Sorin Dan – författare

This book highlights the importance of talent management practices in recruiting, developing and retaining talented professionals in the digital and IT&C industry. It unpacks the distinctive characteristics of ‘digital talent’ represented by a wide spectrum of professionals and managers with digital abilities, competencies and skills who add considerable value to organizations and industries worldwide. It shows that despite digital talent’s increased variety and significant contribution to digital transformation processes, much of the existing human resource and talent management research and practice fail to account for their distinctiveness. This book calls for the need for a new kind of talent management, referred to as ‘digital talent management’ (DTM) that is applicable to digital talent and decidedly integrates digital talent’s distinctive characteristics into talent management strategies and practices in a human-centered manner. Drawing upon existing, yet disconnected, streams of literature and empirical evidence derived from the information technology and communication (IT&C) industry, this book defines digital talent and delineates strategies to attract, develop and retain them for an uncertain and renewed future.

Post-pandemic, there has been a period of crisis and dramatic flux in the recruitment, motivation, and retention of employees within the IT&C sector, with turnover rates reaching almost 20%. In this book’s survey of employees in the IT&C sector in Romania, it is revealed that 80% of departures were motivated by the belief that "the company is not the same as it was". Adopting the framework of organizational social capital, these findings are assessed in the context of our current landscape of remote and hybrid work, AI and a new generation who joined the workforce after the pandemic.Organizational social capital, as a concept, is centred on the idea that social capital fosters the development of intellectual capital and should be a priority for successful organizations. This book develops a theoretical framework for OSC that is specific to the contemporary IT&C sector and, particularly, the growth of remote and hybrid work. It will be of great interest to scholars and students of organizations, the IT&C sector and HRM.

Post-pandemic, there has been a period of crisis and dramatic flux in the recruitment, motivation, and retention of employees within the IT&C sector, with turnover rates reaching almost 20%. In this book’s survey of employees in the IT&C sector in Romania, it is revealed that 80% of departures were motivated by the belief that "e;the company is not the same as it was"e;. Adopting the framework of organizational social capital, these findings are assessed in the context of our current landscape of remote and hybrid work, AI and a new generation who joined the workforce after the pandemic.Organizational social capital, as a concept, is centred on the idea that social capital fosters the development of intellectual capital and should be a priority for successful organizations. This book develops a theoretical framework for OSC that is specific to the contemporary IT&C sector and, particularly, the growth of remote and hybrid work. It will be of great interest to scholars and students of organizations, the IT&C sector and HRM.

This book examines the relationship between artificial intelligence and power in government. The growth of AI has drastically altered the political landscape, and the shifting power relationships between actors involved in deploying AI have the potential to radically impact the ways in which this technology is understood, adopted and implemented in government.  Drawing together scholars from public policy, public management, information technology and law, this volume throws light on the implications that AI poses for existing power relationships between actors involved in the deployment and use of AI in government, and for existing power relationships between the state and citizens. It addresses these issues through three disciplinary perspectives – legal and regulatory studies, public policy and governance, and public management and innovation – in order to fully assess the interplay between AI and power in different governmental settings across the world. Chapters examine a range of themes pertinent to AI and governance, including the exercise of power, liability issues, ethical policymaking, surveillance, and the use of AI tools in public organizations. A concluding chapter maps out future directions for the study of AI and power in government.Interdisciplinary in nature, the book will appeal to all those interested in public policy, governance, public management, law, and technology studies.

This book engages theoretically and empirically with the unprecedented wave of public management reforms in public hospitals in Europe in the past 25 years. It provides a useful overview of these reforms and studies the way in which they have influenced the ability of national policy-making institutions to co-ordinate the system of public hospitals as a whole. Using a comparative structure, as well as original empirical data collected by the author, the book examines case studies on which little has so far been published for an international audience in English.

This book engages theoretically and empirically with the unprecedented wave of public management reforms in public hospitals in Europe in the past 25 years. It provides a useful overview of these reforms and studies the way in which they have influenced the ability of national policy-making institutions to co-ordinate the system of public hospitals as a whole. Using a comparative structure, as well as original empirical data collected by the author, the book examines case studies on which little has so far been published for an international audience in English.