From Talent Management to Talent Climate: A Conceptual Measurement Framework for Organizations and a Future Agenda for 2030, 2040, and India@100
DOI:
https://doi.org/10.66635/tqcwex50Keywords:
Talent climate, talent management, measurement framework, organizational climate, employee perceptions, future of work, India@100Abstract
In the present situation, organizations started to continuously invest in employee recruitment and selection, career development, compensation and benefits, succession, and retention. But these practices do not always create a positive employee experience in the organization. Employees nowadays judge whether talent decisions are clear, fair, useful, and consistently applied in the organization. These shared judgments create a positive talent climate. The idea became more visible after King (2017) formally introduced the construct in literature. However, researchers still lack a widely accepted measure for general organizational use. This conceptual paper addresses that need. It traces talent management from the “war for talent” debate to current concerns about inclusion, wellbeing, skills, and artificial intelligence. It then defines talent climate and separates it from talent management practices, organizational culture, engagement, and employer branding. The paper proposes twelve dimensions for measuring talent climate. They cover strategy, attraction, fairness, performance, learning, mentoring, careers, empowerment, rewards, wellbeing, belonging, and responsible talent technology. A 36-item draft instrument is presented for later empirical validation. The paper also explains scoring, aggregation, reliability, validity, and measurement invariance. Finally, it offers reasoned outlooks for 2030, 2040, and 2047. The 2047 outlook connects organizational talent climate with India’s centenary development goals. The paper argues that future talent advantage will depend on trusted systems that help many people grow. It will not depend only on selecting a few high performers.
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