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[{"key": "dc.contributor.advisor", "value": "von Bonsdorff, Monika", "language": null, "element": "contributor", "qualifier": "advisor", "schema": "dc"}, {"key": "dc.contributor.author", "value": "Konttinen, Miia", "language": null, "element": "contributor", "qualifier": "author", "schema": "dc"}, {"key": "dc.date.accessioned", "value": "2023-02-20T11:55:08Z", "language": null, "element": "date", "qualifier": "accessioned", "schema": "dc"}, {"key": "dc.date.available", "value": "2023-02-20T11:55:08Z", "language": null, "element": "date", "qualifier": "available", "schema": "dc"}, {"key": "dc.date.issued", "value": "2023", "language": null, "element": "date", "qualifier": "issued", "schema": "dc"}, {"key": "dc.identifier.uri", "value": "https://jyx.jyu.fi/handle/123456789/85544", "language": null, "element": "identifier", "qualifier": "uri", "schema": "dc"}, {"key": "dc.description.abstract", "value": "\u2019Talent management\u2019 voitanee vapaasti k\u00e4\u00e4nt\u00e4\u00e4 suomeksi parhaiden kykyjen tai \r\nlahjakkuuksien johtamiseksi. Se kattaa laajan kirjon eri k\u00e4yt\u00e4nteit\u00e4, prosesseja ja \r\ntoimintoja, joilla pyrit\u00e4\u00e4n monipuolisesti vaikuttamaan ty\u00f6ntekij\u00e4kokemukseen. \r\nJoidenkin arvioiden mukaan yli 70 % organisaatioista hy\u00f6dynt\u00e4\u00e4 sit\u00e4, mutta vain \r\nalle yksi kymmenest\u00e4 organisaatiosta pit\u00e4\u00e4 omaa l\u00e4hestymistapaansa\r\ntehokkaana. T\u00e4m\u00e4 johtunee ainakin osittain siit\u00e4, ett\u00e4 kykyjen/lahjakkuuksien \r\njohtamiseen nivoutuvat niin monenlaiset eri prosessit ja k\u00e4yt\u00e4nteet, ja se \r\nkoskettaa useita eri sidosryhmi\u00e4 heid\u00e4n omine tavoitteineen ja odotuksineen, \r\nett\u00e4 kyseess\u00e4 on l\u00e4hes poikkeuksetta monimutkainen organisatorinen kudelma. \r\nT\u00e4st\u00e4 syyst\u00e4 vastuullisuus on siin\u00e4 keskeinen teema.\r\nT\u00e4m\u00e4 Pro Gradu-tutkielma l\u00e4hti kartoittamaan miten kokeneet ja \r\nglobaaleissa yrityksiss\u00e4 toimivat talent management-ammattilaiset (n=12)\r\nm\u00e4\u00e4rittelev\u00e4t sen, mit\u00e4 on vastuullinen kykyjen/lahjakkuuksien johtaminen ja \r\nmillaista roolia eri sidosryhm\u00e4t siin\u00e4 n\u00e4yttelev\u00e4t. N\u00e4it\u00e4 ammattilaisia pyydettiin\r\nmy\u00f6s valottamaan yrityksens\u00e4 vahvuuksia ja kehitt\u00e4miskohteita t\u00e4ll\u00e4 saralla \r\nvastuullisuuden n\u00e4k\u00f6kulmasta. Teoreettisena l\u00e4ht\u00f6kohtana oli \r\nsidosryhm\u00e4teoria, ja empiirinen osuus koostui puolistrukturoiduista \r\nhaastatteluista, jotka analysoitiin laadullisen sis\u00e4lt\u00f6analyysin keinoin. \r\nTutkielmassa huomattiin, ett\u00e4 n\u00e4iden ammattilaisten m\u00e4\u00e4ritelm\u00e4t \r\nvastasivat aiemman kirjallisuuden ymm\u00e4rryst\u00e4 aiheesta: vastuullisuuden \r\nn\u00e4htiin kilpistyv\u00e4n inklusiivisuuteen, yrityksen yhteiskuntavastuuseen, sek\u00e4 \r\ntasa-arvoon ja yhdenvertaisuuteen. Tutkielmassa taloudellinen vastuullisuus ja \r\nkykyjen/lahjakkuuksien johtamisen strateginen taso nousivat kuitenkin \r\naiempaa vahvemmin esille, ja my\u00f6s ulkoiset sidosryhm\u00e4t n\u00e4htiin sis\u00e4isten \r\nrinnalla aiempaa keskeisempin\u00e4 toimijoina. Yritysten selke\u00e4ksi vahvuudeksi \r\nnousi nimenomaan inklusiivisuus, kun taas \u2019talentin\u2019 m\u00e4\u00e4rittely ja mittaaminen, \r\nsek\u00e4 riitt\u00e4m\u00e4tt\u00f6m\u00e4t digitaaliset ratkaisut haastavat yrityksi\u00e4 k\u00e4yt\u00e4nn\u00f6ss\u00e4.", "language": "fi", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.abstract", "value": "Talent management (TM) is an organizational system that encompasses a range \r\nof practices, processes and activities contributing to the overall employee \r\nexperience. Reportedly around 70% of all organizations have it in some form \r\nanother but it has been estimated that less than one in ten organizations find their \r\nown TM effective. This is likely due to the complex nature of TM as it tends to be \r\na multi-layered weave of managerial aspects and leadership issues, while also \r\nbringing together a range of stakeholders with their own TM ambitions, \r\nexpectations, and duties. As a result, TM highlights many responsibility issues.\r\nTherefore, the present study set out to examine how talent management that \r\nis responsible is defined by talent management professionals. The roles of \r\ndifferent stakeholders in responsible talent management (RTM) were also studied. \r\nAdditionally, current RTM strengths and challenges were deemed of relevance to \r\nshed light on RTM in practice. These research questions were on a theoretical level \r\napproached through the concept of responsible talent management and \r\nstakeholder theory. The empirical part consisted of twelve semi-structured \r\ninterviews conducted with experienced talent management professionals \r\nworking in large, globally operating companies. The data was analysed with \r\nqualitative content analysis.\r\nAs the key findings, it was discovered that the participants\u2019 understanding \r\nof RTM very much mirrored previous scholars\u2019 definition of RTM being a \r\ncombination of inclusivity, corporate social responsibility, and equality and \r\nequity. However, the participants emphasized strategy and use of resources as \r\nsigns of RTM far more, if compared to previous studies. In respect to stakeholders, \r\nthe present study concurs with earlier studies as RTM was viewed as everyone\u2019s \r\nbusiness in the company. However, some of the participants had an outward looking approach to RTM, instead of only deeming it as an internal process, like \r\nin earlier scholarly works. Finally, companies seemed to be mostly pleased in how \r\ninclusive their TM is, and how clear their TM processes are, whereas issues of \r\ntalent assessment criteria, and lack of digital solutions that would support TM, \r\nwere raised among the most pivotal concerns.", "language": "en", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Submitted by Paivi Vuorio (paelvuor@jyu.fi) on 2023-02-20T11:55:08Z\r\nNo. of bitstreams: 0", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Made available in DSpace on 2023-02-20T11:55:08Z (GMT). No. of bitstreams: 0\r\n Previous issue date: 2023", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.format.extent", "value": "117", "language": null, "element": "format", "qualifier": "extent", "schema": "dc"}, {"key": "dc.format.mimetype", "value": "application/pdf", "language": null, "element": "format", "qualifier": "mimetype", "schema": "dc"}, {"key": "dc.language.iso", "value": "eng", "language": null, "element": "language", "qualifier": "iso", "schema": "dc"}, {"key": "dc.rights", "value": "In Copyright", "language": "en", "element": "rights", "qualifier": null, "schema": "dc"}, {"key": "dc.subject.other", "value": "responsible talent management", "language": null, "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "stakeholder theory", "language": null, "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "qualitative content analysis", "language": null, "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.title", "value": "Responsible talent management : \u201cThe sweet spot is where these two things come together: what the employee wants and knows, and what the company needs\u201d", "language": null, "element": "title", "qualifier": null, "schema": "dc"}, {"key": "dc.type", "value": "master thesis", "language": null, "element": "type", "qualifier": null, "schema": "dc"}, {"key": "dc.identifier.urn", "value": "URN:NBN:fi:jyu-202302201803", "language": null, "element": "identifier", "qualifier": "urn", "schema": "dc"}, {"key": "dc.type.ontasot", "value": "Pro gradu -tutkielma", "language": "fi", "element": "type", "qualifier": "ontasot", "schema": "dc"}, {"key": "dc.type.ontasot", "value": "Master\u2019s thesis", "language": "en", "element": "type", "qualifier": "ontasot", "schema": "dc"}, {"key": "dc.contributor.faculty", "value": "Jyv\u00e4skyl\u00e4 University School of Business and Economics", "language": "en", "element": "contributor", "qualifier": "faculty", "schema": "dc"}, {"key": "dc.contributor.faculty", "value": "Jyv\u00e4skyl\u00e4n yliopiston kauppakorkeakoulu", "language": "fi", "element": "contributor", "qualifier": "faculty", "schema": "dc"}, {"key": "dc.contributor.department", "value": "Taloustieteet", "language": "fi", "element": "contributor", "qualifier": "department", "schema": "dc"}, {"key": "dc.contributor.department", "value": "Business and Economics", "language": "en", "element": "contributor", "qualifier": "department", "schema": "dc"}, {"key": "dc.contributor.organization", "value": "Jyv\u00e4skyl\u00e4n yliopisto", "language": "fi", "element": "contributor", "qualifier": "organization", "schema": "dc"}, {"key": "dc.contributor.organization", "value": "University of Jyv\u00e4skyl\u00e4", "language": "en", "element": "contributor", "qualifier": "organization", "schema": "dc"}, {"key": "dc.subject.discipline", "value": "Johtaminen", "language": "fi", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "dc.subject.discipline", "value": "Management and Leadership", "language": "en", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "yvv.contractresearch.funding", "value": "0", "language": null, "element": "contractresearch", "qualifier": "funding", "schema": "yvv"}, {"key": "dc.type.coar", "value": "http://purl.org/coar/resource_type/c_bdcc", "language": null, "element": "type", "qualifier": "coar", "schema": "dc"}, {"key": "dc.rights.accesslevel", "value": "openAccess", "language": null, "element": "rights", "qualifier": "accesslevel", "schema": "dc"}, {"key": "dc.type.publication", "value": "masterThesis", "language": null, "element": "type", "qualifier": "publication", "schema": "dc"}, {"key": "dc.subject.oppiainekoodi", "value": "20424", "language": null, "element": "subject", "qualifier": "oppiainekoodi", "schema": "dc"}, {"key": "dc.subject.yso", "value": "vastuullisuus", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "yritykset", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "henkil\u00f6st\u00f6johtaminen", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "responsibility (properties)", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "enterprises", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "human resource management", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.format.content", "value": "fulltext", "language": null, "element": "format", "qualifier": "content", "schema": "dc"}, {"key": "dc.rights.url", "value": "https://rightsstatements.org/page/InC/1.0/", "language": null, "element": 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