title: Are local companies and multinational corporations equally equipped to struggle for talents in Russia?
metadata.name: dc.contributor.author
metadata.value: Osipova, Alexandra S.
metadata.lang: -
metadata.name: dc.date.accessioned
metadata.value: 2022-09-13T16:38:11Z
metadata.lang: -
metadata.name: dc.date.available
metadata.value: 2022-09-13T16:38:11Z
metadata.lang: -
metadata.name: dc.date.issued
metadata.value: 2022-03
metadata.lang: -
metadata.name: dc.identifier.citation
metadata.value: Osipova A. S. 2022. Are local companies and multinational corporations equally equipped to struggle for talents in Russia? Vestnik of Saint Petersburg University. Management 21 (1): 105–130.
metadata.lang: en_GB
metadata.name: dc.identifier.other
metadata.value: http://doi.org/10.21638/11701/spbu08.2022.105
metadata.lang: -
metadata.name: dc.identifier.uri
metadata.value: http://hdl.handle.net/11701/37745
metadata.lang: -
metadata.name: dc.description.abstract
metadata.value: Firms increasingly adopt various talent attraction practices in order to hire the most talented
  employees and outperform competitors. Although talent attraction is considered critical
  for the firm success, there is little information on how specifically local firms and multinational
  corporations strive to win the “war” for talented employees in Russia. To bridge this gap, this
  study aims to explore talent attraction systems of Russian firms and their foreign counterparts,
  which they use in order to increase a competitive advantage. The research is based on a qualitative
  methodology, the data was collected using thirty three in-depth interviews with HR managers
  and further analyzed with the help of NVivo 12 software. The study reveals that both local
  firms and multinational corporations apply the same set of talent attraction practices at the operational
  level. However, only a few foreign companies use a strategic approach for the creation
  of external and internal talent pools which help them to quickly react to disruptive changes. The
  article contributes to existing research in two ways. First, it develops the resource-based view
  on talent management using the HR architecture framework and shows how talent attraction
  systems enable companies to acquire various talent groups in order to improve the competitive
  advantage. Second, this study explores talent attraction as a system on the strategic, policy and
  practices levels, describing their similarities and differences in local companies and multinational
  corporations.
metadata.lang: en_GB
metadata.name: dc.language.iso
metadata.value: en
metadata.lang: en_GB
metadata.name: dc.publisher
metadata.value: St Petersburg State University
metadata.lang: en_GB
metadata.name: dc.relation.ispartofseries
metadata.value: Vestnik of St Petersburg University. Management;Volume 21; Issue 1
metadata.lang: -
metadata.name: dc.subject
metadata.value: talent management
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: talent attraction
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: recruitment
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: talents
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: resource-based view
metadata.lang: en_GB
metadata.name: dc.title
metadata.value: Are local companies and multinational corporations equally equipped to struggle for talents in Russia?
metadata.lang: en_GB
metadata.name: dc.type
metadata.value: Article
metadata.lang: en_GB
resources.filename: 904.pdf
resources.url: https://dspace.spbu.ru/bitstream/11701/37745/1/904.pdf
resources.format: Adobe PDF
resources.size: 1,88 MB