The research postulates the conceptualization of talent in the Vietnamese banking sector via examining the factors pertaining to the concept of talent and talent management (TM) in the sector. This study applied qualitative research methods. A total of 20 managers and directors of ten banks (three public, four private and three foreign banks) were recruited for semi-structured interviews. The findings revealed that a combination of interconnected soft skills, learning ability, flexibility, technology adaptability, integrity and risk management skills contributes to talent identification. Managers in some private banks construed talent to be commensurate with high performance and high potential, whereas managers in public banks and foreign banks mainly relied on performance results in talent recognition. Moreover, talented employees holding sales-related jobs are given the most attention by management in the studied banks. Regarding practical implications, the banking community and practitioners’ focus should be imparted to soft skills development and integrity control in order to foster employee performance and attitudes. Attention should be paid not only to sales positions, but also to other positions within the bank. This study is one of a few which explores talent concepts and TM approaches in the banking sector in general and Vietnamese banking field in particular.

Abstract
1. Introduction
2. Literature Review
    2.1. Talent Conceptualization
    2.2. Talent Management in the Banking Sector
3. Research Methodology
    3.1. Participants
    3.2. Participant Approach Procedure
    3.3. Interview Questionnaire Design andTranscription Procedure
    3.4. Data analysis
4. Findings
    4.1. Talent as the Combination of Soft Skills,Integrity and Risk Management Skills
    4.2. Talent in the Banking Sector in Relation toSales
    4.3. Talent as High Performers/Potentials(Exclusive) Rather than All Employees(Inclusive)
5. Discussion
    5.1. Talent as the Combination of Skills, Abilityand Attitude
    5.2. Talent in the Banking Sector Related to Sales
    5.3. Talent as High Performers/Potentials(Exclusive) Rather than All Employees(Inclusive)
6. Conclusion
References

• Nhan Truong Thanh DANG(Banking University, Ho Chi Minh City, Vietnam / RMIT University)
• Quynh Thi NGUYEN(RMIT University)
• Raymund HABARADAS(De La Salle University, Manila, the Philippines.)
• Van Dung HA(Institute for Banking Science and Technology Research, Banking University Ho Chi Minh City) Corresponding Author.
• Van Thuy NGUYEN(Banking University, Ho Chi Minh City)