Associate Professor of Management @UQ_Business, The University of Queensland; Researching #HR #talent #globalmobility #futureofwork.
Brisbane, Australia
Joined January 2013
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Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
New paper on algorithmic management and worker agency: The platform perspective on algoactivism. Published open access in @HR_TIHR with @Prakriti_DG, @RonanCarbery, @amcdonnell_hrm. @MU_Business @CUBSucc @UQ_Business. #gigwork @algorithms #algorithmicmanagement #platforms #HR
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
How to Turn Long-Term #Expatriates Into Global Assets europeanbusinessreview.com/h… via The European Business Review #HRM #GlobalMobility. @UQ_Business
🚀 PhD Opportunities at @UQ_Business , Australia – start 2026! Scholarships close 15 Dec 2025. Research areas: 1️⃣ Future Workforce & AI 2️⃣ Digital HRM 3️⃣ Talent Marketplaces and Skills. Interested? Send CV via email. #PhD #Scholarship #FutureOfWork #HR #Research
How is #AI reshaping frontline #service work? Our new #openaccess article in the @J_o_SM explores exactly this: “Artificial intelligence and work design: implications for frontline service employees and future research.” doi.org/10.1108/JOSM-12-2024… #workdesign #HR @UQ_Business
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
Stefan Jooss retweeted
Many managers pay insufficient attention to talent strategy. @mitsmr presents five interventions that can help deepen their commitment to identifying and developing key capabilities sloanreview.mit.edu/article/…
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/4ntsZdT
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv xitter.cf/mitsmr/status/19679825…
Stefan Jooss retweeted
How to Foster #TalentManagement Champions sloanreview.mit.edu/article/… via @mitsmr #HR #HCM #HRM #HumanResources #OrgDev #leadership
Stefan Jooss retweeted
Talent management efforts are imperative to any leader’s role, not one-off exercises or tick-the-box compliance requirements. mitsmr.com/42hcMQv
Stefan Jooss retweeted
How to Foster #TalentManagement Champions sloanreview.mit.edu/article/… via @mitsmr #HR #HCM #HRM #HumanResources #OrgDev #leadership
Stefan Jooss retweeted
Our model describes four different talent management approaches along two key dimensions: leaders’ strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization). mitsmr.com/42hcMQv
