Negarin Pashkhanlo; Narges Hassan Moradi; Majid Rabiee Dolabi
Abstract
Purpose: Talent management is one of the effective strategies to improve the performance of organizations and accordingly, the present study was conducted with the aim of identifying the effective factors of talent management in Farhangian University in the south of country.
Methodology: This study ...
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Purpose: Talent management is one of the effective strategies to improve the performance of organizations and accordingly, the present study was conducted with the aim of identifying the effective factors of talent management in Farhangian University in the south of country.
Methodology: This study in terms of purpose was applied and in terms of implementation method was mixed (qualitative-quantitative). The community of the qualitative part was experts included talent faculty members in the field of educational management and senior managers of Farhangian University in the south of the country, which according to the theoretical saturation principle number of 13 people of them were selected by purposive sampling method. The community of the quantitative part was faculty members and staff of Farhangian University in the south of country with number of 399 people, which according to Krejcie and Morgan table number of 196 people of them were selected by stratified random sampling method considering the ratio of the province of work. Data were collected through semi-structured interviews and researcher-made questionnaires and analyzed by methods of coding in MAXQDA software and factor analysis in SPSS and PLS software.
Finding: Findings showed that the effective factors of talent management in Farhangian University had 51 open codes in three axial codes of internal conditions (with 16 open codes), structural conditions (with 17 open codes) and organizational processes (with 18 open codes). Other findings showed that the factor load of all open codes or indicators was higher than 0.50 and for the effective factors of talent management in Farhangian University were identified three factors of internal conditions, structural conditions and organizational processes, which their validity and reliability was suitable and these three factors were able to explain 58% of the total variance. Other findings showed that the effective factors of talent management in Farhangian University had a significant effect on all three factors of internal conditions, structural conditions and organizational processes (P<0.05).
Conclusion: According to the identification of three factors of internal conditions, structural conditions and organizational processes for effective factors of talent management in Farhangian University and their approval in a quantitative part, to desired talent management in the university can be action through identified indicators according to three factors of internal conditions, structural conditions and organizational processes and provided the basis for improving the performance of higher education organizations, especially Farhangian University.
Maryam Cاobakhloo; Narges Hassan Moradi; Gholamali Ahmadi
Abstract
Purpose: Succession plays an important role in the future performance of the organization. Therefore, the purpose of this study was identifying the components of succession with emphasis on education and examining their status in Tejarat Bank. Today, more than ever, maintaining efficient and valuable ...
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Purpose: Succession plays an important role in the future performance of the organization. Therefore, the purpose of this study was identifying the components of succession with emphasis on education and examining their status in Tejarat Bank. Today, more than ever, maintaining efficient and valuable organizational forces is doubly important for organizations, and therefore, attention to career planning and human resource management is becoming more important every day (Czarnowski & Pszczolkowski, 2020). Human resources, and especially the talents and abilities of employees, are the main factor in increasing organizational performance, which, while creating a competitive advantage, increases core productivity (Mills, Weary & Von Keyserlingk, 2021). Human resource management is an emotion-based discipline in the business and economic environment that relies on accurate evidence and quantitative and tangible information (Markoulli, Lee, Byington & Felps, 2017). With the increasing growth and development of global markets, identifying people who have the necessary skills and characteristics needed to lead the organization in the future, puts a lot of pressure on organizations, and many senior executives have stated that to recognize a successful organization must recognize its ability. , The development and utilization of effective leadership talentsMethodology: This study was applied in terms of purpose and quantitative in terms of cross-sectional execution method. The study population of managers and experts in charge of human resources in the field of human resources of Tejarat Bank of Tehran province in 2021 was 400 people who estimated the sample size according to Cochran's formula of 196 people who were selected by available sampling method. Criteria for selecting these individuals included willingness to participate in the research and signing the informed consent form for participation in the research, age over 30 years, higher education and the absence of stressful events such as divorce and death of loved ones in the past three months. To conduct this research, first, based on theoretical foundations, with the help of professors, a researcher-made questionnaire was developed, with an emphasis on education. For the samples, the importance and necessity of the research were stated and they were assured about the observance of ethical points and they were asked to answer the questionnaire completely. After completing the samples, they were appreciated for participating in the research and completing the researcher-made questionnaire, and the data were prepared to enter the computer and entered into the SPSS-24 software.Findings: The results of the present study indicate the existence of five factors of job conditions (with the components of delegating factors and levels of decision making, work commitment and professional ethics, dynamism, job security, analytical and macro thinking, leadership style and job satisfaction), human resources (with components of organizational culture, job analysis, employee performance evaluation and human resource management information systems), organizational policies (with components of organizational trust, training and learning, creativity, stakeholders, policies and rules and competitive advantage), organizational climate (with components of atmosphere of organization, richness of knowledge, experience and service history and foresight and risk-taking) and communication and empowerment (with components of internal organizational conflict, communication style and empowerment), that all factor load of them was appropriated. Other results showed that all factors and components of each factor were higher than the population average (P<0.001).Conclusion: According to the results of the present study, the questionnaire of succession with emphasis on education is a valid and reliable tool and professionals and officials can use it to plan for succession.
