the twenty-first century. Harvard Business Review, 86(3), 74-81.
Cappelli, P., and Keller, J. R. (2014). Talent management: Conceptual approaches and practical challenges. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 305-331.
Cavusgil, S. T., Calantone, R. J. and Zhao, Y. (2003). Tacit knowledge transfer and firm innovation capability. Journal of Business and Industrial Marketing, 18(1), 6-21.
Chang, S. C. and Lee, M. S. (2008). The linkage between knowledge accumulation capability and organizational innovation. Journal of Knowledge Management, 12(1), 3-20.
Cheese, P. (2008). Driving high performance in the talent-powered organization. Strategic HR Review, 7(4), 25-31.
Cheese, P., Craig, E., and Thomas, R.J. (2007). The talent powered organization: Strategies for globalization, talent management and high performance. London: Kogan Page Publishers.
Chen, Y. S., Lin, M-J. J. and Chang, C-H. (2009). The positive effects of relationship learning and absorptive capacity on innovation performance and competitive advantage in industrial markets. Industrial Marketing Management, 38(2), 152-158.
Chokchaiworarat, Y. and Jarinto, K. (2014). A structural model of transformational leadership for industrial sector. Executive Journal, 34(1), 108-121.
Coff, R. and Kryscynski, D. (2011). Drilling for micro foundations of human capital-based competitive advantages. Journal of Management, 37(5), 1429-1443.
Collings, D. G. and Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
Coulson-Thomas, C. (2013). Talent management 2 for today’s leaders. Business Leadership Review, 10(2), 16-21.
Dadfar, H., Dahlgaard, J. J., Brege, S. and Alamirhoor, A. (2013). Linkage between organizational innovation capability, product platform development and performance: The case of pharmaceutical small and medium enterprises in Iran, 2013. Total Quality Management and Business Excellence, 24(7-8), 819-834.
Darroch, J. (2005). Knowledge management, innovation and firm performance. Journal of Knowledge Management, 9(3), 101-115.
Day, G. S. (2004). The capabilities of market-driven organizations. Journal of Marketing, 58(4), 37-52.
De Carolis, D. (2002). The role of social capital and organizational knowledge in enhacing entrepreneurial opportunities in high-technology environments. In Choo, C. W. and Bontis, N. (Eds.), The Strategic Management of Intellectual Capital and Organizational Knowledge (pp. 699-709). New York: Oxford University Press.
Du Plessis, M. (2007). The role of knowledge management in innovation. Journal of Knowledge Management, 11(4), 20-29.
Dychtwald, K., Erickson, T. J. and Morison, R. (2006). Workforce crisis: How to beat the coming shortage of skills and talent. Boston: Harvard Business School Press.
Easterby-Smith, M. and Prieto, I. (2008). Dynamic capabilities and knowledge management: An integrative role for learning?. British Journal of Management, 19(3), 235-249.
Edwards, M. R. (2010). An integrative review of employer branding and OB theory. Personnel Review. 39(1). 5-23.
Egerova, D., Eger, L., Jirincova, M., Lancaric, D., Savov, R., Sojka, L., et al. (2013). Integrated talent management, Challenge and future for organizations in Visegrad Countries. In The Scientific Seview by NAVA (pp. 10-148). Czech Republic: DTP NAVA.
Eidizadeh, R., Salehzadeh, R. and Chitsaz Esfahani, A. (2017). Analysing the role of business intelligence, knowledge sharing and organisational innovation on gaining competitive advantage. Journal of Workplace Learning, 29(4), 250-267.
Eisenhardt, K. M. and Martin J. A. (2000). Dynamic capabilities: What are they?. Strategic Management Journal, 21(10-11), 1105-1121.
Eversole, B. A., Venneberg, D. L. and Crowder, C. L. (2012). Creating a flexible organizational culture to attract and retain talented workers across generations. Advances in Developing Human Resources, 14(4), 607-625.
Forsman, H. (2011). Innovation capacity and innovation development in small enterprises.
A comparison between the manufacturing and service sectors. Research Policy, 40(5),
Gandz, J. (2006). Talent development: The architecture of a talent pipeline that works. Ivey Business Journal Online, 70(3), 1-4.
Gold, A. H., Malhotra, A. and Segars, A. H. (2001). Knowledge management: An organizational capabilities perspective. Journal of Management Information System, 18(1), 185-214.
Gossling, T. and Rutten, R. (2007). Innovation in regions. European Planning Studies, 15(2), 253-270.
Harris, J., Craig, E., and Egan, H. (2010). How successful organizations strategically manage their analytic talent. Strategy and Leadership, 38(3), 15-22.
Hartmann, E., Feisel, E. and Schober, H. (2010). Talent management of western MNEs in China: Balancing global integration and local responsiveness. Journal of World Business, 45(2), 169-178.
Hau, Y. S., Kim, B., Lee, H. and Kim, Y. G. (2013). The effects of individual motivations and social capital on employees’ tacit and explicit knowledge sharing intentions. International Journal of Information Management, 33(2), 356-366.
Heisig, P., Suraj, O. A., Kianto, A., Kemboi, C., Arrau, G. P. and Easa, N. F. (2016). Knowledge management and business performance: Global experts’ views on future research needs. Journal of Knowledge Management, 20(6), 1169-1198.
Helfat, C., Finkelstein, S., Mitchell, W., Peteraf, M. A., Singh, H., Teece, D. J. and Winter, S. G. (2007). Dynamic capabilities: Understanding strategic change in organizations. Oxford: Blackwell.
Helfat, C. E. (1997). Know-how and asset complementarity and dynamic capability accumulation: The case of R&D. Strategic Management Journal, 18(5), 339-360.
Hsu, L. C. and Wang, C. H. (2012). Clarifying the effect of intellectual capital on performance: The mediating role of dynamic capability. British Journal of Management, 23(2), 179-205.
Jantuen, A., Ellonen, H-K. and Johansson, A. (2012). Beyond appearances - Do dynamic capabilities of innovative firms actually differ?. European Management Journal, 30(2), 141-155.
Jones, R. (2008). Social capital: Bridging the link between talent management and knowledge management. In Vaiman, V. and Vance, C. M. (Eds.), Smart Talent Management: Building Knowledge Assets for Competitive Advantage. (pp. 1-263). Cheltenham: Edward Elgar.
Jyoti, J. and Rani, R. (2014). Exploring talent management practices: Antecedents and consequences. International Journal of Management Concepts and Philosophy, 8(4), 220-248.
King, K. A. (2016). The talent deal and journey: Understanding how employees respond to talent identification over time. Employee Relations, 38(1), 94-111.
Kontoghiorghes, C. (2016). Linking high performance organizational culture and talent management: Satisfaction/motivation and organizational commitment as mediators. The International Journal of Human Resource Management, 27(16), 1833-1853.
Krzakiewicz, K. (2013). Dynamic capabilities and knowledge management. Management, 17(2), 1-15.
Kucherov, D. and Zavyalova, E. (2012). HRD practices and talent management in the companies with the employer brand. European Journal of Training and Development, 36(1), 86-104.
Lacy, P., Arnott, J. and Lowitt, E. (2009). The challenge of integrating sustainability into talent and organization strategies: Investing in the knowledge, skills and attitudes to achieve high performance. Corporate Governance, 9(4), 484-494.
Laforet, S. (2011). A framework of organizational innovation and outcomes in SMEs. International Journal of Entrepreneurial Behavior and Research, 17(4), 380-408.
Lane, K. and Pollner, F. (2008). How to address China’s growing talent shortage. McKinsey Quarterly, 3(January, 2008), 33-40.
Lee, J. S. and Hsieh, C. J. (2010). A research in relating entrepreneurship, marketing capability, innovative capability and sustained competitive advantage. Journal of Business and Economics Research, 8(9), 109-119.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L. (2011). Developing a capacity for organizational resilience through strategic human resource management. Human Resource Management Review. 21(3), 243-255.
Lepak, D. P. and Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. The Academy of Management Review, 24(1), 31-48.
Lewis, R. E. and Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154.
Macher, J. T. and Mowery, D. C. (2009). Measuring dynamic capabilities: Practices and performance in semiconductor manufacturing. British Journal of Management, 20(1), 41-62.
Makadok, R. (1998). Can first-mover and early-mover advantages be sustained in an industry with low barriers to entry/imitation?. Strategic Management Journal, 19(7), 683-696.
Martin, J. and Schmidt, C. (2010). How to keep your top talent. Harvard Business Review, 88(5), 54-61.
Matongolo, A., Kasekende, F. and Mafabi, S. (2018). Employer branding and talent retention: Perceptions of employees in higher education institutions in Uganda. Industrial and Commercial Training, 50(5), 217-233.
McEvily, S. and Chakravarthy, B. (2002). The persistence of knowledge-based advantage: An empirical test for product performance and technological knowledge. Strategic Management Journal, 23(4), 285-305.
Mellahi, K. and Collings, D. (2010). The barriers to effective global talent management: The example of corporate élites in MNEs. Journal of World Business, 45(2), 143-149.
Mehrizi, M. H. R. and Bontis, N. (2009). A cluster analysis of the KM ﬁeld. Management Decision, 47(5), 792-805.
Meyers, M. C. and Woerkom, M. V. (2014). The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49(2), 192-203.
Momaya, K. (2018). Innovation capabilities and firm competitiveness performance: Thinking differently about future. International Journal of Global Business and Competitiveness, 13(1), 3-9.
Nantharojphong, K. and Jadesadalug, V. (2018). The influences of organizational climate and perceived organizational support affecting job performance of the employee in manufacturing industry: The mediating effect of work happiness. WMS Journal of Management, 7(1), 21-38.
Nantharojphong, K. and Siriwong, P. (2018). The social construction of meanings, source of meanings and self-leadership development process of generation Z: Research for constructing grounded theory. Journal of Education Studies, 46(3), 1-28.
Ndlela, L. T. and du Toit, A. S. A. (2001). Establishing a knowledge management program for competitive advantage in an enterprise. International Journal of Information Management, 21(2), 151-165.
Noruzy, A., Dalfard, V. M., Azhdari, B., Nazari-Shirkouhi, S. and Rezazadeh, A. (2013). Relations between transformational leadership, organizational learning, knowledge management, organizational innovation, and organizational performance: An empirical investigation of manufacturing firms. The International Journal of Advanced Manufacturing Technology, 64(5-8), 1073-1085.
Oginni, B. O., Ogunlusi, C. F. and Faseyiku, I. (2013). A study of employee retention strategies and organizational survival in private universities in South West, Nigeria. The International Journal of Management, 2(1), 1-17.
Onyango, W. P. (2015). Effects of transformational leadership styles on talent management: A case of Micro, Small and Medium Size Enterprises in Migori County, Kenya. Journal of Poverty, Investment and Development, 10(April, 2015), 51-59.
Ostroff, C., Kinicki, A. J. and Muhammad, R. S. (2013). Organizational culture and climate. In N. W. Schmitt, S. Highhouse and I. B. Weiner (Eds.), Handbook of psychology: Industrial and organizational psychology (pp. 643-676). Hoboken: John Wiley & Sons.
Pandza, K. and Thorpe, R. (2009). Creative search and strategic sense making: Missing dimensions in the concept of dynamic capabilities. British Journal of Management, 20(1), 118-131.
Phutachote, N. (2017). Organizational behavior (4th ed.). Bangkok: Chulalongkorn University Press.
Porter, M. E. (1985). Competitive advantage: Creating and sustaining superior performance. New York: FreePress.
Porter, M. E. (1990). Competitive advantage. New York: Free Press.
Rabbi, F., Ahad, N., Kousar, T. and Ali, T. (2015). Talent management as a source of competitive advantage. Journal of Asian Business Strategy, 5(9), 208-214.
Rahomee, A. and Mohanachandran, D. (2013). Talent management strategy and absorptive capacity as antecedences of innovation capability: A conceptual framework. Research Journal of Social Sciences and Management, 2(9), 115-123.
Ready, D. A. and Conger, J. A. (2007). Make your company a talent factory. Harvard Business Review, 85(6), 1-10.
Reychav, I. and Weisberg, J. (2010). Bridging intention and behavior of knowledge sharing. Journal of Knowledge Management, 14(2), 285-300.
Ritbumroong, R. (2003). Talent management for developing organizational competitiveness advantage. Master Term Paper, M.S., National Institute of Development Administration, Bangkok.
Sadeli, J. (2015). The influence of leadership, talent management, organizational culture and organizational support on employee engagement. International Research Journal of Business Studies, 5(3), 195-215.
Sambamurthy, V. and Subramani, M. (2005). Special issue on information technologies and knowledge management. MIS Quarterly, 29(2), 193-195.
Scarbrough, H. (2003). Knowledge management, HRM and the innovation process. International Journal Manpower, 24(5), 501-516.
Schein, E. H. (2010). Organizational culture and leadership (4th ed.). San Francisco: Jossey-Bass.
Schuler, R. S., Jackson, S. E. and Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506-516.
Shani, A. B., Sena, J. A. and Olin, T. (2003). Knowledge management and new product development: A study of two companies. European Journal of Innovation Management, 6(3), 137-149.
Siriwet T. (2015). Talent management alignment affect to stock exchange of business Performance of public company in Thailand. Doctoral Thesis, Ph.D., Burapha University, Chonburi.
Sparrow, P., Hird, M. and Cooper, C. L. (2015). Strategic Talent Management. In Do We Need HR? (pp. 177-212). London: Palgrave Macmillan.
Srivastava, P. and Bhatnagar, J. (2010). Employer brand for talent acquisition: An exploration towards Its measurement. Vision, 14(1/2), 25-34.
Stahl, G. K., Bjorkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P. (2012). Six principles of effective global talent management. MIT Sloan Management Review, 53(2), 25-42.
Stuart-Kotze, R. and Dunn, C. (2008). Who are your best people?: How to find, measure and manage your top talent. Prentice Hall: Financial Times.
Suksawang, S. (2017). Innovation in Organization. Retrieved April 30, 2018, from https://www.sasimasuk.com
Suliyanto, S. and Rahab, R. (2012). The role of market orientation and learning orientation in improving innovativeness and performance of small and medium enterprises. Asian Social Science, 8(1), 134-145.
Sullivan, J. (2004). Eight elements of a successful employment brand. Retrieved April 4, 2019, from https://www.ere.net/the-8-elements-of-a-successful-employment-brand/
Supsin J., Suktam W. and Chamaram, S. (2018). The impact of building a learning organization on organizational innovativeness. Mahachula Academic Journal, 5(1), 16-33.
Tang, D. (2016). On the principles of talent utilization. Higher Education of Social Science, 10(6), 9-11.
Teece, D. and Pisano, G. (1994). The dynamic capabilities of firms: An introduction. Laxenburg: International Institute for Applied Systems Analysis.
Teece, D.J., Pisano, G. and Shuen, A. (1997). Dynamic capabilities and strategic management. Strategic Management Journal, 18(7), 509-533.
Teece, D. J. (2007). Explicating dynamic capabilities: The nature and micro-foundations of (sustainable) enterprise performance. Strategic Management Journal, 28, 1319-1350.
Teece, D. J. (2012). Dynamic capabilities: Routines versus entrepreneurial action. Journal of Management Studies, 49(8), 1395-1401.
Torres, A., Ferraz, S. and Santos-Rodrigues, H. (2018). The impact of knowledge management factors in organizational sustainable competitive advantage. Journal of Intellectual Capital, 19(2), 453-472.
Tranckle, P. and Cushion, C. J. (2006). Rethinking giftedness and talent in sport. Quest, 58(2), 265-282.
Vaiman, V. and Vance, C. M. (2008). Smart talent management: Building knowledge assets for competitive advantage. Cheltenham: Edward Elgar.
Van-Dijk, H. G. (2008). The talent management approach to human resource management: Attracting and retaining the right people. Journal of Public Administration, 43(3.1), 385-395.
Wang, C. L. and Ahmed, P. K. (2007). Dynamic capabilities: A review and research agenda. International Journal of Management Reviews, 9(1), 31-51.
Wang, W. C., Lin, C. H. and Chu, Y. C. (2011). Types of competitive advantage and analysis. International Journal of Business and Management, 6(5), 100-104.
Wei, Y. (2015). Do employee high in general human capital tend to have higher turnover intention? The moderating role of high-performance HR practices and P-Ofit. Personnel Review, 44(5), 739-756.
Whelan, E. and Carcary, M. (2011). Integrating talent and knowledge management: Where are the benefits?. Journal of Knowledge Management, 15(4) 675-687.
Whelan, E., Collings, D. G. and Donnellan, B. (2010). Managing talent in knowledge intensive settings. Journal of Knowledge Management, 14(3), 486-504.
Wiblen, S., Dery, K. and Grant, D. (lecturer) (May 20-21, 2010). Transitioning from a proprietary to vanilla HRIS: The resulting implications for talent. In The 3rd European Academic Workshop on Electronic Human Resource Management (pp. 326-341). Bamberg: Saarland University
Yam, R., Lo, W., Tang, E. and Lau, A. (2011). Analysis of sources of innovation, technological innovation capabilities, and performance: An empirical study of Hong Kong manufacturing industries. Research Policy, 40(3), 391-402.
Yodhaboribal, S. (2014). Singapore and war of global talent to talent hub of Singapore: Lessons and challenges to guidelines of creating talent hub of Thai public sector in AEAN context. Humanities and Social Science, 31(2), 1-28.
Yukl, G. (2013). Leadership in organization (8th ed.). Boston: Pearson.
Zawislak, P. A., Alves, A. C., Gamarra, J. T., Barbieux, D. and Reichert, F. M. (2012). Innovation capability: From technological to transactional capability. Journal of Technology Management and Innovation, 7(2), 14-27.
Zhang, J., Ahammad, M. F., Tarba, S., Cooper, C. L., Glaister, K. W. and Wang, J. (2015). The effect of leadership style on talent retention during merger and acquisition integration: Evidence from China. The International Journal of Human Resource Management, 26(7), 1021-1050.