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Open research questions in Human Resource and Talent Management

405 unresolved questions extracted from the limitations and future-work sections of 2,229 Human Resource and Talent Management papers in our library. Each links back to the study that raised it.

What the literature leaves open

  • These findings, obtained in contexts distinct from the one targeted by this research, converge with the stated hypotheses and support the relevance of the proposed conceptual model, whose integrated empirical validation in the Moroccan context remains to be carried out.

    Employee Experience as a Lever for Talent Retention: Beyond Recruitment · 2026 · DOI

  • These results suggest that the model maintained predictive accuracy and stability with limited data.

    A neural network-based model for cultivating applied talents in the context of industry-education integration · 2025 · DOI

  • That quence as assumed has not been addressed, making tionally, a different methodology much salary discussion founding factors and, framework the subordinate to force is, participation may be more of an antecedent to this point, managerial to be an important in controlling a broader conceptual to view the role of salary discussion.

    Does salary discussion hurt the developmental performance appraisal? · 1986 · DOI

  • E. Kay, that discussing introduced J. R. P. French, salary appraisal proposition. by H. H. Jr. Hur- has a nega- (PA). This

    Does salary discussion hurt the developmental performance appraisal? · 1986 · DOI

  • Future research might explore further the trade-off between these two sources of costs.

    Decision bias and personnel selection strategies · 1987 · DOI

  • The study identifies a gap in the literature, as prior studies have not examined the relationship between talent management and emotional intelligence in the Yemeni industrial sector. The study highlights the need for more research on talent management and emotional intelligence in the Yemeni industrial sector.

    Impact of Talent Management on Emotional Intelligence in Food Industry Companies in Hodeidah Governorate · 2026 · DOI

  • The paper recommends redesigning motivation programs to include material and moral incentives that enhance employees' professional and emotional well-being, but provides no empirical testing of what specific incentive structures, compensation models, or recognition systems would effectively bridge the non-significant gap between motivation initiatives and emotional intelligence outcomes in food industry contexts.

    Impact of Talent Management on Emotional Intelligence in Food Industry Companies in Hodeidah Governorate · 2026 · DOI

  • The study identifies a gap in the understanding of the impact of AI on talent management in governmental health institutions.

    The impact of employing artificial intelligence technologies in supporting talent management on the performance efficiency of institutions in the government health sector in the Kingdom of Saudi Arabia · 2026 · DOI

  • The study does not examine the relationship between employee experience levels (sample shows distribution from less than 5 years to 15+ years) and their ability to adapt to and effectively utilize AI-supported talent management systems. Training effectiveness and performance outcomes may differ significantly between recently-hired personnel and experienced staff with substantial professional background.

    The impact of employing artificial intelligence technologies in supporting talent management on the performance efficiency of institutions in the government health sector in the Kingdom of Saudi Arabia · 2026 · DOI

  • The study identifies a gap in current research on talent management in cooperative organizations. The research highlights the need for further study on the concept of talent in a cooperative context.

    Paradojas de talento en el cooperativismo: Reflexiones desde MONDRAGON · 2026 · DOI

  • The implementation of talent management still faces several challenges, such as limited resources and high workloads. The study did not provide a comprehensive analysis of the challenges faced by healthcare workers.

    Talent Management Strategies and Their Impact on the Well-Being of Healthcare Workers: A Literature Review · 2026 · DOI

  • The study identifies a gap in the literature on the impact of talent management strategies on healthcare worker well-being. The study highlights the need for ongoing organizational commitment and policies to optimize talent management implementation.

    Talent Management Strategies and Their Impact on the Well-Being of Healthcare Workers: A Literature Review · 2026 · DOI

  • Prior research has shown inconsistent findings on the relationship between talent management, employee engagement, and job satisfaction and employee retention. The study aims to contribute to the understanding of employee retention from the Resource-Based View perspective.

    Employee Retention dalam Perspektif Resource-Based View: Peran Talent Management, Employee Engagement, dan Job Satisfaction · 2026 · DOI

  • The lack of understanding of the micro-level mechanisms through which CSR shapes talent stability. The need to examine the relationship between CSR and talent stability in the context of large enterprise groups in China.

    Perceived Corporate Social Responsibility, Career Planning Support and Talent Stability: Evidence from A Large Chinese Enterprise Group · 2026 · DOI

  • In addition, the present study operationalized talent stability through the affective commitment dimension; future research could examine whether this pattern generalizes to broader behavioral and multi-motive indicators of staying. Future studies should examine whether the CSR → ECP → TS pathway holds across ownership forms, industries, regions, and HR governance systems.

    Perceived Corporate Social Responsibility, Career Planning Support and Talent Stability: Evidence from A Large Chinese Enterprise Group · 2026 · DOI

  • Traditional bureaucratic and process-oriented work practices in Japan impede the adoption of technology-driven workflows. The energy infrastructure sector in Japan needs to nurture digital talent to adopt technology-driven workflows. The company faces a dwindling and graying population.

    Nurturing Talent For Digital Transformation By Integrating Digital Upskilling With Career Pathing: A Case Study of A Company In Japan’s Energy Infrastructure Sector · 2026 · DOI

  • Further studies can investigate the long-term effects of the integrated intervention on the company's digital transformation. The study can be replicated in other companies and sectors to validate the findings.

    Nurturing Talent For Digital Transformation By Integrating Digital Upskilling With Career Pathing: A Case Study of A Company In Japan’s Energy Infrastructure Sector · 2026 · DOI

  • The study identifies a gap in the literature on the challenges to employee retention strategies in Federal Teaching Hospitals in Southwestern Nigeria. The study aims to fill this gap by providing information on knowledge and measures toward the improvement of employee retention strategies.

    Challenges to Employees’ Retention Strategies in Tertiary Hospitals in Southwest of Nigeria · 2026 · DOI

  • i. Federal Teaching Hospitals should improve on the already existing retention strategies, such as succession planning, recognition, non-cash awards, and training and development that are shared with the entire department. These would demonstrate to employees how much the organisation values their presence and commitment to the business. Employees should be informed of the organisation's plans to maintain employee satisfaction. ii. Support should also be provided by ensuring that workers have adequate access to equipment and infrastructural facilities to carry out their tasks. These would boost employees’ morale and lessen the feeling that they are overworked. iii. There should be sufficient financial funding from the government, groups and individuals. This can be promoted by the government through the provision of a conducive environment by rewarding individuals who donate to teaching hospitals, and also make public private partnership as another development option.

    Challenges to Employees’ Retention Strategies in Tertiary Hospitals in Southwest of Nigeria · 2026 · DOI

  • Future studies should investigate the causal relationships between managerial support, AI impact, and career development outcomes. Future studies should explore the impact of AI on remote work in different industries and contexts. Future studies should develop and test interventions to enhance managerial support and facilitate employee career development in remote and AI-enhanced workplaces.

    Talent empowerment in AI-enabled remote workplaces · 2026 · DOI

  • There is a lack of understanding of the role of managerial support practices in fostering career development in remote and AI-enhanced workplaces. There is a need to explore the impact of AI on remote work, with a focus on managerial support and career advancement.

    Talent empowerment in AI-enabled remote workplaces · 2026 · DOI

  • The 9-box model has limitations such as biased and inconsistent management judgments. The CLC High-Potential Model has limitations such as lack of consistent mechanism to measure employee evolution. The study's sample may not be representative of all organizations.

    Development and Validation of a Framework to Identify High Potential Employees in Organizations · 2026 · DOI

  • There is a lack of a multidimensional framework for identifying high-potential employees. Prior models have limitations, such as biased and inconsistent management judgments.

    Development and Validation of a Framework to Identify High Potential Employees in Organizations · 2026 · DOI

  • The increasing complexity of the organizational context. The need to integrate fairness into talent management systems. The challenge of creating a fair and just environment to enhance the effectiveness of talent management.

    Talent Management as a Driver of Organizational Excellence: Evidence of Organizational Justice as a Mediator · 2026 · DOI

  • The study identifies a gap in understanding the role of Organizational Justice in mediating the relationship between Talent Management and excellence. The study aims to address this gap by investigating the mediating role of Organizational Justice.

    Talent Management as a Driver of Organizational Excellence: Evidence of Organizational Justice as a Mediator · 2026 · DOI

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405 open questions have been extracted from the limitations and future-work passages of 2,229 Human Resource and Talent Management papers in our library. Each one below links back to the study that raised it, so you can read the original claim in context.

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