Public Administration Perspective

Presenting a comprehensive model for talent management in knowledge-based companies

Document Type : Research Article (with mixed approaches)

Authors

1 PhD student in Department of Public Management, Human Resources, Faculty of sciences humaines, Semnan Branch, Islamic Azad University, Semnan, Iran.

2 Department of Public Management, Faculty of sciences humaines, Semnan Branch, Islamic Azad University, Semnan, Iran.

3 Department of Public Management, Faculty of sciences humaines, Semnan Branch, Islamic Azad University ,Semnan, Iran.

Abstract

Purpose: The purpose of this study is to find a comprehensive model for talent management in knowledge-based companies.
Design/ methodology/ approach: The method of the present research is descriptive-survey in terms of applied development purpose, in terms of data collection method, and in terms of approach, it is a mixed exploratory research. In the qualitative part of fuzzy Delphi techniques, structural self-interaction matrix and influence-dependence analysis It has also been used in a small part of structural equation modeling.
Research Findings: Based on the research findings, 13 underlying factors of talent management, 4 dimensions of talent management and 4 performance outcomes in knowledge-based companies were identified, leveled and status determined, and the degree of influence (influence) and dependence (influence) of each were determined. The findings showed that the variables of business strategy, employment rules and opportunity identification have the greatest influence and influence. It was also found that the underlying factors on talent management and talent management have a positive and significant effect on performance.
Limitations & consequences: The extent of talent management, the dispersion of knowledge-based companies in the four provinces of Golestan, Semnan, North Khorasan and Razavi and restrictions on access to them, the prevalence of coronavirus and lack of easy access to experts have been among the limitations of this study.
 Practical Consequences: Knowledge-based companies can improve company performance by relying on underlying factors and dimensions of talent management.
 Innovation or value of the Article: The article was able to combine the underlying factors and dimensions of talent management and performance outcomes and introduce itself as a new field.

Keywords

  1. Akhavan, P,. Yazdimoghadam, J,.Ramezan, M,. Mehranian, Gh. (2014).Exploring the Twin role of Ethics and Knowledge Management on Organizational Performance. Ethics in science and Technology. 2013; 8 (2) :39-54.(in Persian)
  2. Al-Lozi, M. S. Almomani.R.Zuhier.Q. & Al-Hawary.S.I. S. (2018), Talent Management Strategies as a Critical Success Factor for Effectivenessof Human Resources Information Systems in Commercial Banks Working inJordan.Global Journal of Management and Business Research:Administration and Management.Vol.18, Iss. 1, pp. 30-43
  3. Ardalan, MR,.ZanganeYoosef Abadi, K,. (2014). Management of talent for human capital; the Nile strategy to organizational development and effectiveness (by reflecting the factors and processes affecting the success of talent management The first international symposium on management science with centrality of sustainable development, Tehran, the Center for Higher Education Arvand, Centre for solutions to sustainable development.(in Persian)
  4. Ariss, Al, Cascio, W.F, Paauwe, J .(2014), Talent management: current theories and future research directions J. World Bus., 49 (2) , 173-179
  5. Asgari, MB,. Niazi, I,. (2019). examining the relationship management relationship with knowledge management and organizational justice, case study: islamic revolution housing foundation, international conference of management, accounting, economics and banking in the third millennium, Tehran.(in Persian)
  6. Ashton, C., &  Morton,  L.  ,.  (2010).  Managing  Talent  for  Competitive  Advantage. Strategic HR Review, 28-31.
  7. Bersin, J., Agarwal, D., Pelster, B., & Schwartz, J. (2015)." Global Human Capital Trends 2015, Introduction: Leading in````` the New World of Work. New Jersey" Deloitte University Press.
  8. Bhalla, V., Caye, J.-M., Lovich, D., & Tollman, P. (2018). A CEO’s guide to Talent Management today. Boston Consulting Group. Retrieved.
  9. Claus, L. (2019). HR disruption—Time already to reinvent talent management. Business Research Quarterly (BQR),22, 207–215. doi:10.1016/j.brq.2019.04.002.
  10. Collings, D.G.,. Scullion, H,. Vaiman, V. (2015), Talent management: progress and prospects Hum. Resour. Manage. Rev., 25 (3), 233-235.
  11. Collings, D.G.,Scullion, H.,& Vaiman, V. (2015). Talent management: Progress and prospects. Human Resource Management Review, 25: 233–235.
  12. Coulson, T. (2012). Talent management and building high performance organisations. Industrial and Commercial Training, 44(7), 429-436.
  13. Dell’era, C.,landoni, P.,& Veganti, R. (2015). From Creative Individuals to Creative Capital: Value Creation and Appropriation Strategies of Creative Knowledge-Intensive Business Services. International Journal of Innovation Management, 19(2): 10-34.
  14. Darvish Ghaderi, N,.Soltam Panah, H,. (2020). Examining the effect of organizational talent management on the employer's branding, the seventh national conference of scientific studies and researches in the field of human sciences, management and entrepreneurship of iran, electronically, the Center for Studies and Research of fundamental science and techniques in society - the Higher Education Institute AleTaha.(in Persian).
  15. Diehr, G., & Wilhelm, S. (2017). Knowledge marketing: How can strategic customers be utilised for knowledge marketing in knowledge-intensive SMEs?. Knowledge Management Research & Practice, 15(1), 12-22.
  16. Farndale, E., Scullion, H.,& Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of World Business, 45 )2): 161-168.
  17. Faghihi Poor, J,. Chatrchi, N,. (2016). A comprehensive approach to talent management, tehran, Darolfonoon, First publication.(in Persian).
  18. fromhttps://www.bcg.com/publications/2018/ceo-guide-talent-management today. aspx.
  19. Filipović, J.,Devjak, S.,& Putnik, G. (2013). Based Economy: The Role of Expert Diaspora. PANOECONOMICUS, 3: 369-386.
  20. Gallardo-Gallardo, E., Thunnissen, M., & Scullion, H. (2019). Talent management: context matters. The International Journal of Human Resource Management, 1–17. doi:10.1080/09585192.2019.1642645.
  21. Haghani, M,.Khorasani, A,.Zamanipoor, H,. (2016). income management (what, history, necessity and process), the first international conference for new research in the field of arts and psychology and social studies of iran.Qom, Permanent Conference of the Conference.(in Persian).
  22. Hasanpour, A,. Abdollahi, B,. Jafarinia, S,. Memari, M. (2019). Designing Talent Management Model in the Banking Industry Using Grounded Theory. Management 23.Studies in Development and Evolution, 28(93), 93-129.(in Persi
  23. He.Zh. (2018).Money held for moving stars: Talent competition and corporate cash holdings. Journal of Corporate Finance.Volume 51, 210-234.
  24. Ingram, T., &   Glod,   W.   (2016).   Talent   Management   in   Healthcare Organizations-Qualitative Research Results. Procedia Economics and Finance, 39, 339-346 an).
  25. Jahangiri A, Abasspour Tehrani Fard H. The Effects of Talent Management on Job Performance with the Mediating Role of Work Effort and Job Satisfaction. JMDP. 2017; 30 (1) :29-50.(in Persian).
  26. Journal of Research in Human Resources Management, 9(2), 1-20.(in Persian).
  27. Kamalian, AR,. MohamadPoor, F,. Rastegar, N,. (2019). Examining the impact of talent management on the mistreatment of entrepreneur organizations, national economic conference, development management and entrepreneurship approach to iranian goods, Zahedan, industrial management organization.(in Persian).
  28. Krishnan, T, Scullion, H (2017). Talent management and dynamic view of talent in small and medium enterprises. Human Resource management Review.27(3): 431-441.
  29. liu,Y.,Vrontis,D.,Visser.M.,Stokes.P,.Smith.S,.Moore.N,. Thrassou.A,.Ashta.A,.(2020). Talent management and the HR function in cross-cultural mergers and acquisitions: The role and impact of bi-cultural identity. Human Resource.
  30. Management Review. https://doi.org/10.1016/j.hrmr.2020.100744.
  31. Makram,H Sparrow,P ,Greasley,K  (2017).  How  do  strategic  actors  think  about  the  value  of talent  management?Moving  from  talent  practice  to  the  practice  of  talent.Journal  of Organizational Effectiveness: People and Performance,4(4):259-378.
  32. Megri, Z. (2014). The  Impact  of  Talent  Management  System  on  the Enterprise Performance: a Study on a Sample of Workers in National Company of Juice  and  Canned-food  Unit  MANAA  (Batna).  Arab  Economic  and  Business Journal, 9(2), 156-165.
  33. Megri, K., MacVaugh, J. A., & Tsagdis, D. (2018). Knowledge configurations of small and medium-sized knowledge-intensive firms in a developing economy: A knowledge-based view of business-to-business internationalization. Industrial Marketing Management.
  34. Michaels,E., Handfield-J. H.,  Axelrod,  B.  (2001). The  war  for  talent.  Boston,  MA: Harvard Business School Press.
  35. Naeini, MA,. Taheri Atar, Gh,. Zare, M,. Habibi, Sh,. (2019). Analysis of the Relationship between Ethical Leadership and Organizational Talent ‎Management. Ethics in science and Technology.14 (1) :124-130.(in Persian).
  36. Nasiri, F,. Bageriy, M. (2020). The Relationship among Talent Management, Organizational Intelligence and Entrepreneurship Tendency. The Journal of Productivity Management, 13(4(51)Winter), 173-193.(in Persian)
  37. N’Cho,J. (2017). Contribution of talent analytics in change management within project management organizations The case of the French aerospace sector.Procedia Computer Science. Volume 121, 625-629
  38. Nijs S., Gallardo-Gallardo., E. Dries., N, Sels,. L (2014)..A multidisciplinary review into the definition, operationalization, and measurement of talent. J. World Bus., 49 (2), 180-191
  39. Noe Pasand Asil, S,. Ashegh oseyni Mehravani, M. (2014). Effect Of The Talent Management Process On Service Quality And Employee Innovation. Management Studies in Development and Evolution, 23(75), 19-38.(in Persian)
  40. Noktedan, I,. Moosavi, M,. (2016). Identification and management system of talented: identification and management of talent at the center of training center at the Export Development Bank, the international conference of urban economics, tehran, the scientific community.(in Persian).
  41. Nooralian, Y,. Amirhossein Mohammad Panah, ,,. Shamkhani, A. (2014). The survey on the relationship between talent management and organizational justice components (case study: Hamedan police headquarters). NAJA HUMAN RESOURCES, 5(36), 9-28.(in Persian)
  42. Parvazi, R,.EsmaeilPoor, H,. (2019). Examining the consequences of talent management in the banking industry (case study: parsian bank), national economic conference, development management and entrepreneurship approach with the support of iranian goods, Zahidan, industrial management organization.(in Persian).
  43. PwC (2017). 2017 CEO Pulse Survey. London: Author.
  44. Reiche, B. S., Lee, Y., & Allen, D. G. (2019). Actors, structure, and processes: A review and conceptualization of global work integrating IB and HRM research. Journal of Management, 45(2), 359–383. Doi: 10.1177/0149206318808885.
  45. Roberts.H.,Greenwood.A., Stanley.M., Humberstone.C.(2019). Coach knowledge in talent identification: A systematic review and meta-synthesis.Journal of Science and Medicine in Sport. 22(10), 1163-1172.
  46. Roshan, A,.Moghli, A,.Salarzehi,H,.parish, R. (2016). A Framework for Talent Management in Tourism Industry. Journal of Research in Human Resources Management, 8(3), 1-29.(in Persian)
  47. Roshan, A,. Barzegar, S,. Yaghoobi, M,. Ataei, S,. (2019). Design of the talent management system: Three - stage approach, national economy conference, development management and entrepreneurship approach with Iranian goods support, Zahedan, Industrial Management Organization.(in Persian).
  48. Safaei, N,. Taleghani nia, F,. Kiamanesh, A,. (2017). Identifying and ranking the key factors of knowledge management success in founding knowledge companies (case study: University of Science and Technology (Tehran University), specialized Quarterly Journal of Technological Development, 13 (50): 21-28.(in Persian).
  49. Salau, O., Osibanjo, A., Adeniji, A., Oludayo, O., Falola, H., Igbinoba, E., Ogueyungbo, O. (2018)." Data regarding talent management practices and Innovation performance of academic staff in a technology-driven private university". Data in Brief. 19: 1040-1045.
  50. Sehhat, S,. Taghavi Fard, M,. salami, R,. Afsharian, M. (2019). Providing a Model for Predicting the Successful Implementing of Talent Management in Knowledge-based Companies Using Fuzzy Inference System. Journal of Strategic Management Studies, 10(37), 41-60.(in Persian).
  51. Shahi, T., Farrokhsheresht, B., Taghipourian, M., Aghajani, H. (2020). Behavioral Factors Affecting Talent Management: Meta-Synthesis Technique. Iranian Journal of Management Studies, 13(1), 117-137. doi: 10.22059/ijms.2019.283845.673684.
  52. Sparrow, P. R., & Makram, H. (2015). What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review,25(3), 249–263. doi:10.1016/j.hrmr.2015.04.002.
  53. Sparrow,.P. (2019).A historical analysis of critiques in the talent management debate. BRQ Business Research Quarterly. 22(3), 160-170.
  54. Swailes, S,. Blackburn, M. (2016). Employee reactions to talent pool membership Employee Relat., 38 (1) ,94-111.
  55. Sohrabi, R,. Jafari seresht, D,. Meydandar Basmanj, F. (2017). Designing a Talent Management Framework through Human Resource Agility Approach.
  56. Tafreshi, M,.Hoseini, E,.VahdatiRoohani, M,. (2019). Role of strategic management of talent in organizational performance (Case Study: University of Medical Sciences of Mashhad), annual Conference of Strategic Management.(in Persian).
  57. ValiPoori, H,. Rezaei, H,. (2018). . Journal of Human Resource Management, 8(3), 117-136.(in Persian).
  58. van Zyl, E.  S.,  Mathafena,  R.  B.,  &  Ras,  J.  (2017). The  development  of  a talent  management  framework  for  the  private  sector.  SA  Journal  of  Human Resource Management, 15, 19.
Public Administration Perspective
Volume 12, Issue 3 - Serial Number 47
September 2021
Pages 32-56