FROM TALENT MANAGEMENT PRACTICES TO TALENT CLIMATE: A SYSTEMATIC REVIEW AND INTEGRATIVE FRAMEWORK OF TALENT ATTRACTION, DEVELOPMENT AND RETENTION
DOI:
https://doi.org/10.69980/qcajm768Keywords:
talent management, talent climate, talent attraction, talent development, talent retention, banking, VOSviewer, systematic reviewAbstract
This review explains how talent-management practices create a talent climate. It focuses on talent attraction, development, and retention. It also examines ten proposed questionnaire dimensions. The study followed PRISMA 2020 and SPAR : 4-SLR principles. OpenAlex supplied English journal articles published between 2006 and 11 August 2026. Citation chasing added seminal papers missed by the database query. After screening and deduplication, 661 articles entered the bibliometric analysis. A focused set of 244 articles informed the conceptual synthesis. VOSviewer 1.6.21 supported concept co-occurrence mapping. Systematic coding compared exact labels, related concepts, and measurement roles. Research grew sharply after 2019 and reached 122 articles in 2025. Three connected clusters describe the field. They cover practice architecture, employee responses, and climate signals. The literature supports mentoring, leadership development, career growth, recognition, empowerment, engagement, and performance management. However, most proposed labels are uncommon. Community engagement has indirect support through social responsibility and employer reputation. Performance culture works better as a climate signal than an attraction practice. Performance comparison should become fair performance management. Workforce drive should become employee engagement and motivation. Talent climate remains underdeveloped and needs a separate measure. The review separates what organizations do from how employees interpret those actions. It presents a two-part talent-climate construct. Climate strength concerns distinctiveness, consistency, consensus, and contextual relevance. Climate quality concerns talent value, support, fairness, and inclusion. Banks should align attraction, development, and retention practices. They should also communicate those practices clearly and apply them fairly.
References
1.Al Aina, R., & Atan, T. (2020). The Impact of Implementing Talent Management Practices on Sustainable Organizational Performance. Sustainability, 12(20), 8372. https://doi.org/10.3390/su12208372
2.Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179. https://doi.org/10.1016/j.jwb.2013.11.001
3.Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relations, 29(6), 640-663. https://doi.org/10.1108/01425450710826122
4.Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–Firm Performance Linkages: The Role of the “Strength” of the HRM System. Academy of Management Review, 29(2), 203-221. https://doi.org/10.5465/amr.2004.12736076
5.Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313. https://doi.org/10.1016/j.hrmr.2009.04.001
6.Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472. https://doi.org/10.1108/ijchm-12-2013-0538
7.Dries, N. (2013). The psychology of talent management: A review and research agenda. Human Resource Management Review, 23(4), 272-285. https://doi.org/10.1016/j.hrmr.2013.05.001
8.Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 49(2), 262-271. https://doi.org/10.1016/j.jwb.2013.11.010
9.Gallardo-Gallardo, E., Dries, N., & González-Cruz, T. F. (2013). What is the meaning of ‘talent’ in the world of work?. Human Resource Management Review, 23(4), 290-300. https://doi.org/10.1016/j.hrmr.2013.05.002
10.Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P. (2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), 264-279. https://doi.org/10.1016/j.hrmr.2015.04.003
11.Gallardo-Gallardo, E., Thunnissen, M., & Scullion, H. (2020). Talent management: context matters. The International Journal of Human Resource Management, 31(4), 457-473. https://doi.org/10.1080/09585192.2019.1642645
12.Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2013). The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda. Human Resource Management Review, 23(4), 341-353. https://doi.org/10.1016/j.hrmr.2013.05.005
13.Gelens, J., Hofmans, J., Dries, N., & Pepermans, R. (2014). Talent management and organisational justice: employee reactions to high potential identification. Human Resource Management Journal, 24(2), 159-175. https://doi.org/10.1111/1748-8583.12029
14.Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated Talent Management Scale: Construction and Initial Validation. Sage Open, 8(3), 2158244018780965. https://doi.org/10.1177/2158244018780965
15.Jiang, T., & Iles, P. (2011). Employer‐brand equity, organizational attractiveness and talent management in the Zhejiang private sector, China. Journal of Technology Management in China, 6(1), 97-110. https://doi.org/10.1108/17468771111105686
16.Kaliannan, M., Darmalinggam, D., Dorasamy, M., & Abraham, M. (2023). Inclusive talent development as a key talent management approach: A systematic literature review. Human Resource Management Review, 33(1), 100926. https://doi.org/10.1016/j.hrmr.2022.100926
17.King, K. A. (2017). The talent climate. Journal of Organizational Effectiveness: People and Performance, 4(4), 298-314. https://doi.org/10.1108/joepp-03-2017-0023
18.Kumar, S. (2022). The impact of talent management practices on employee turnover and retention intentions. Global Business and Organizational Excellence, 41(2), 21-34. https://doi.org/10.1002/joe.22130
19.Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154. https://doi.org/10.1016/j.hrmr.2006.03.001
20.Maheshwari, V., Gunesh, P., Lodorfos, G., & Konstantopoulou, A. (2017). Exploring HR practitioners’ perspective on employer branding and its role in organisational attractiveness and talent management. International Journal of Organizational Analysis, 25(5), 742-761. https://doi.org/10.1108/ijoa-03-2017-1136
21.Maurya, K. K., & Agarwal, M. (2018). Organisational talent management and perceived employer branding. International Journal of Organizational Analysis, 26(2), 312-330. https://doi.org/10.1108/ijoa-04-2017-1147
22.McCracken, M., Currie, D., & Harrison, J. (2016). Understanding graduate recruitment, development and retention for the enhancement of talent management: sharpening ‘the edge’ of graduate talent. The International Journal of Human Resource Management, 27(22), 2727-2752. https://doi.org/10.1080/09585192.2015.1102159
23.Meyers, M. C., van Woerkom, M., & Dries, N. (2013). Talent — Innate or acquired? Theoretical considerations and their implications for talent management. Human Resource Management Review, 23(4), 305-321. https://doi.org/10.1016/j.hrmr.2013.05.003
24.Meyers, M. C., van Woerkom, M., Paauwe, J., & Dries, N. (2020). HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), 562-588. https://doi.org/10.1080/09585192.2019.1579747
25.Mujtaba, M., Mubarik, M. S., & Soomro, K. A. (2022). Measuring talent management: a proposed construct. Employee Relations: The International Journal, 44(5), 1192-1215. https://doi.org/10.1108/er-05-2021-0224
26.Narayanan, A., Rajithakumar, S., & Menon, M. (2019). Talent Management and Employee Retention: An Integrative Research Framework. Human Resource Development Review, 18(2), 228-247. https://doi.org/10.1177/1534484318812159
27.O’Connor, E. P., & Crowley-Henry, M. (2019). Exploring the Relationship Between Exclusive Talent Management, Perceived Organizational Justice and Employee Engagement: Bridging the Literature. Journal of Business Ethics, 156(4), 903-917. https://doi.org/10.1007/s10551-017-3543-1
28.Page, M. J., McKenzie, J. E., Bossuyt, P. M., Boutron, I., Hoffmann, T. C., Mulrow, C. D., Shamseer, L., Tetzlaff, J. M., Akl, E. A., Brennan, S. E., Chou, R., Glanville, J., Grimshaw, J. M., Hróbjartsson, A., Lalu, M. M., Li, T., Loder, E. W., Mayo-Wilson, E., McDonald, S., McGuinness, L. A., Stewart, L. A., Thomas, J., Tricco, A. C., Welch, V. A., Whiting, P., & Moher, D. (2021). The PRISMA 2020 statement: an updated guideline for reporting systematic reviews. BMJ, n71. https://doi.org/10.1136/bmj.n71
29.Paul, J., Lim, W. M., O’Cass, A., Hao, A. W., & Bresciani, S. (2021). Scientific procedures and rationales for systematic literature reviews (SPAR‐4‐SLR). International Journal of Consumer Studies, 45(4). https://doi.org/10.1111/ijcs.12695
30.Priem, J., Piwowar, H., & Orr, R. (2022). OpenAlex: A fully-open index of scholarly works, authors, venues, institutions, and concepts. arXiv. https://doi.org/10.48550/arxiv.2205.01833
31.Reis, I., Sousa, M. J., & Dionísio, A. (2021). Employer Branding as a Talent Management Tool: A Systematic Literature Revision. Sustainability, 13(19), 10698. https://doi.org/10.3390/su131910698
32.Story, J., Castanheira, F., & Hartig, S. (2016). Corporate social responsibility and organizational attractiveness: implications for talent management. Social Responsibility Journal, 12(3), 484-505. https://doi.org/10.1108/srj-07-2015-0095
33.Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122-133. https://doi.org/10.1016/j.jwb.2009.09.019
34.Theodorsson, U., Gudlaugsson, T., & Gudmundsdottir, S. (2022). Talent Management in the Banking Sector: A Systematic Literature Review. Administrative Sciences, 12(2), 61. https://doi.org/10.3390/admsci12020061
35.Thunnissen, M., Boselie, P., & Fruytier, B. (2013). A review of talent management: ‘infancy or adolescence?’. The International Journal of Human Resource Management, 24(9), 1744-1761. https://doi.org/10.1080/09585192.2013.777543
36.van Eck, N. J., & Waltman, L. (2010). Software survey: VOSviewer, a computer program for bibliometric mapping. Scientometrics, 84(2), 523-538. https://doi.org/10.1007/s11192-009-0146-3
37.Whysall, Z., Owtram, M., & Brittain, S. (2019). The new talent management challenges of Industry 4.0. Journal of Management Development, 38(2), 118-129. https://doi.org/10.1108/jmd-06-2018-0181
