中国人才管理研究的热点与趋势分析 (1979—2022)

Hot Spots and Trends in China sub>’s Talent Management Research (1979-2022)

摘要:

为提升中国人才管理研究的社会影响力, 立足新时期人才管理实践利益相关方的业务需求, 基 于人才价值理论, 梳理、 分析和总结发表于 1979—2022 年间中国人才管理相关中英文学术期刊论文的热点 及其趋势变化, 科学预测未来研究方向。 借助 CiteSpace 软件, 对 140231 个中英文数据进行对比、 分析与整 合发现, 应基于中国情景进一步明晰人才管理概念的内涵维度, 开发测量工具, 完善和发展中国式人才管理 理论体系; 应立足数智时代, 紧跟国家战略和市场需求的变化, 拓宽研究对象范围; 应以人才价值为导向, 以人才培养和人才数据为重点, 形成具有比较优势的科研产品和服务; 研究设计与方法应更好平衡科学性与 实用性, 不断创新和拓宽实证数据采集渠道。

Abstract:

The Report of the 20th National Congress of the Communist Party of China emphasizes that talent are critical resources. In the process of implementing the strategy of strengthening China by talent，the importance of talent management has become increasingly prominent. Both in China and in the West，talent management is a new research field and is regarded as the new developmental stage of human resource management. In China，the research on talent management has developed for more than 40 years；however，it is still in the initial stage of development. A more comprehensive literature review on Chinese talent management is urgently needed for us to grasp the state-of-the-art of this research field，which is also the main research purpose of this paper. In order to narrow the gap between research and practice and to enhance the social influence of Chinese talent management research，this paper is based on the theory of talent value and regards scholars as the providers of talent management products and services. Analyzed against the actual needs of the main stakeholders of the talent management business in the human resource service industry in China，this paper analyzes the hot topics and changing trends of academic journal articles on Chinese talent management published between 1979 and 2022. This paper also discusses possible future research directions. Based on the definition of talent management in the Chinese context，this paper identifies 128 keywords and downloads 140，231 Chinese and English texts from databases CNKI，CSSCI，SSCI and Scopus. The study uses software CiteSpace and is divided into five periods. The data analysis is organized based on the research objects，research themes，theoretical viewpoints and research designs and methods of articles. Main conclusions include：Current research mainly serves Chinese government and public institutions. The research objects of current studies mainly include talent and organizations. Current literature studies talent in general and also the different groups of talent (such as leaders，students，knowledge workers，star employees，high-skilled talents and think tanks). Current research focuses on public sector organizations such as universities and hospitals. The hot topics of current studies are influenced by the changes in government policies. In terms of micro talent management research，talent evaluation，as a basic tool，is a constant hot topic. The research attention of Chinese scholars is diverted from talent introduction and talent selection towards the training and development of talent. Over the last decade，talent management literature in the English language focuses on talent training and talent evaluation as well as talent management systems. At the macro level，talent strategies have been a hot research topic over the past 20 years. Research articles are increasing and the research content of articles is enriching. In addition，scholars divert their attention from talent market towards talent planning and talent flows. In the last decade，Chinese and English studies in this area share some common interests，i.e.， talent training and development. At the macro level，the research focuses of current studies are on talent strategies (such as targeted poverty alleviation) and talent mobility. Human capital theory and macroeconomic theories are widely used in English studies. Quantitative studies are well recognized by scholars，and case studies become popular after 2020. In terms of future directions，our conclusions include：The concept of talent management in the Chinese context should be further clarified and its measures should be developed. Chinese scholars should develop an indigenous management theoretical system of Chinese talent management. In the digital economy，scholars should keep up with the changes of national strategies and talent needs，and expand the scope of research objects. Future research should be guided by talent value and focus on talent development and talent data to generate comparative advantages. The choices of empirical research designs and methods should consider how to better balance scientificity and utility. The channels of empirical data collection need digital innovation and improvement.