Annotated Bibliography Of An Essay (Hrm)

4. Карташов Сергей Александрович, Одегов Юрий Геннадьевич & Шаталов Дмитрий Владиславович (2013). Управление талантами как HR-технология. Вестник Омского университета. Серия «Экономика» URL: http://cyberleninka.ru/article/n/upravlenie-talantami-kak-hr-tehnologiya (дата обращения: 09.09.2015).
Abstract: In this article talent management of the organization is considered as the HR-technology, which focuses on identifying talents and developing their potential impact, opportunities. Key words: talent, talent management, talent management process and techniques.
The authors in this article describe talent management as an attempt to predict human resources that a company needs, and a possibility to create conditions for its timely involvement.

Talent is the most powerful competitive advantage of innovative organizations, as well as a set of tools to attract talented employees. The term "talent management" has become one of the most important key concepts in corporate HR-management.
Companies in Russia need to develop a sustainable approach to talent management, which should be focused on the development, training of current and future talents. According to the author, to achieve the goals of innovation, organizations need to: leadership development and human capital, identifying the elements of corporate culture, conversion executive team, which will be the basу for innovations.
In addition, she suggests the talent management tools: personnel planning, recruiting, hiring; financial and non-financial motivation; satisfaction, loyalty and employee engagement; system evaluation of staff competency model; diagnosis, assessment, development of the organization. The process of talent management in the organization consists of the following features: workforce planning; recruiting; adaptation; performance management; training; succession; motivation; analysis

Statistics shows, however, that it was not big in the 2000s. No more than 2% of the total number of Russian scientists who have degrees went abroad at that time. Concept of «brain circulation» proves that the departure of scientists from Russia abroad is not only a threat to the development of Russian science, but also a chance to give incentive to its development.
Keywords: human capital; international migration; brain drain; brain circulation.
In this article Latova N. analyzes brain drain in post-Soviet Russia. She states that there is positive consequences of brain drain, and not only negative as many think. There is an optimistic approach regarding brain drain as the value of scientists’ work that is meaningful on a global level. The country, which scientists leave, can get a positive result of their work also. A negative approach regarding brain drain identifies negative effect for the “countries-donors.” The pessimistic approach is dominant at the current time.
She states that a brain drain is a part of more complicated process. There is a new term “brain circulation”. It refers to cyclic movement of talented professionals (scientists, engineers, managers) abroad for further training and then their return to home countries with the improvement of their professional