TALENT MANAGEMENT IN THE CONTEXT OF INDUSTRY 4.0

The purpose of the research is to study the migration of highly-qualifi ed workers of the Republic of Kazakhstan abroad during the period of intensive development of advanced technologies and to identify the links of this process with countries with a high level of industrialization.  

Methodology. Based on the descriptive methodology, the results of the INSEAD Research Institute (GI, GII indices) and statistical data on migration of the Republic of Kazakhstan were studied. Methods of heuristic analysis, comparison and logical justifi cation were used in the data analysis. In the course of the literature review, explanations of the basic concepts are given and the current state of talent management is determined. Based on the principles of consistency, and complex analysis the hypotheses put forward were considered.  

Originality/value of the research. A study was conducted based on the allocation of exclusive (elite) highly qualifi ed, talented specialists. In order to prevent the outfl ow of qualifi ed specialists who negatively aff ect the intellectual potential of the country, the comprehensive causes and consequences were explained.  

Findings. It is established that the outfl ow of talents abroad has no direct connection with the level of industrialization of the host country. The reason is that they cannot use high potential (HiPo) and achieve high results (HiPer) professionally. The fact that the country's level of education does not fully satisfy them also aff ects. It is proved that most often primary educational migration leads to subsequent labor migration. 

1. Anshari, M., Almunawar, M. N. and Razzaq A. (2021). Developing Talents vis-a-vis Fourth Industrial Revolution. International Journal of Asian Business and Information Management, 12(4), 20–32, DOI: 10.4018/IJABIM.20211001.oa2.

2. Chambers, E. G., Foulon, M., Handfield-Jones, H., Hankin, S. M. and Michaels, E. G. (1998). The War for Talent. The McKinsey Quarterly, 3, 44-57.

3. Khilji, S. E., Tarique, I., Schuler, R. S. (2015). Incorporating the macro view in global talent management. Human Resource Management Review, 25(3), 236–248, DOI: 10.1016/j.hrmr.2015.04.001.

4. Beechler, S. and Woodward, I. C. (2009). The global “war for talent”. Journal of International Management, 15(3), 273–285, DOI: 10.1016/j.intman.2009.01.002.

5. Karacay, G. (2018). Talent Development for Industry 4.0. Managing The Digital Transformation Springer Series in Advanced Manufacturing. Cham. Springer International Publishing, 123–136.

6. Acar, P. (2016). Theoretical journey of talent management: egalitarian and elitist approach. Journal of Management, Marketing, and Logistics. Pressacademia, 3(3), 284–284.

7. Boudreau, J. W. and Ramstad, P. M. (2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy defi nition. Human Resource Management, 44(2), 129–136, DOI: 10.1002/hrm.20054.

8. Action Plan 2021-2025. (2021). Industri All Global Union. Retrieved August 6, 2022, from https://www.industriall-union.org/about-us/action-plan-of-industriall-global-union.

9. Statistikalyk derekter. (2022). Bureau of National Statistics of the Agency for Strategic Planning and Reforms of the Republic of Kazakhstan. Retrieved July 25, 2022, from https://stat.gov.kz/ (In Kazakh).

10. Oliinyk, O. (2021). The Impact of Migration of Highly Skilled Workers on The Country’s Competitiveness and Economic Growth. Montenegrin Journal of Economics, 17(3), 7–19, DOI: 10.2139/ssrn.1374329.

11. Giannoccolo, P. (2009). The Brain Drain: A Survey of the Literature. Working Paper No. 2006-03-02. Universita degli Studi di Milano-Bicocca, Department of Statistics, 29 p., DOI: 10.2139/ssrn.1374329.

12. Anjum, N. and Rahaman, M. S. (2022). Human Resource Management amidst COVID-19 Pandemic: Behavioral Implications for HR Practitioners. Journal of Advanced Research in Economics and Administrative Sciences, 3(1), 57-66, DOI: 10.47631/jareas.v3i1.398.

13. Whysall, Z., Owtram, M. and Brittain, S. (2019). The new talent management challenges of Industry 4.0. Journal of Management Development, 38(2), 118–129, DOI: 10.1108/jmd-06-2018-0181.

14. Alhajjar, A., Kassim, R., Raju, V. and Alnachef, T. (2018). Driving Industry 4.0 Business Through Talent Management of Human Resource System: The Conceptual Framework for Banking Industry. World Journal of Research and Review, 7(3), 53-57.

15. The Business School for the World. (2022). INSEAD. Retrieved July 14, 2022, from https://www.insead.edu/.

16. Global Talent Competitiveness Index. (2022). INSEAD. Retrieved July 14, 2022, from https://www.insead.edu/faculty-research/research/gtci.

17. INSEAD. (2019). The Global Talent Competitiveness Index 2019: Entrepreneurial Talent and Global Competitiveness. Fontainebleau, France, 324 p.

18. INSEAD. (2020). The Global Talent Competitiveness Index 2020: Global Talent in the Age of Artificial Intelligence. Fontainebleau, France, 369 p.

19. Lanvin, B. and Monteiro, F. (2021). The Global Talent Competitiveness Index. INSEAD. Retrieved July 14, 2022, from https://www.insead.edu/faculty-research/research/gtci.

20. Global Innovation Index 2021. (2021). INSEAD. Retrieved July 10, 2022, from https://www.insead.edu/newsroom/2021-global-innovation-index-2021-innovation-investments-resilient-despite-covid-19-pandemic.

21. Cornell University, INSEAD, WIPO. (2019). Global Innovation Index 2019: Creating Healthy Lives - The Future of Medical Innovation. Ithaca, Fontainebleau, and Geneva, 340 p.

22. Cornell University, INSEAD, WIPO. (2020). Global Innovation Index 2020: Who Will Finance Innovation? World Intellectual Proper, 2020. Ithaca, Fontainebleau, and Geneva, 399 p.

23. The Global Innovation Index (GII) 2021. Kazakhstan. (2021). INSEAD. Retrieved August 23, 2022, from https://www.wipo.int/edocs/pubdocs/en/wipo_pub_gii_2021/kz.pdf.

24. World Migration Report International Organization for Migration. (2021). INSEAD. Retrieved August

25. 25, 2022, from https://worldmigrationreport.iom.int/. 25. IOM Kazakhstan. (2022). The International Organization for Migration. Retrieved August 23, 2022, from https://kazakhstan.iom.int/.

26. Bokaev, B. N. and Qaimoldiev, A. (2021). Analiz efektivnosti primenenia profesionalnyh znani i kompetensi vypusknikov zarubejnyh vuzov v Kazahstane v kontekste intelektualnoi migrasii. Gosudarstvennoe upravlenie i gosudarstvennaia slujba, 2(77), 95-108, DOI: 10.1016/j.jwb.2010.10.011 (In Russian).

27. Schuler, R. S., Jackson, S. E. and Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506-516, DOI: 10.1016/j. jwb.2010.10.011.