Talent Management Philosophy in Public Sector: A Key for Managing Conflicts and Contradictions

Nowadays, economic globalisation has developed an increasingly challenging and competitive market environment that many firms should adapt to perform adequately in order to ensure profitability, sustainability, and economic development. Workers across the globe are becoming bigger, diversified, further cultured, and dynamic. A substantial existing proof demonstrates that firms around the world experience a powerful challenging situation concerning talent. Attracting, developing, and keeping highly talent individual is considered critical in private and public sector. These sectors are faced with condensing talent competitiveness between each other. Yet, talent management is an understudied area of discussion in public organisations. The objective of this article is to define and describe talent management based on a public sector framework through placing it within the human resource management system and relating it to developments, improvements, and trends of the public sector. This paper employs a comprehensive approach for talent management drawing on experiences based on public management and administration, and human resource management. Firstly, this paper identifies features and improvements related to the public industry. Second, it describes and defines talent and talent management from public perspectives focusing on recent studies and publications; it analyses talent management major problems, internal and external influences, conflicts, and contradictions in the public sector. Lastly, this paper recommends a potential road map for the research and discussion of talent management in the public industry and raise several suggestions for future studies.