Talent Management Model in the Context of Coopetitive Interaction and the Knowledge Economy

This article examines the talent management model in the context of the modern knowledge economy, emphasizing the importance of coopetitive interaction among business, education, and science. Effective talent management has become a critical factor in ensuring organizational development and innovation in this rapidly evolving environment. The study addresses how coopetition-a - a strategic combination of cooperation and competition-can - can enhance the effective utilization of intellectual potential across different sectors, contributing to long-term competitiveness and innovation. The authors thoroughly analysed the literature, exploring fundamental principles and approaches to talent management that are essential for developing competitive organizations in the knowledge economy. The study identifies critical challenges that organizations face in attracting, developing, and retaining talent, particularly in light of fast-paced technological advancements and the growing complexity of the labor market. Additionally, the researchers emphasize the need for cross-sector cooperation, arguing that integrating business, education, and science is pivotal for creating an innovative environment where talent can thrive. The article's central focus is coopetition, which involves a delicate balance between collaborative efforts and competitive strategies among businesses, educational institutions, and research entities. This coopetitive approach is presented to maximize the intellectual resources available within the knowledge economy, ensuring the effective development of creativity, knowledge, and innovation. Furthermore, the research addresses talent retention challenges, particularly in sectors with high demand for skilled workers. It emphasizes the importance of providing continuous opportunities for professional growth and innovation integration. The proposed talent management model is comprehensive and considers the unique aspects of the modern labor market. The model highlights the necessity for organizations to attract talent and create an environment where employees can continuously develop their skills and contribute to the organization's innovation processes. The practical implications of this study offer a framework for organizations seeking to implement effective talent management strategies that align with the needs of the knowledge economy. In conclusion, the article presents a detailed analysis of a new talent management model that promotes competitiveness and innovation through coopetitive interaction among business, education, and science. This model is particularly relevant in today's knowledge-driven economy, where the ability to manage talent effectively plays a crucial role in organizational success. By fostering coopetition and ensuring the optimal use of intellectual potential, the proposed model contributes to developing innovative, competitive, and sustainable organizations capable of thriving in the knowledge economy.