As a flexible working style, working anytime from anywhere can attract talented individuals due to flexibility and expanded talent pools. This literature review analyzes talent attraction through flexible work anytime from anywhere, as it applies to the current work style. The findings show that remote work is attractive for gifted individuals seeking meaningful and fulfilling work opportunities. Flexibility lets employees work remotely and allows them to plan their workdays around their schedules. They can pick when they are most productive and fit in personal obligations like taking care of their families or engaging in hobbies. By removing regional restrictions, businesses can access a far bigger talent pool. Employers can hire workers from several cities, nations, or even continents remote labor. By having access to a larger talent pool, employers are more likely to hire highly qualified workers who might not be accessible or willing to move for a traditional office position.

Agbanu, I. I., Tsetim, J. T., & Suleman, A. (2023). Flexible Work Arrangements and Productivity of Sales Representatives of Book Publishing Companies in Nigeria. International Journal of Innovation in Marketing Elements, 3(1), 1–22. https://doi.org/10.59615/ijime.3.1.1

Al Awadhi, T. H., & Muslim, S. B. (2023). Reviewing the Relation between Human Resources Practices, Talent Management and Succession Planning In UAE Public Sector. (2023). Information Sciences Letters, 12(4), 1271–1283. https://doi.org/10.18576/isl/120442

Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings. Psychological Science in the Public Interest, 16(2), 40–68. https://doi.org/10.1177/1529100615593273

Belzunegui-Eraso, A., & Erro-Garcés, A. (2020). Teleworking in the Context of the Covid-19 Crisis. Sustainability, 12(9), 3662. https://doi.org/10.3390/su12093662

Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2014). Does Working from Home Work? Evidence from a Chinese Experiment *. The Quarterly Journal of Economics, 130(1), 165–218. https://doi.org/10.1093/qje/qju032

Camilleri, M. A. (2020). Using the balanced scorecard as a performance management tool in higher education. Management in Education, 35(1), 10–21. https://doi.org/10.1177/0892020620921412

Claus, L. (2019). HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), 207–215. https://doi.org/10.1016/j.brq.2019.04.002

Collings, D. G., Mellahi, K., & Cascio, W. F. (2018). Global Talent Management and Performance in Multinational Enterprises: A Multilevel Perspective. Journal of Management, 45(2), 540–566. https://doi.org/10.1177/0149206318757018

Dai, Y., Feng, X., Kang, G., Wang, H., & Sun, H. (2022). Influence of Corporate Reputation and Career Development on Talent Attraction: And the Moderating Effect of Chinese Travel Industry Catalogs. Forest Chemicals Review, 679-698.

Erez, M., Lisak, A., Harush, R., Glikson, E., Nouri, R., & Shokef, E. (2013). Going Global: Developing Management Students’ Cultural Intelligence and Global Identity in Culturally Diverse Virtual Teams. Academy of Management Learning & Education, 12(3), 330–355. https://doi.org/10.5465/amle.2012.0200

Ferreira, R., Pereira, R., Bianchi, I. S., & da Silva, M. M. (2021). Decision Factors for Remote Work Adoption: Advantages, Disadvantages, Driving Forces and Challenges. Journal of Open Innovation: Technology, Market, and Complexity, 7(1), 70. https://doi.org/10.3390/joitmc7010070

Gkinko, L., & Elbanna, A. (2022). Hope, tolerance and empathy: employees’ emotions when using an AI-enabled chatbot in a digitalised workplace. Information Technology & People, 35(6), 1714–1743. https://doi.org/10.1108/itp-04-2021-0328

Holm, J. R., & Lorenz, E. (2021). The impact of artificial intelligence on skills at work in Denmark. New Technology, Work and Employment, 37(1), 79–101. https://doi.org/10.1111/ntwe.12215

Jairam-Owthar, D., Naicker, V., & Unhelkar, B. (2022). The effect of performance management of strategy on an executive decision support framework for the financial service sector of a developing economy. EUREKA: Social and Humanities, 6, 3–14. https://doi.org/10.21303/2504-5571.2022.002705

Jang, E., & Chen, X. (2022). How Can We Make a Sustainable Workplace? Workplace Ostracism, Employees’ Well-Being via Need Satisfaction and Moderated Mediation Role of Authentic Leadership. Sustainability, 14(5), 2869. https://doi.org/10.3390/su14052869

Kajanová, J., & Barteková, N. (2022). Remote Work as a New Standard? Cost Saving and Productivity Increase with Remote Work in the Slovak Translations Services Sector. The Poprad Economic and Management, 10, 318.

Kaplan, R. S., Norton, D. P. (1996). The Balanced Scorecard: Translating Strategy into Action. Harvard Business School Press.

Kaushik, M., & Guleria, N. (2020). The impact of the COVID-19 pandemic in the workplace. European Journal of Business and Management, 12(15), 1-10.

Kraus, S., Durst, S., Ferreira, J. J., Veiga, P., Kailer, N., & Weinmann, A. (2022). Digital transformation in business and management research: An overview of the current status quo. International Journal of Information Management, 63, 102466. https://doi.org/10.1016/j.ijinfomgt.2021.102466

Kumar, S. (2021). The impact of talent management practices on employee turnover and retention intentions. Global Business and Organizational Excellence, 41(2), 21–34. https://doi.org/10.1002/joe.22130

Lytell, M. C., John, E. M., Shostak, M., & Matthews, M. (2023). Talent Management and Diversity, Equity, and Inclusion in the Department of the Air Force. Department of the Air Force Instruction FA7014-16-D-1000. Available online: https://www.rand.org/content/dam/rand/pubs/research_reports/RRA900/RRA988-5/RAND_RRA988-5.pdf (accessed on 6 June 2023).

Margherita, A. (2022). Human resources analytics: A systematization of research topics and directions for future research. Human Resource Management Review, 32(2), 100795. https://doi.org/10.1016/j.hrmr.2020.100795

Mayo, A. T. (2022). Syncing Up: A Process Model of Emergent Interdependence in Dynamic Teams. Administrative Science Quarterly, 67(3), 821–864. https://doi.org/10.1177/00018392221096451

Mohammadi, M., Rahimi, E., Davatgari, A., et al. (2022). Examining the persistence of telecommuting after the COVID-19 pandemic. Transportation Letters, 15(6), 608–621. https://doi.org/10.1080/19427867.2022.2077582

Nzonzo, J. C., & Du Plessis, Y. (2020). Critical success factors for integrating talent management strategies with wellness interventions. SA Journal of Human Resource Management, 18. https://doi.org/10.4102/sajhrm.v18i0.1353

Penn, Q. (2022). Investigating the Future of Student Affairs Professionals [PhD thesis]. The Claremont Graduate University and San Diego State University.

Putera, P. B., Widianingsih, I., Rianto, Y., Ningrum, S., & Suryanto, S. (2022). Human Resources of Research and Innovation in Indonesia: Reality, Policy Strategy, and Roadmap. Jurnal Perencanaan Pembangunan: The Indonesian Journal of Development Planning, 6(3), 386–401. https://doi.org/10.36574/jpp.v6i3.365

Rigamonti, E., Gastaldi, L., & Corso, M. (2022). Measuring HR Analytics maturity: Supporting the development of a roadmap for data-driven talent management. 12th Biennial International Conference of the Dutch HRM Network. pp. 1–33.

Rustiawan, I., Safariningsih, R. T. H., & Zen, A. (2023). Talent Management Concepts: Analysis Recruitment, Program Training, Mentoring, and Leadership. International Journal of Business and Applied Economics, 2(2), 233–244. https://doi.org/10.55927/ijbae.v2i2.2772

Sakapurnama, E., Umanto, U., Muslim, M. A., & Asriyadi, D. (2020). Strategy Formulation Roadmap Human Capital: Action Research Based Soft System Methodology, Case in PT Angkasa Pura I. The Asian Journal of Technology Management (AJTM), 13(2), 145–157. https://doi.org/10.12695/ajtm.2020.13.2.4

Santoso, W., Sitorus, P. M., Batunanggar, S., Krisanti, F. T., Anggadwita, G., & Alamsyah, A. (2021). Talent mapping: a strategic approach toward digitalization initiatives in the banking and financial technology (FinTech) industry in Indonesia. Journal of Science and Technology Policy Management, 12(3), 399–420. https://doi.org/10.1108/jstpm-04-2020-0075

Seshasai, S. J., & Balaji, K. D. (2023). Navigating Career Management In The Era Of Employee Well-Being, Mobility, And Upskilling: Embracing Technological Advancements. Commerce, Economics & Management, 139. doi: 10.25215/9392917783.20

Shamaileh, N., AlHamad, A., Al-Qudah, M., Mohammad, A., Alhalalmeh, M., Al-Azzam, M., & Alshurideh, M. (2022). The effect of e-HRM on organizational performance and talent management: A strategic evolution perspective. International Journal of Data and Network Science, 6(4), 1043–1048. https://doi.org/10.5267/j.ijdns.2022.8.005

Singh, R. K., Agrawal, S., & Modgil, S. (2021). Developing human capital 4.0 in emerging economies: an industry 4.0 perspective. International Journal of Manpower, 43(2), 286–309. https://doi.org/10.1108/ijm-03-2021-0159

Thrassou, A., Vrontis, D., Efthymiou, L., & Uzunboylu, N. (2022). An Overview of Business Advancement Through Technology: The Changing Landscape of Work and Employment. Business Advancement through Technology Volume II, 1–18. https://doi.org/10.1007/978-3-031-07765-4_1

Urbaniec, M., Małkowska, A., & Włodarkiewicz-Klimek, H. (2022). The Impact of Technological Developments on Remote Working: Insights from the Polish Managers’ Perspective. Sustainability, 14(1), 552. https://doi.org/10.3390/su14010552

Van Knippenberg, D., Nishii, L. H., & Dwertmann, D. J. G. (2020). Synergy from diversity: Managing team diversity to enhance performance. Behavioral Science & Policy, 6(1), 75–92. https://doi.org/10.1177/237946152000600108

Waworuntu, E. C., Kainde, S. J. R., & Mandagi, D. W. (2022). Work-Life Balance, Job Satisfaction and Performance Among Millennial and Gen Z Employees: A Systematic Review. Society, 10(2), 384–398. https://doi.org/10.33019/society.v10i2.464

Workplace Learning Report. (2023). Available online: https://learning.linkedin.com/content/dam/me/learning/en-us/pdfs/workplace-learning-report/LinkedIn-Learning_Workplace-Learning-Report-2023-EN.pdf (accessed on 2 September 2023).

Wu, A. C., & Kao, D. D. (2022). Mapping the Sustainable Human-Resource Challenges in Southeast Asia’s FinTech Sector. Journal of Risk and Financial Management, 15(7), 307. https://doi.org/10.3390/jrfm15070307

Wu, J., Richard, O. C., Triana, M. del C., & Zhang, X. (2021). The performance impact of gender diversity in the top management team and board of directors: A multiteam systems approach. Human Resource Management, 61(2), 157–180. https://doi.org/10.1002/hrm.22086