Talent management in the hospitality and tourism industry: a French perspective on hospitality small and medium-sized enterprises
研究了法国中小型酒店企业如何基于文化背景和动态能力形成独特的人才管理模式（D-System），揭示其灵活、非正式、反应式的管理实践，对HR从业者和跨文化研究者有参考价值。
Purpose The purpose of this study is to examine talent management (TM) in French hospitality small and medium-sized enterprises (SMEs) from a culturally embedded perspective and focus on how dynamic capabilities shape its evolution. Design/methodology/approach The authors used a qualitative research design with five SME case studies. They conducted 24 semi-structured interviews with key stakeholders, analyzing the data thematically to identify patterns related to their TM approach and dynamic capabilities, ultimately generating a culturally embedded model of TM. Findings Dynamic capabilities underpin the D-System – a distinctive, culturally embedded TM model used by some French hospitality SMEs. Rooted in a culture of adaptability, it is characterized by dynamic and ex post reactive TM practices that are decentralized and informal. SMEs in this industry use short-term and ad hoc strategies, leveraging resourcefulness to attract, develop and retain talent. SMEs’ dynamic capabilities enable them to manage talent in a flexible, reactive manner, allowing for swift responses to fluctuating labor demands. Practical implications The proposed framework helps HR embed TM within contextual realities and supports professionals in shifting from reactive to agile, culturally informed practices, enabling adaption in turbulent environments. This paper offers the basis for further cross-cultural TM studies and reflections in hospitality and tourism (H&T). Originality/value This study establishes a novel link between TM, societal culture and French hospitality SMEs. This study provides empirical evidence introducing the D-System, a culturally embedded, contextually tailored TM model that emphasizes flexibility and resourcefulness.