Abstract
The talent management literature declares talent management a prime concern for HRM professionals while the careers literature calls talent management archaic. Three sets of assumptions identified through comparative review of both streams of the literature were tested in a large-scale survey (n=941). We found more support for the assumptions advocated in the talent management literature. Those who organizations consider their ‘best’ people are more often found in traditional-organizational careers – both in terms of employer inducements and employee attitudes. Traditional–organizational careers yield more career satisfaction than careers displaying more boundaryless features. Individuals' career types are mostly determined by supervisor-rated performance, much more so than by personal career orientation.
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