Talent Attraction Research Articles

The impact of top management team members diversity on corporations’ performance and value: evidence from emerging markets

The study contributes to understanding the impact of top management team (TMT) member diversity on corporations’ performance and value in emerging markets. It examines three dimensions of diversity in TMT: gender, education, and foreign nationalities, providing insights into how these factors influence corporate performance and value. The study’s quantitative analysis of 70 non-financial corporations from Brazil, Egypt, India, Russia, Saudi Arabia, South Africa, and Turkey from 2013 to 2022 using cross-sectional unit analyzes helps establish empirical evidence on the relationship between TMT diversity and corporate performance in emerging markets. Study’s findings can inform corporations in emerging markets about the importance of promoting diversity in their top management teams to improve performance and value. The study found a significant impact of top management team diversity based on education and foreign nationalities but a non-significant impact on gender on some key performance indicators (KPIs). The study can explain the non-significant impact of gender according to shifting the prevailing theory from sexual selection theory to prospect theory. On the other hand, the study believes that the optimal mass of diversification, or the weight of members with diverse backgrounds, determines whether the impact of diversification is positive (it leads to increased creativity, innovation, problem-solving ability, talent attraction and retention, and employee engagement and productivity) or negative (it leads to increased organizational conflict and communication difficulties). If it is less than this mass, the benefits of diversity are limited, but if the mass is greater than it, the harms of diversity are greater than the benefits. The study also highlights the need for future research in the area of diversity in top management and provides a plan outlining steps to enhance diversity in top management teams.

P-455 Exploring the impact of fertility care on the modern workforce: key research findings

Abstract Study question Is there a need for a fertility revolution to accommodate the modern workforce, and how canit be safely and effectively implemented? Summary answer Offering care to employees facing fertility issues is vital as access to reproductive healthcareis more needed and more of a challenge than ever before. What is known already The UK faces a fertility care crisis as NHS struggles and private insurance premiums soar,prompting employees to seek support from employers. Challenges include an ageing parent demographic, falling fertility rates, and a global decline in sperm quality. Employees demand healthcare support, with 55% wanting fertility assistance, and 1 in 3 considering job change due to inadequate fertility or baby loss support. Financial concerns further delay fertility journeys for 56% of employees, impacting mental well-being. While high-cost fertility benefits emerge, the call is for holistic, early-stage support to mitigate stress and improve overall fertility outcomes for employees. Study design, size, duration During September 2023, a survey was conducted to explore and make the link between the personal / human experience of infertility and the corporate impact / responsibility in supporting someone through it. The survey was disseminated to 1031 employees, 511 of which were struggling with fertility issues and 508 were trying to conceive or considering future fertility. Participants/materials, setting, methods An online survey anonymously gathered responses from UK employees across various sectors, posing 22 targeted multiple-choice questions on fertility, pregnancy loss, and miscarriage. The survey sought to understand the intricate connections between theseaspects and the provision of employer-based support and benefits, shedding light on the current landscape of fertility-related concerns within the workforce. Main results and the role of chance The survey shows that 28% reported personal fertility experiences, and 37% faced challenges themselves or through partners. 55% desire increased employer support during their fertility journey, peaking at 66% among BAME individuals. Importantly,30% prioritise fertility benefits over a condensed work week, with Gen Z (37%) emphasising this more than Gen X (28%). Attrition concerns are evident, with 21% contemplating job changes due to fertility struggles, higher among BAME (31.54%) and LGBTQ + (25.62%) individuals. Productivity is impacted for 30%, with LGBTQ+ individuals experiencing a higher impact (38%). workplace relationships suffer for 25%, while 24% believe their workplace poorly support those facing fertility challenges.Taking time off for fertility-related issues is prevalent, with 64% having done so, and 22% believe more employer support could have reduced their time off. Workplace policies appear lacking, as 39% find them non-inclusive, with BAME (44%) and LGBTQ + (49%) individuals expressing higher dissatisfaction. Attraction and retention are influenced by fertility support, as 47% of Gen Z and 47% of BAME respondents prioritise it when considering new roles. Limitations, reasons for caution No limitations identified. Male, female and gender neutral/ non-binary respondents were included in the survey, along with those who identified as single or were in heterosexual same sex relationships. People from BAME communities were also included in the survey. Wider implications of the findings The survey underscores a growing need for employer support in fertility challenges. Attrition concerns and productivity impacts reveal potential economic ramifications for organisations neglecting fertility support and inclusive strategies. Findings position comprehensive fertility support and emotional wellbeing support as a competitive advantage for talent attraction. Trial registration number not applicable

Academic Regeneration Modelling: Factors Influencing the Attractiveness of Young Academic Talent

This research is crucial because universities need to compete to draw and keep the greatest talent for the improvement of society's growth and education. The purpose of this study is to examine how organizational culture, information technology infrastructure, and sustainability values influence the attraction of young academic talent. Young academics at Satya Terra Bhinneka University serve as the research objectives. This study employed partial least squares (PLS) analysis using the SmartPLS program. Validity and reliability of the study variables are tested initially using the outer model. Then inner model test to evaluate the impact of various study factors. The findings of this study show that organizational culture, information technology infrastructure, and sustainability values have positive and significant effect on the attraction of young academic talent.

The Development of Human Resources in Information Technology in Vietnam from 2006 to 2020

This article aims to shed light on the development of Vietnam's information technology human resources between 2006 and 2020 by analyzing the guidelines and policies set by the Communist Party and the Government of Vietnam, as well as their training activities, talent attraction, compensation and international cooperation policies. Information technology (IT) and IT human resources play a crucial role in Vietnam's socio-economic development, particularly in the rapidly evolving context of the information and digital revolutions. Since 2006, as Vietnam entered a phase of industrialization and modernization tied to the growth of a knowledge-based economy, the Party and the government have increasingly recognized the importance of applying and developing IT across all fields. In this regard, IT human resources are key to promoting the role of information technology in the country’s development strategy. Recently, Vietnam has emerged as a significant player in the global IT industry but workforce shortages have challenged the country’s long-term objective of becoming a tech hub in Southeast Asia.

Brain gain and country's resilience: A dependency analysis exemplified by OECD countries

Research background: In the light of growing demand for highly skilled workers, driven by rapid changes in the labour market and business environment, the ability to attract the talented determines not only business performance, but also macroeconomic development prospects. This stimulates national governments to create positive conditions for the development and use of the human capital of migrants. One of the most important factors of brain gain can be country stability as a sign of a comfortable environment for the realisation of intellectual potential. Purpose of the article: The study aims to investigate the links between the factors of country’s resilience and brain gain, including its partial indicators. Methods: For a comprehensive assessment, migration indicators were used by categories of talented migrants: highly educated workers, foreign entrepreneurs, university students and start-up founders that we integrated into an integral index of intellectual migration. The data was collected for OECD countries for 2023. The authors used the methods of statistical and correlation-regression analysis, economic-mathematical modelling in the GRETL software environment. Findings & value added: Research has shown that the components of country’s resilience (especially Economic resilience and Supply chain) have a positive effect on brain gain. Considering the partial indicators of brain gain, it is found that resilience in the country of destination has the greatest influence on the migration decisions of highly educated workers and foreign entrepreneurs, i.e. migrants with a positive experience of economic activity and entrepreneurial capital, which, in turn, strengthens the resilience and competitiveness of countries. Such conclusions are important for the improvement of brain gain management programs in terms of the development of the environment for the attraction and retention of talents.

Exploring organizational change in the age of digital transformation and its impact on talent management: trends and challenges

PurposeThis article aims to examine whether the organizational changes brought about by digital transformation (DT) -such as a new organizational culture, new leadership and new business models-influence talent management, with the latter being seen as one of the major challenges facing companies in their process of digital transformation.Design/methodology/approachUsing a quantitative methodology, a survey was applied to 314 companies in order to analyze the results of their talent management in the DT process. DT is not only digitalization as demonstrated in this study. Talent management is the key piece that can facilitate or block achieving high levels of digital maturity.FindingsThe study finds that the changes brought about by DT impact talent attraction, talent retention, and talent management in general, and also shows that digital transformation does not depend on digitalization, but rather that talent management is the key to either helping or preventing high levels of digital maturity being achieved.Originality/valueThe originality of this work lies in examining the influence of the changes that DT entails in talent management.

Towards low-carbon development through innovation: Empirical evidence from China

Innovation is crucial for countries to achieve their carbon peak and carbon neutrality goals. To explore how and to what extent innovation contributes to low-carbon development, this study utilizes data from 272 Chinese cities, applying both staggered difference-in-differences and spatial econometric approaches to comprehensively assess the direct and spatial spillover effects of China's innovative city pilot policy on urban low-carbon development. The findings are as follows: First, the innovative city pilot policy has reduced urban carbon intensity by 4.62 % and increased carbon total factor productivity by 3.03 %, with the effect being more significant in larger cities. Second, mechanism analysis indicates that the innovative city pilot policy primarily promotes urban low-carbon development through innovation financing and talent attraction, rather than optimizing industrial structures Third, spatial analysis reveals that the innovative city pilot policy has a low-carbon spillover effect, indicating it can promote low-carbon development in neighboring cities. Finally, this paper proposes policy recommendations for combining innovative city pilot policies with climate policies, focusing on the underlying mechanisms, and exploring cross-regional linkages.

What kind of urban brand ecology attracts talent best? Grey configuration analysis of 98 Chinese cities

PurposeTalent is a key resource for urban development, and building and disseminating urban brands have an important impact on attracting talent. This paper explores what kind of urban brand ecology (UBE) can effectively enhance urban talent attraction (UTA). We explore this question using a novel grey quantitative configuration analysis (GQCA) model.Design/methodology/approachTo develop the GQCA model, grey clustering is combined with qualitative configuration analysis (QCA). We conducted comparative configuration analysis of UTA using fuzzy set QCA (fsQCA) and the proposed GQCA.FindingsWe find that the empirical results of fsQCA may contradict the facts, and that the proposed GQCA effectively solves this problem.Practical implicationsBased on the theory of UBE, we identify bottleneck factors for improving UTA at different stages. Seven configuration paths are described for cities to enhance UTA. Theoretically, this study expands the application boundaries of UBE.Originality/valueThe proposed GQCA effectively solves the problem of inconsistent analysis and facts caused by the use of a binary threshold by the fsQCA. In practical case studies, the GQCA significantly improves the reliability of configuration comparisons and the sensitivity of QCA to cases, demonstrating excellent research performance.

Session 12. Oral Presentation for: Leadership and talent attraction and retention – an existential risk to our industry

Session 12. Oral Presentation for: Leadership and talent attraction and retention – an existential risk to our industry

Analysis of the “Global Niche Top” Strategy of Regional Companies in Japan – RHEON Automatic Machinery Co., Ltd.

Abstract This paper illustrates how Rheon Automatic Machinery Co., Ltd., the largest manufacturer of food molds in the world, uses operational and manufacturing complexity to create sustainable competitive advantage in a highly volatile business environment. In these days of increased digitalization, high-tech and intelligent business solutions, it is still of interest to review some rather analogue, but highly successful manufacturing companies which do not rely on high-tech to charm their customers, create employee engagement, global advantage and social impact, while nourishing sustainably business opportunities. This research further explores core elements of talent attraction, retention, workforce planning and development, as well as organizational development techniques unique to Rheon Automatic Machinery Co., Ltd.

Research on the Development Mechanism and Path of Wenzhou Digital Industrial Cluster Under the Background of Digital Economy

With the advent of the digital age and the development of artificial intelligence, digital economy has become the main economic form of today's society. In this context, the conditions for the development of digital industrial clusters have been formed, and industrial clusters have become an important support for the high-quality development of national and regional economies and an important factor affecting the international competitiveness of industries. The digital industrial cluster in Wenzhou area is also developing rapidly in recent years. Based on the analysis of the digital industrial cluster in Wenzhou area, this paper puts forward five key mechanisms for the development of the digital industrial cluster in Wenzhou, namely, the market mechanism and enterprise autonomy, the innovation-driven mechanism. Policy guidance and support, network and synergistic effect and talent attraction and training. The specific strategies to promote the development of Wenzhou digital industry cluster include strengthening infrastructure construction, optimizing innovation ecology, introducing and cultivating high-end talents, etc., hoping to provide reference for relevant workers.

أثر إدارة المواهب على تحقيق الإبداع التنظيمي في إدارة الرعاية الاجتماعية بجازان

This study aimed to measure the impact of talent management on achieving creativity in social care management in Jazan. The study adopted a descriptive analytical approach, and to measure the study variables, a questionnaire was used, distributed to a sample of 171 individuals. Multiple regression analysis was employed to test the hypotheses. The study found several noteworthy results, including a statistically significant impact of talent management, represented by talent selection, development, and retention, on achieving creativity in social care management in Jazan. However, there was no statistically significant impact of talent attraction strategy on achieving creativity in social care management in Jazan. The study recommended the participation of branch managers, department heads, and individuals in social care management in Jazan in the talent attraction process, considering the requirements of competition and development. It also suggested establishing foundations for talent selection based on the effective implementation requirements of the human resources plan to leverage them in achieving creativity in social care management in Jazan.

C.S.R and its effect on Business reputation

The study explores the relationship between C.S.R initiatives and business reputation, drawing upon existing literature and empirical evidence. The research investigates the various dimensions of C.S.R activities, including environmental sustainability, community engagement, ethical practices, and philanthropic endeavours, and their influence on shaping stakeholder perceptions. Moreover, the study examines the mechanisms through which C.S.R practices contribute to enhancing business reputation, such as improved brand image, increased customer loyalty, and attraction and retention of talent.

Job satisfaction on talent management and turnover intention among private secondary schools

Purpose: This study investigates the role of job satisfaction in the relationship between talent management dimensions and turnover intention among private secondary school teachers in Langtang North LGA in the plateau state. Research Methodology: The study used a survey to collect data from a population of 628 teachers. The sample size of 244 was determined using the Taro Yamane formula. The data were collected using questionnaires. Data were analyzed using multiple regression with the aid of partial least squares structural equation Modelling (PLS-SEM) using SmartPLS 3.0 to evaluate the hypothesized relationships. Results: The results reveal a significant relationship between talent attraction and turnover intention. Second, there is no relationship between talent development and turnover intention, a negative relationship between talent retention and turnover intention, and a positive relationship between talent attraction and job satisfaction. Talent development and retention both had a negative relationship with job satisfaction, and job satisfaction did not moderate the relationship between talent management dimensions and turnover intention. Limitations: The study was limited to 244 teachers in the Langtang North Local Government Area. This limited the involvement of other categories of teachers in the study. Contribution: This study provides valuable insights to policymakers in the educational sector to create a holistic attraction and selection policy that will ensure that teachers with higher retention potentials are employed to reduce the cost associated with teachers’ turnover and to understand the factors that cause employee turnover and implement effective policies and regulations that can enhance the retention of teachers.

Developing organizational performance through talent management practices: employee satisfaction’s mediating role in learning organizations

PurposeTalent management research today is increasing as organizational requirements attempt to meet the challenges of effectively managing talent to achieve organizations’ strategic agendas. However, in learning organizations specifically, investigations of talent management practices are limited, with this study exploring the role of talent management practices in employee satisfaction and organizational performance in Pakistan.Design/methodology/approachThe study was conducted in various universities (public and private) in Pakistan using a quantitative approach. Cross-sectional data are collected through a questionnaire, with analysis and conclusions based on completed questionnaires from 403 respondents.FindingsThe study’s findings from the analysis by structural equation modeling (SEM) emphasize the positive and significant effects of most talent management practices (i.e. talent identification, talent development, talent culture and talent retention) on employee satisfaction and organizational performance (talent attraction is the exception). Employee satisfaction positively and significantly affects organizational performance and is found to have a mediating effect, bridging the relationships of most talent management practices (talent identification, talent development, talent culture and talent retention) with organizational performance.Practical implicationsThe study’s findings support human resource professionals, academics and policymakers in managing talent practices to enhance organizational performance. The findings assist in developing core skills and talent-related competencies to achieve organizational goals and success.Originality/valueThe study fills the research gaps by developing a framework of talent management practices for employee satisfaction and organizational performance in learning organizations, which warrants further consideration.

Exploring the characteristics of non-urban coworking spaces in Germany and their perceived benefits for corporate users: novel means for supporting corporate real estate management strategies

PurposeThis study aims to enrich our understanding of the characteristics of non-urban coworking spaces (CSs) that focus on corporate users, as well as the benefits that companies expect to gain from incorporating those CSs into their corporate real estate (CRE) portfolios.Design/methodology/approachThis study leverages a series of in-depth interviews with owners and managers of CSs in non-urban locales that focus on serving corporate clients.FindingsThe research reveals various CS characteristics and forms within non-urban areas, focusing on corporate clients. It suggests that implementing a CS in corporate premises is perceived to enhance CRE use-value strategies with a focus on the employee's well-being, innovation and the attraction of talents. Moreover, exchange-value strategies with a focus on portfolio flexibility may benefit from the implementation of a CS. However, strategies related to life-cycle cost optimization or gains are not perceived to be supported. Social events for the surrounding neighborhood and the choice of location emerge as critical success factors for non-urban CSs. Besides infrastructure and connectivity, non-urban corporate-centric CSs built their location decisions rather on a personal connection to the location and place of residence of potential users than on lower rental prices.Originality/valueThis research pioneers in providing a comprehensive understanding of non-urban CSs, particularly in the context of their perceived implications for corporate real estate management. The nuanced perspectives it offers are invaluable for stakeholders looking to leverage CSs as part of their corporate strategies.

ADOPTION OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANISATIONAL WELLBEING IN THE GHANAIAN SERVICE SECTOR

Global environmental imbalances have compelled businesses to adopt strategic initiatives towards the preservation and sustainability of the natural environment. This study examined the effect of green human resource management adoption on organisational wellbeing, in terms of employee innovation and creativity, environmental performance, organisational efficiency, and reputation, as well as talent attraction. The study was cross-sectional in nature and utilized a survey instrument for data collection. The study purposively selected 350 respondents from selected firms in the Ghanaian service sector, of which 213 responded to the items. The Partial Least Squares Structural Equation Modelling analytical method was used for data analysis. The findings of the study revealed that the adoption of green human resource management practices has a positive effect on all the variables studied, with organisational reputation having the highest effect. The study has both theoretical and practical implications in the field of human resource management and environmental management in emerging economies.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/lit/0158/a.php" alt="Hit counter" /></p>

TALENT MANAGEMENT IN FACING THE DEMAND OF ENVIRONMENTAL CHANGES: A STUDY IN GALUH UNIVERSITY

Environmental and technological changes are unavoidable for organizations, thereby making survival dependent on the ability to adapt to the demands of these changes. This signifies a critical weakness for Galuh University, as the current lack of optimal talent management leads to a deficit in skills. Talent management has not been integrated with operational personnel activities in the procurement, placement, development, and retention of human resources (HR) resulting in inadequate skills among lecturers and education staff. Therefore, this study aims to elucidate talent management performed by Galuh University in response to environmental changes. A qualitative method was used in analyzing the actual condition of the university. Participants constituted top management of Galuh University who provided information about talent attraction, development, and retention. The results signified that talent management at Galuh University lacked proper planning, and no talent pool was available. Failure to keep pace with these changes threatens the university’s survival. HR should be optimized to anticipate environmental changes. Highly skilled personnel serve as an essential potential for organization capable of coping with environmental changes. Consequently, Galuh University is expected to execute talent management optimally.

The role of employer branding and internal marketing in talent attraction and retention: an applied study in a Portuguese metallurgical industry

PurposeThis research seeks to understand whether employer branding (EB) and internal marketing (IM) are fundamental to the challenge of attracting and retaining talent and how these strategies can help companies to overcome the difficulties related to the talent shortage, from the perspective of a SME Portuguese metallurgical industry.Design/methodology/approachThe research resorts to a case study of a qualitative nature, through a semi-structured interview with the head of the human resources (HR) training and development area of the Navarra Group, and quantitative, through surveys to its employees. Based on the literature, a conceptual model was constructed, whose application allowed us to perceive the relationships between the practices of EB and IM; satisfaction, motivation and commitment; attraction and retention.FindingsThe exploratory interview concluded that organizations consider EB and IM essential for an effective talent management strategy. The quantitative results demonstrate that IM and EB practices implemented in the organization contribute to the satisfaction, motivation and involvement of employees, which results in a decrease in the intention to leave. It is also noted that these practices promote an increase in the perception of organizational attractiveness, which represents a positive impact on its ability to attract.Research limitations/implicationsFrom a theoretical perspective, the research contributes to the development of knowledge about IM, EB and talent management, providing relevant data that can help define the best strategies for attraction and retention, from the point of view of IM and EB.Originality/valueThe research presents preliminary insights that can be an auxiliary tool for HR managers and professionals in the context of industrial SMEs.

Talent Management Practices and Financial Performance in Nepalese Joint-venture Commercial Banks: Employee Perspective

This study aimed to investigate the impact of talent management practices, including talent attraction, talent development, talent retention, talent selection, and reward management, on financial performance in Nepalese banks. A questionnaire with a 5-point Likert scale was used to collect data from 256 employees from 17 Nepalese banks over a 10-year period. Structural equation modeling (SEM) was conducted using the AMOS software to analyze the data. The results showed that talent attraction, talent development, and talent retention had a significant positive impact on return on equity (ROE), while the impact of talent selection and reward management on ROE was found to be insignificant. Additionally, talent development had a significant positive impact on return on assets (ROA), while the impact of the other talent management practices on ROA was insignificant. These findings suggest that talent management practices can play a critical role in improving the financial performance of Nepalese banks, particularly in terms of ROE. The study provides valuable insights for bank managers and policymakers on the importance of talent management practices for enhancing financial performance.