From talent identification to retention: Embedding talent management for sustainable development in football
Notice bibliographique
Résumé
The process of transforming a promising talent into an elite individual extends far beyond the moment of discovery. While talent identification remains a foundational pillar in modern football and the business world, it is increasingly clear that talent retention represents the true test of an organisation’s developmental integrity. Central to this continuum is Talent Management, a strategic, interdisciplinary function that links scouting outcomes to sustainable individual (player) progression. This paper explores the interconnected roles of talent identification, talent management, talent retention within the football ecosystem, proposing a holistic framework that positions Talent Management as the operational and strategic core of individual development. Drawing on insights from earlier research in scouting systems and comparative development models, this study critiques the limitations of current practices, particularly within English football, and proposes an evolved model that ensures individual potential is not only recognised, but refined, protected and retained over time. In numerous professional environments, the absence of a dedicated talent management system results in high attrition, stagnated development and the premature exit of high-potential players. The causes are systemic: fragmented communication between departments, reliance on traditional HRM practices unsuited for high-performance contexts, inadequate psychological support, and failure to personalise development pathways. To overcome these gaps, the paper introduces the concept of a Talent Management Unit (TMU), a specialised, cross-functional entry that operates alongside but independently from standard HRM. TMUs are designed to coordinate individualised development plans, monitor psychosocial wellbeing, integrate performance data, and proactively manage retention risks. The framework proposed rests on four integrated pillars: (1) Individual Development Pathways tailored to individual and psychological profiles; (2) Institutional Integration, ensuring that young talent adapts culturally and structurally into the organisation’s (club’s) ecosystem; (3) Performance and Wellbeing Monitoring, employing both data analytics and human-centred approaches; (4) Retention Strategy Alignment, which include career planning, mentorship, and succession mapping. This strategic model ensures that retention is not left to chance or short-term performance metrics but becomes a sustained organisational objective. Moreover, this paper engages in a comparative analysis of English and European academies. While English clubs often enjoy world-class infrastructure and funding, they struggle with developmental continuity due to fragmented systems and reactive planning. Conversely, European clubs from Spain and Germany implement more cohesive talent pipelines, marked by early senior team integration, structured mentorship programs, and a shared strategic vision across departments. These systems demonstrate the practical value of structured talent management in driving long-term talent retention and success. Talent management, in this context, becomes the critical differentiator between organisations and clubs that merely identify talent and those that develop and retain it through a systematic approach. The findings suggest that clubs that institutionalise TMUs and shift from a reactive HRM model to a proactive, talent-centric approach report higher player satisfaction, reduced dropout rates, and stronger long-term returns on investment in youth development. This research adopts a mixed-methods approach, combining qualitative interviews with sports professionals, case studies, and longitudinal data analysis from selected clubs across Europe. The results validate the hypothesis that retention is not merely a coaching function, but a strategic outcome of integrated talent management. In conclusion, this paper advocates for a paradigm shift in the way football organisations conceptualise and operationalise talent development. Talent should not be seen as a fixed attribute but as a dynamic potential that requires active, long-term management. Talent retention is a culmination of this process, and Talent Management is the mechanism that ensures that potential is not just discovered but fulfilled. By embedding TM into the structural fabric of football organisations, clubs can move from identifying to truly owning and growing their talent, ensuring competitiveness, stability and excellence.
Récupéré en direct depuis OpenAlex et désinversé. Les résumés ne sont pas conservés dans cette base de données : les index inversés représentent 8,6 Go des 9,3 Go de texte de la base, et le serveur dispose de 13 Go libres.
Comment cette classification a été obtenuedéplier
Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,003 | 0,000 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,002 |
| Études des sciences et des technologies | 0,001 | 0,000 |
| Communication savante | 0,000 | 0,000 |
| Science ouverte | 0,001 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,000 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,000 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».