Information pathways for the competence foresight mechanism in talent management framework

Abstract

PurposeThe purpose of this paper is to contribute to the research and literature through the development of the theme of competence foresight. In addition, the aim is to construct information pathways for the foresight mechanism, for the use of practitioners, to enable them to manage talent and competences with an anticipatory perspective.Design/methodology/approachThe research strategy is theoretical research with interpretive concept analysis approach. The research compares, compiles and combines theories and perspectives of strategic human resource management and development, talent management, competence management and foresight.FindingsThe results combine the information pathways and elements of the pathways for the competence foresight mechanism. The main three pathways in the mechanism are the pathways for detecting the needed competences for strategy implementation, the pathways for detecting rapid changes and the loss of competences.Research limitations/implicationsAs talent management frameworks are organization specific, so are the mechanisms and information pathways for competence foresight. The results can be adjusted and developed to fit into other organizations.Practical implicationsThe analysis and results provide the practitioners in human resources with new perspectives to use systematic foresight processes in talent management and development. The results can also be used for modelling the information pathways for the competence foresight mechanism in talent management software.Originality/valueThe research on human resources development and talent management does not deal with competence foresight. This paper addresses this deficiency and brings new, valuable perspectives of foresight and future studies for researchers and practitioners. This paper challenges further research on various aspects of competence foresight.