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The application of multi-criteria decision analysis methods into talent identification process: a social psychological perspective

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@article{bad107a8fb6b49cdbb6d3a6f43d6478b,
title = "The application of multi-criteria decision analysis methods into talent identification process: a social psychological perspective",
abstract = "This case study offers a new insight into application of multiple-criteria decision-making methods (MCDM) to social identity issues in the context of talent management. This study used MCDM to help a high-tech company to identify potential talents in its sale and marketing team (n=54). MCDM adjusted subjective information consisted of intangible organisational political issues into a transparent, objective benchmark. The transparency and consistency of this evaluation process reduced potential social identity disruption between individuals or groups. Furthermore, the involvement of multiple decision-makers (both managers and employees) in the talent identification procedure enhanced employees’ motivation for further development.",
keywords = "embargoover12, talent management, multi-criteria decision making, AHP, Flowsort, GAIA, visual management",
author = "Yi-Ling Lai and Alessio Ishizaka",
year = "2019",
month = "9",
day = "6",
doi = "10.1016/j.jbusres.2019.08.027",
language = "English",
journal = "Journal of Business Research",
issn = "0148-2963",
publisher = "Elsevier Inc.",

}

RIS

TY - JOUR

T1 - The application of multi-criteria decision analysis methods into talent identification process: a social psychological perspective

AU - Lai, Yi-Ling

AU - Ishizaka, Alessio

PY - 2019/9/6

Y1 - 2019/9/6

N2 - This case study offers a new insight into application of multiple-criteria decision-making methods (MCDM) to social identity issues in the context of talent management. This study used MCDM to help a high-tech company to identify potential talents in its sale and marketing team (n=54). MCDM adjusted subjective information consisted of intangible organisational political issues into a transparent, objective benchmark. The transparency and consistency of this evaluation process reduced potential social identity disruption between individuals or groups. Furthermore, the involvement of multiple decision-makers (both managers and employees) in the talent identification procedure enhanced employees’ motivation for further development.

AB - This case study offers a new insight into application of multiple-criteria decision-making methods (MCDM) to social identity issues in the context of talent management. This study used MCDM to help a high-tech company to identify potential talents in its sale and marketing team (n=54). MCDM adjusted subjective information consisted of intangible organisational political issues into a transparent, objective benchmark. The transparency and consistency of this evaluation process reduced potential social identity disruption between individuals or groups. Furthermore, the involvement of multiple decision-makers (both managers and employees) in the talent identification procedure enhanced employees’ motivation for further development.

KW - embargoover12

KW - talent management

KW - multi-criteria decision making

KW - AHP

KW - Flowsort

KW - GAIA

KW - visual management

UR - https://www.sciencedirect.com/science/article/pii/S0148296319304977?via%3Dihub

U2 - 10.1016/j.jbusres.2019.08.027

DO - 10.1016/j.jbusres.2019.08.027

M3 - Article

JO - Journal of Business Research

JF - Journal of Business Research

SN - 0148-2963

ER -

ID: 15176144