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Table of Contents
Acknowledgements; Abstract; Table of Contents; List of Tables; List of Figures; List of Abbreviations; 1 Introduction; 1.1 Justification for the Study; 1.2 Problem Statement; 1.3 Purpose Statement; 1.4 Theoretical Framework; 1.5 Research Questions; 1.6 Significance of the Study; 1.7 Research Methods; 1.8 Sample and Population; 1.9 Definition of Key Terms; 1.10 Limitations of the Study; 1.11 Summary; 2 Review of the Literature; 2.1 Pharmaceutical Industry; 2.2 Human Resource Management; 2.3 Management and Identification of High Potentials; 2.4 Marketing Concepts.
2.4.1 Marketing Intelligence and Market Research2.4.2 Segmentation Research; 2.5 Marketing within Human Resources; 2.5.1 Recruitment and Selection; 2.5.2 Recruitment Process; 2.5.3 Recruitment Methods; 2.5.4 Recruitment and Performance; 2.5.5 The Company as a Brand and the Employee Value Proposition; 2.5.6 Target Population Insights; 2.5.7 Segmentation Bases; 2.5.8 Ethical and Legal Considerations Regarding Segmentation and Recruitment; 2.6 Contingency Theory; 2.7 Summary; 3 Research Design and Methods; 3.1 Theoretical Framework for the Study; 3.2 Qualitative Research Design.
3.3 Grounded Theory3.3.1 Epistemological Paradigm of the Grounded Theory Method; 3.4 Method; 3.5 Sample; 3.6 Procedure; 3.6.1 Interview Technique and Technology; 3.6.2 Development of the Interview Guide; 3.7 Data Analysis and Monitoring; 3.8 Summary; 4 Findings and Analysis; 4.1 Procedure; 4.2 Interviews; 4.3 Data Analysis; 4.4 Data Results; 4.4.1 When and by Whom Are Segmentation and Targeting Used in the Recruitment of High Potentials in the Pharmaceutical Industry inEurope and the United States?; 4.4.2 Why Are These Concepts Used or not Used in the Pharmaceutical Industry?
4.4.3 If These Concepts Are Used in the Pharmaceutical Industry, Which Attributes of High Potentials Are Deemed Important and whichSegmentation Bases and Methods Are Used?4.4.4 What Other Concepts and Instruments Are Currently Used in the Pharmaceutical Industry and why?; 4.5 Summary of Findings; 4.6 Analysis and Synopsis of the Study; 4.7 Overview of the Emerging Grounded Theory; 4.8 Discussion of the Emerging Grounded Theory; 4.9 Category One: Technological Capabilities; 4.9.1 Emergence of Social Media as a Recruiting Tool; 4.9.2 The Use of the Internet as a Communication Platform.
4.9.3 The Availability of Data-Mining Tools4.9.4 Summary of Technological Capabilities; 4.10 Category Two: The Scarcity of Certain Groups of High Potentials; 4.10.1 Summary of Scarcity of High Potentials; 4.11 Category Three: HR Attitudes, Opinions, and Strategies; 4.11.1 HR's Perspective on the Key Business Drivers; 4.11.2 HR's Perception and Definition of Recruitment and Human Resource Marketing; 4.11.3 Recruitment; 4.11.4 Human Resource Marketing; 4.11.5 Professionalization of HR: Sophistication, Standardization of Processes, and Centralization of Decision Making.
2.4.1 Marketing Intelligence and Market Research2.4.2 Segmentation Research; 2.5 Marketing within Human Resources; 2.5.1 Recruitment and Selection; 2.5.2 Recruitment Process; 2.5.3 Recruitment Methods; 2.5.4 Recruitment and Performance; 2.5.5 The Company as a Brand and the Employee Value Proposition; 2.5.6 Target Population Insights; 2.5.7 Segmentation Bases; 2.5.8 Ethical and Legal Considerations Regarding Segmentation and Recruitment; 2.6 Contingency Theory; 2.7 Summary; 3 Research Design and Methods; 3.1 Theoretical Framework for the Study; 3.2 Qualitative Research Design.
3.3 Grounded Theory3.3.1 Epistemological Paradigm of the Grounded Theory Method; 3.4 Method; 3.5 Sample; 3.6 Procedure; 3.6.1 Interview Technique and Technology; 3.6.2 Development of the Interview Guide; 3.7 Data Analysis and Monitoring; 3.8 Summary; 4 Findings and Analysis; 4.1 Procedure; 4.2 Interviews; 4.3 Data Analysis; 4.4 Data Results; 4.4.1 When and by Whom Are Segmentation and Targeting Used in the Recruitment of High Potentials in the Pharmaceutical Industry inEurope and the United States?; 4.4.2 Why Are These Concepts Used or not Used in the Pharmaceutical Industry?
4.4.3 If These Concepts Are Used in the Pharmaceutical Industry, Which Attributes of High Potentials Are Deemed Important and whichSegmentation Bases and Methods Are Used?4.4.4 What Other Concepts and Instruments Are Currently Used in the Pharmaceutical Industry and why?; 4.5 Summary of Findings; 4.6 Analysis and Synopsis of the Study; 4.7 Overview of the Emerging Grounded Theory; 4.8 Discussion of the Emerging Grounded Theory; 4.9 Category One: Technological Capabilities; 4.9.1 Emergence of Social Media as a Recruiting Tool; 4.9.2 The Use of the Internet as a Communication Platform.
4.9.3 The Availability of Data-Mining Tools4.9.4 Summary of Technological Capabilities; 4.10 Category Two: The Scarcity of Certain Groups of High Potentials; 4.10.1 Summary of Scarcity of High Potentials; 4.11 Category Three: HR Attitudes, Opinions, and Strategies; 4.11.1 HR's Perspective on the Key Business Drivers; 4.11.2 HR's Perception and Definition of Recruitment and Human Resource Marketing; 4.11.3 Recruitment; 4.11.4 Human Resource Marketing; 4.11.5 Professionalization of HR: Sophistication, Standardization of Processes, and Centralization of Decision Making.