Russian Federation
This study is based on a comprehensive combination of four complementary methodological approaches, enabling a thorough analysis of the talent pool management problem in engineering. The conducted study revealed three systemic problems that significantly reduce the effectiveness of talent pool management in engineering enterprises. The first and most significant issue is the lack of clear criteria. The analysis showed that only 18% of the surveyed companies had developed formalized job profiles for positions included in the talent pool. The second problem is the methodological limitation of the applied approaches. The research found a clear bias toward traditional assessment methods: interviews are used in 89% of cases, while comprehensive evaluation procedures are rarely applied. The third major issue is the lack of process transparency. Only 24% of surveyed employees clearly understand the principles and criteria for being included in their organization’s talent pool.
talent pool, talent management, engineering, HR digitalization, HR analytics, comparative management
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