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- W3149726914 abstract "The attraction and retention of talent in China has been considered one of the mostchallenging tasks in human resource management (HRM) due to the severe shortage oftalent in the labour market. In their literature review of recent research in global talentmanagement (GTM), Tarique and Schuler (2009) identified three main external drivers ofGTM challenge: globalization, demographics, and the demand and supply gap. In theChinese context, globalization has led to the brain drain of home-grown talent throughinternational migration and from Chinese-owned firms to foreign-owned multinationalcorporations (MNCs) operating in China. A striking feature of China’s economic and socialchange following its ‘Open Door’ policy enacted in 1978 has been the growing number ofyoung people participating in higher education. This vast investment in education, however,has not provided the necessary talent pool for the country’s rapid development. What maybe the institutional failure? In the meantime, globalization and marketization are having anevident impact on the traditional cultural values and socialist ideology that were once heldby the nation. What may be the expectations and aspirations of the younger generation ofthe Chinese workforce in a period of transition?" @default.
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- W3149726914 date "2011-04-27" @default.
- W3149726914 modified "2023-09-23" @default.
- W3149726914 title "Talent management in China" @default.
- W3149726914 doi "https://doi.org/10.4324/9780203865682-17" @default.
- W3149726914 hasPublicationYear "2011" @default.
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