Mr. Abid Momand
Volume 3 Issue 4 | Dec 2020
DOI: 10.31841/KJEMS.2021.15
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Abstract
In this competitive era of knowledge-based economy intellectual capital is the most demanded source of competitive advantage. However, having quality workforce or human capital is only possible through a transparent and merit-based recruitment practices. Due to the absence of impartiality in human resource practices, preferential conduct is carried out in most of the cases especially, in form of nepotism in underdeveloped countries. Meanwhile considering the huge need for talented employees in organizations, this systematic literature review is intended to critically review the existing body of knowledge in order to identify the role of nepotism in talent acquisition. According to Ford and McLaughlin (1986), “The word “Nepos” is derived from the Latin language which conveys the meaning of “nephew”. Giving the privileges of hiring and promotion to those who are your family members or by some means close to your family. While talent acquisition is the ideal strategy of a well-standard organization to achieve their organizational goals effectively and within lower cost. After a systematic study of the existed body of literature, this review incorporates systematic literature methodology, sample selection criteria for finding literature, analysis of chosen research articles and some imperative concepts that highlight the relevance of nepotism with talent acquisition. Describing the role of nepotism in talent acquisition is the main theme of this systematic literature review. Academic research paper, conference proceedings, and other secondary data are the main components used for the literature review of this study. Besides, several databases have been used for finding relevant literature. This review of literature critically appraises and synthesizes research studies that round on the phenomena of nepotism and talent acquisition.
Keywords: Nepotism, Talent, Talent Acquisition, Employer Brand, Systematic, HR Practices