Talent Management Processes Research Articles

Productivity and labor performance: case of salitre savings and loan cooperative, Lomas de Sargentillo agency. Period 2015-2021

This research focuses on the Salitre Savings and Credit Cooperative, Lomas de Sargentillo agency, whose objective is to determine the productivity and job performance of the staff working in the Salitre Savings and Credit Cooperative. In the theoretical framework, a brief description of the main bibliographic sources, books and web pages is made, it has been seen the need to collect information and theory that contribute to the investigation of this thesis with topics of Business Administration, Strategic Management, and Human Talent Management, determines the immediate or potential effect on an organization given a given situation. For the methodological framework, a description of the approach used for research methods is made, it refers to the development of the action plan, which implicitly implies the proposal of a series of activities in order to promote the human talent management process. The Development of the Proposal refers to the tendencies and perspectives of human management that aim to optimize the administration of the organization's personnel. On the other hand, for the work performance of the staff, it has been proposed; responsibility, work organization, amount of work and with a lower percentage the Quality of work is evidenced. In the case of responsibility, employees apply work techniques. The responsibility assumed by employees in the execution of their tasks is limited by institutional policies. The manager must take full advantage of the skills of the servers or employees under his charge to achieve the objectives of the Cooperativa de Ahorro y Crédito Salitre.

ПОСТРОЕНИЕ ТЕХНОЛОГИИ УПРАВЛЕНИЯ ТАЛАНТАМИ В ОРГАНИЗАЦИИ

The article examines the process of talent management from the point of view of its use in order to motivate and retain employees with high potential. It is noted that talent development and high culture in the workplace are important in order to help employees realize their career potential in accordance with the vision of the organization. The authors consistently reveal the content of the stages of the talent management process in organizations, as well as provide recommendations for creating an organization attractive to employees with high potential.

ТАЛАНТ-МЕНЕДЖМЕНТ КАК НЕОТЪЕМЛЕМАЯ ЧАСТЬ СОВРЕМЕННОЙ СИСТЕМЫ УПРАВЛЕНИЯ ПЕРСОНАЛОМ

The purpose of the article is to study the issues of talent management, which is a key tool for ensuring the planned efficiency of an enterprise in the long term. The key goals of talent management in the organization are considered. The stages to be followed in determining the process of talent management are analyzed. The factors due to which an effective talent management system creates a competitive organization are systematized.

Talent Management as a Strategic Resource for Company Development: History and Modernity

The article is devoted to the analysis of conceptual approaches to solving the problem of providing the corporate sector with talented employees, the shortage of which is now considered as one of the constraining factors of economic growth at the level of individual companies and the economy as a whole. A comparative analysis of existing approaches to talent management allowed us to form a model of maturity of talent management processes, reflecting the company's evolutionary path in the field of talent management, to identify tasks and new functions of the talent management process. Empirical analysis revealed the interrelation of methods and principles of talent management, as well as expanded understanding of the responsibility for hiring, developing and retaining talents with its assignment not only to personnel management services, but also to management and employees. It is concluded that despite the existence of the best corporate talent management practices, each company, being unique, should create its own original talent management system, in which corporate strategies, corporate culture values and leadership philosophy should be harmonized — this is seen as a way for companies to gain a strategic advantage in competition and achieve sustainable development.

A minőségbiztosítás szerepe a tehetséggondozás színterein

The talent management in higher education institutions is complex and embedded in the education and research processes. Knowledge and conscious planning of the interfaces is only possible based on information from a properly functioning quality assurance system. Therefore, in designing, developing, and changing models of quality assurance systems, particular attention should be paid to ensure substantive support for talent management processes. For this reason, talent management cannot be linked to one or another ESG 2015 standards, but must be understood and presented in a complex way, as a whole system. The aim of this study is to explore this complexity, to highlight the links and to suggest possible improvements.

Examining the role of artificial intelligence in determining sustainable competitive advantage: Evidence from the pharmaceutical sector of Karachi Pakistan

As in today's era firms are looking to sustain while facing multiple challenges. Ultimately talented employees are the backbone of any firm that provides a sustainable competitive position at a global level. The major aspect is to make appropriate strategies to stay effective and efficient. Firms are focused on their strategies of recruitment and selection, training, and leadership capabilities to build up. A sample is collected from top-level management of the pharmaceutical sector sample data is of 320 Professionals from the different pharmaceutical sector of Karachi Pakistan. For Data collection Survey method is adopted with a close-ended Questionnaire. The study reveals the impact of artificial intelligence on competitive advantage. This research finds out certain strategies to be aligned with the mediation of Artificial intelligence to gain sustainable competitive advantage and serial mediation of the talent management process among the pharmaceutical sector of Karachi Pakistan. Talent management and Artificial Intelligence serial mediation aligned with HR practices to gain competitive advantage. As the study indicates that recruitment and selection are positively aligned with Artificial intelligence and serial mediation of talent management, further aspects of talent development and talent retention are directly linked with a competitive advantage as suitable components. This research merely focused on the pharmaceutical sector of Karachi Pakistan and the results generalized on the professionals of this particular sector, while new aspects of HR practices could be linked up with Artificial intelligence that will help to boost and find better insight into other industries.

Talent management in sport

Purpose: The main objective of the research presented in this article was to diagnose talent management in the Wrocław Taekwon – do Sports Club In order to achieve this goal, the first part of the article explains the meaning of the term „talent management" in the scientific literature on management, and then, on the basis of the research carried out, an attempt was made to answer the question: which factors are the key determinants of the talent management process. Design/methodology/approach: For the research presented in this paper, a literature analysis in the area of talent management. The studies in literature also included secondary sources, which were communications from research of similar scope. The combination of different research methods allowed to obtain a broader context of the studied phenomenon and ensured a higher quality of the conducted research. The diversity of methods was aimed at achieving a consistency of the empirical basis for the inference. A diagnostic survey was adopted as the leading method. The remaining methods applied in the paper were auxiliary (complementary). Findings: „Talent management" and having talented employees in a global economy is a strategically important resource affecting the market value of the organisation itself and providing a competitive advantage. Building a significant intellectual capital of the organisation requires the use of appropriate methods and tools to support the management, systematic measurement, constant comparison with competitors, elimination of barriers and use of opportunities for development (and such becomes the current crisis). Research limitations/implications: In the future, research will be continued on a larger research sample. Practical implications: The article presents the results of research carried out in one of Wrocław's sports clubs. The research results are very interesting and encourage more research. They are a valuable source of information for managers and coaches responsible for schools and the development of sports players. In turn, for those responsible for recruiting athletes, the results may be useful in terms of designing individual career paths of players. Originality/value Based on empirical research, the article proposes an original set of systemic solutions for talent management to improve organisational performance. Keywords: talent management, talent. Category of the paper: Research paper.

The impact of digital transformation on talent management

The digital transformation of companies involves a set of substantial changes in all areas of the organization. This study analyses the influence of digital transformation on talent management processes. In an effort to determine whether companies make different investments in each, we analyse talent management by separating the variables that attract and retain talent. The sample under study is made up of 314 Spanish companies who are currently undergoing the process of digital transformation. Company data were obtained through a questionnaire answered by managers of these organizations. The statistical technique used to test the model assumptions was a structural equation model. The results obtained lead us to accept the model hypotheses. The organizational changes brought about by digital transformation are thus seen to influence talent management and to attract and retain talent.

Presenting a structural model of digitalised talent management in a new age: A case study on the mobile telecommunication industry in Iran

Orientation: Digital transformation has changed the process of talent management. Traditional models embraced activities and processes that guided the right employee towards the right positions or a broad view of talent management.Research purpose: This study aimed to investigate the mediating impact of digitalised process management on relationship between talent management (TM) and organisational performance.Motivation for the study: Digitalisation in enhanced industries such as mobile telecommunications emphasises agility required to attract talent in a dynamic environment in terms of marketing, competition, et cetera.Research approach, design and method: Research data were collected through a quantitative approach. The statistical population of participants in this research included 298 managers and specialists in the field of the mobile Iranian telecommunications industry. Data were collected using a standard questionnaire, the validity of which was assessed based on the validity of content and structure and its reliability through Cronbach’s alpha. Obtained model was analysed using SPSS version 26 and Smart PLS version 3.3.3 software.Practical or managerial implications: Impact of TM on organisational performance through the mediation of digitalised process management is identified. Results show that investments are required to correlate the digitalised process into TM processes to take organisational performance into the digitalisation era.Contribution or value-add: This study extends the knowledge about future of the TM process, which is enhanced by digitalisation aspects to support company and organisational performance for achieving and adopting in the digital era. The study also extends digitalisation process by using a structural model to investigate the future of process in mobile telecommunication industry in Iran.

Talent management as a tool for the formation of human capital

Currently, in management practice, depending on the formation of a new paradigm, when it comes to the human capital of an organization, the concept of talent management is also used. Talent management as a tool for the formation of human capital must be characterized from a theoretical point of view and understand the strategic importance. The purpose of the study is to clarify and prove the essence and importance of talent management at the state level. Based on a literature review of foreign fundamental and applied research created so far, the definition of the basic concepts and systematization of the theoretical foundations are given. The necessity of a motivating system for professional growth aimed at attracting, developing and retaining (retaining) talented people is proved. The conclusions proposed by the authors increase the importance of introducing talent management in all sectors of the economy and in the field of education in particular. Considering that this trend changes depending on the requirements of the time, the results make a theoretical and practical contribution to the field of research. In the course of demonstrating the value for the state, an analysis of the rating compiled by the IMD (World Talent Ranking) institute at the world level was carried out. As a result, the peculiarity of talent management and its use in the process of forming a personnel reserve is proved. Based on the literature, factors affecting the level of staff engagement in the work in the talent management process have been identified.

PENGARUH TALENT MANAGEMENT TERHADAP JOB SATISFACTION: TINJAUAN LITERATUR

Start-up companies in Indonesia are growing rapidly and this development supported by technological developments that continue to increase. The rapid development of technology and start-up companies, the need for human resources is also increasing. This matter has triggered the emergence of new professions that are increasingly found among young millennials. The emergence of new professions in start-up companies in the industrial era 4.0 encourages everyone to continue to develop themselves to maintain their job or get a better job. Self-development through formal education that has been achieved is not enough to meet the demands of work and positions in a company, so training and career development are needed. This training and career development is included in one of the talent management processes for employees to provide new skills to employees and can make employees like their work and tasks so that employees feel satisfied with their work. The research method used in this study is the literature review method. The data was collected from previous studies and literature on talent management and job satisfaction identified through various electronic databases. Based on the results of this literature review, it shows that talent management has a positive and significant influence on job satisfaction. This research can be the initial basis for further research on the influence of talent management on job satisfaction.

Construction and Empirical Study of Show Analysis Model of Enterprise Mankind Resource Management Based on Deep Learning

Owing to the rapid expend of the global economy and the increasingly fierce competition among enterprises, scientific and modern management has been gradually adopted in the transaction processing of enterprises. Especially for the show appraisal of enterprises, the traditional appraisal has a lot of subjective influence of managers, so the traditional show appraisal methods cannot meet the need for survival and expend of enterprises. The pressure of talent demand is increasing, which makes many enterprises pay more attention to whether their own mankind resource management system supports the company’s strategic spend and can win advantages in the competition of talent structure, organizational structure, and management process. Numerous foreign enterprises use mankind resource audit to achieve this goal, but at present, there is little practice in China that enterprise show evaluation is an important basic work and core content of mankind resource management and expend. Improving the effectiveness of enterprise show evaluation is of great significance to increase the core competitiveness of enterprises and promote the sustainable expend of enterprises. Therefore, this paper designs a model based on collaborative filtering algorithm to analyze the show of mankind resource management of enterprises and has achieved good results. Compared with the original algorithm, the model designed in this paper has a 65.4% improvement in algorithm, which will greatly simplify the calculation process and improve the model processing efficiency. The numerical results show that there is an inevitable linear correlation between mankind resource management and enterprise show. This index can reflect that the accuracy of the model has been enhanced by 74.3%.

Talent Management in Hungary. An Empirical Study and Suggestion for a Process-Based Approach

This research aimed to examine the status quo of talent management (TM) in Hungary through an online questionnaire. According to responding companies (n=75), talented employees are interpreted fully/partially by some competencies. The need for talent segmentation seemed to be significant – mainly concentrating on employees with critical skills, graduate/ Gen Z talents, high potentials, managerial talents, and trainee talents. Related to the TM, the respondents’ approaches varied, but four processes typically appeared as components of TM practices – attraction, selection, development, and retention. All of them turned out to be very important, but the respondents experienced difficulties related to each process. Based on the findings, the implementation of a process-based TM model has been proposed. The model suggests interpreting so-called talent potentials, who participate in the entire TM process, along with Spencer and Spencer’s (1993) competency clusters, through which they become the members of particular talent segments.

A framework development for talent management in the higher education sector

Orientation: Academic staff are in high demand at South African institutions and talent retention issues are a huge challenge for university management.Research purpose: The primary objective of this study was to develop a framework for talent management in higher education that would allow South African public universities to attract and retain academic staff.Motivation for the study: There is a paucity of studies on the holistic talent management system within South African public universities although previous researchers attempted to investigate some of the components that constitute the topic.Research approach/design and method: The study was subject to mixed methods to analyse data collected from a random sample survey (n = 153) of academic employees and semi-structured interviews (n = 7) of non-academic employees from one university. Quantitative descriptive data was analysed using the Statistical Package for the Social Sciences (SPSS version 24), whilst the qualitative data were analysed using thematic analysis.Main findings: Seven themes emerged, highlighting shortcomings in talent management processes and practices at the investigated South African university. Specifically, workforce planning, compensation and rewards, recruitment and selection, performance management, succession planning, training and development and talent retention showed the need to revitalise a strategic approach to attract academics whilst retaining the best to ensure that South African universities achieve their visions and missions.Practical/managerial implications: Human resource professionals and talent managers in South African public universities can use the study’s findings to improve talent management practices in their institutions, which significantly lead to sustainable competitive advantage.Contribution/value-add: This research offers human resource professionals and talent managers a talent management framework for attracting and retaining employees in the higher education sector. The proposed framework guides talent management processes and practices at South African public institutions by highlighting activities to further efficiently and effectively attract and retain academic staff.

FROM THE EXPERIENCE OF A TALENT MANAGEMENT ‒ GOOD PRACTICE AT THE ÁRPÁD VEZÉR PRIMARY SCHOOL IN DEBRECEN

Talent management is a very important area in the pedagogical program of schools. Examining children’s interests or raising their interest can provide students with a learning motivation that allows talent to unfold or help the process of becoming a talent which the joint coordinated work of the teacher-student-parent can make the most effective. In our article, in the care of the talents of the students of the Árpád Vezér Primary School in Debrecen, Elektra Tóth (class 5B) we present the project presented by Ildikó Czeglédi and the process and participants of talent management as a good practice. The topic of the research was space exploration and astronomy, which could be a very interesting topic for other students. It deals with objects that seem to motivate children in the process of cognition, seeming a bit mystical and unreachable at light-years away. It was prepared for the VI. Debrecen City Talent Care Student Conference event was on March 10, 2022. The project consisted of a 3-page dissertation and a 5-minute presentation. The survey (N = 357) was completed by upper-elementary students who study in the Northern Great Plain region. The questionnaire found answers to the question of whether children are interested in space research, where they can get information about it, and what kind of school program they should be involved in related to this topic. The results of the questionnaire were processed using SPSS software, and we calculated basic statistics (mean, standard deviation) and correlation analysis (independent t-test, chi-squared distribution) too. The research confirmed that children are interested in the topic, but we were able to show a significant difference in the motivation of boys and girls during school programs. These are worth considering for teachers who organize school programs so they can reach children even more effectively in this topic. Girls can be addressed with the utility of space exploration, drawing and crafts classes, and lectures, while boys can be addressed with online games.

„Wie die virtuelle Welt uns zu narzisstischen Multitaskern gemacht hat.“

Mag. Ulrich Heitzlhofer ist Leiter der Personalentwicklung mit den Schwerpunkten auf Weiterbildung und Leistungsevaluierung im Rideshare Unternehmen Lyft. Zu seinen Tätigkeiten gehören die (Re)Konstruktion des gesamten Leistungsevaluierungsprozesses, die Entwicklung eines Weiterbildungsportfolios und die strategische Ausrichtung einer firmenweiten Personalentwicklung.Die COVID-19 bedingten Umstellungen des gesamten Personalentwicklungs- und Weiterbildungsbereiches kennzeichneten die Herausforderung der letzten 1 ½ Jahre und führten zu überraschenden Innovationen des gesamten Bereiches.

УПРАВЛІННЯ ТАЛАНТАМИ В ЕПОХУ ГЛОБАЛЬНОЇ НЕСТАБІЛЬНОСТІ

The COVID-19 pandemic has been replaced by martial law in Ukraine, which has led to the formation of serious challenges for various sectors of the economy. Following the considerations about the rules of safety and preservation of staff health, managers of enterprises worked on the created of a strategy for working in emergency situations. The article analyzes the theoretical and methodological foundations of talent management in the era of global instability, which require detailed study in order to form an effective competitive policy. The factors influencing potential changes in the labor market are identified, which allows management to take measures to build an effective enterprise management structure. A model for the development of the management system for talented employees at the enterprise has been formed, taking into account the new requirements and challenges of today, necessary to consolidate their competitive positions, as well as the further development of internal elements of its vital activity in accordance with the growing needs of the market. It should be noted that today, in the context of global instability, enterprises continue to overcome the consequences and challenges associated with the shortage of high-class personnel. Therefore, the search for these specialists remains a difficult and urgent task. In the future, this trend will not undergo significant changes, but on the contrary will become increasingly acute. Taking into account how enterprises will overcome the crises caused by the COVID-19 pandemic and the war in Ukraine and overcome their consequences, qualitatively developed and effectively implemented staff training programs will become an important tool for strengthening confidence in the future, achieving a high level of adaptability and gaining competitive advantages in managing talented employees. The study can be considered as one of the examples of finding methods for modeling the process of talent management in an era of global instability, which will later be used to create objective prerequisites and methodological basis for further study of a given issue.

Organizational Performance: Are the Phases of the Talent Management Process Equally Important?

Organizational Performance: Are the Phases of the Talent Management Process Equally Important?

The Role of Employer Branding in the Talent Acquisition Process

The increasing emphasis of employers on the subject of talent has direct implications on the formalization of processes that aim at the selection of human resources in accordance with the typologies pursued. This formalization cannot be abstract, and for this, the attention is focused both on the aspects that need to be followed in relation to people, and on understanding how the potential employee forms an image about the employer and what he considers when manifests itself in favor of one or another of the competitors. The purpose of this paper is to identify the role of employer branding in the talent acquisition process, through a review of the literature. Thus, the positive reputation is the result obtained by involving the employer branding in the talent acquisition process. Also, employer branding is not only effective in the talent management process but also helps to improve the overall performance of the organization.

Application of an Exploratory Factor Analysis to understand the Employees Perception on Reward Management Practices in Pharmaceutical Industry

Talent management is an important element of Human Resources Management of any organization. Therefore, it must be developed as an integral part of the business strategy. Talent management process has sub-processes that focus on identifying critical positions, competence training, development and reward management. Many researchers find it interesting to explore the impact of various rewards categories on the individual performance in the organization. Researchers have examined both intrinsic and extrinsic factors as reward management, as an important factor and integral part of the talent management process. This paper examines the major dimensions of rewards management. Researchers using exploratory factor analysis (EFA) for the first time may find it difficult as there is limited detail explanation available on making decision on selecting acceptable and interpretable factor. This research makes a genuine attempt to understand how to use Exploratory Factor Analysis for the further research in reward management studies.