Several recently-developed human resources (HR) management studies found that HR\ndevelopment is associated with key stages of Vietnamâ??s economic development. Conversely,\nlimited research focused on talent management (TM) in the countryâ??s context. Those studies\nmainly investigated the ways of attracting and/or retaining Vietnamese talents without a\nclear focus on the conceptualization of talent and TM. The aims of the study are to (i)\nexplore the conceptualization of talent and TM in the Vietnamese banking sector and (ii)\nidentify similarities and differences between public (state-owned) and private employers in\nthat sector regarding how they conceptualize talent and TM. The literature review discussed\nmain significant perspectives of talent conceptualization, TM approaches and the overview\nof TM in the banking sector. Semi-structured interviews were conducted with bank\nmanagers at private and public banks to collect qualitative data. Based on the research\nfindings, Vietnamese bank talents are mostly related to two main areas; sales and\ndistribution. Remarkably, bank talent refers to acquired soft skills, learning ability,\nflexibility and technology adaptability of high performers/potentials rather than to innate\nabilities. The study revealed notable differences between public and private banks\nregarding talent and TM conceptualizations. Specifically, talent in the private banking sector\nis identified by not only results (high performance) but also competency (high potential)\nwhereas in the public sector it is mostly identified by results (high performance).\nAdditionally, public banks consider TM as a key human resources management (HRM)\npractice while private banks attribute TM to various other activities focusing on talent.
Loading....