عوامل تأثیرگذار بر مدیریت استعداد با تأکید بر پاداش درونی (مطالعه موردی:کارخانه برفاب شهرکرد)
محورهای موضوعی : مدیریت بازرگانیهادی غفاری 1 , مجتبی رفیعی 2 , شهناز صحرانورد 3
1 - دانشیارگروه اقتصاد و عضو هیات علمی دانشگاه پیام نور استان مرکزی
2 - دانشیارگروه مدیریت و عضو هیات علمی دانشگاه پیام نور استان مرکزی
3 - کارشناس ارشد مدیریت دانشگاه پیام نور
کلید واژه: مدیریت استعداد, مدیریت عملکرد, مسؤولیت اجتماعی, پاداش درونی,
چکیده مقاله :
برای سازمان ها در سراسر دنیا، مدیریت استعداد کارکنان از اهمیت استراتژیک برخوردار است. سازمان ها با مشکلات متعددی در زمینه جذب و نگهداشت استعداد لازم برای حمایت از عملیات شان روبرو هستند. سازمان هایی که با ترک کارکنان مواجه هستند، نیاز به شیوه های بهتر برای جذب، توسعه، ارزیابی انگیزش، نگه داشت و یا نقل و انتقال نیروهای مستعد دارند. این پژوهش به بررسی عوامل تأثیرگذار بر مدیریت استعداد با تأکید بر تأثیر پاداش درونی در کارخانه برفاب شهرکرد در سال 1395 پرداخته است. جامعه آماری پژوهش 1347نفر از کارکنان بوده که تعداد300 نفر از آنان به روش نمونه گیری تصادفی ساده انتخاب شدند. ابزار گردآوری داده ها،پرسش نامه بود که روایی و پایایی آن مورد تایید قرار گرفت. داده ها با استفاده از نرم افزار لیزرل تجزیه تحلیل گردید.روش تحقیق مورد استفاده از نظر هدف، کاربردی و از لحاظ ماهیت و روش، توصیفی- پیمایشی و به طور مشخص مبتنی بر معادلات ساختاری و تحلیل عاملی می باشد. نتایج تحقیق حاضر نشان داد که سه عامل مسؤولیت اجتماعی، حمایت مدیریت و مدیریت عملکرد بر مدیریت استعداد تأثیر می گذارند و همچنین مدیریت استعداد بر پاداش درونی، رضایت شغلی، موفقیت سازمانی و کاهش تمایل به ترک سازمان مؤثر است.
Employee talent management is of strategic importance for all organizations worldwide. Organizations are facing with numerous problems related to attraction and maintenance of the talented personnel needed to support their operations. Organizations that experience high rates of personnel quit need to enhance their methods of recruiting, professionally developing, motivating, retaining and transferring their talented employees within the organization. This applied descriptive ex-post-facto study examined the factors affecting talent management with a focus on internal reward in Barfab Company, Shahr-e-Kord in 2017. The research population consisted of 1347 employees 300 of whom were selected randomly. The data collection instrument used was a piloted questionnaire which was proved valid and reliable. The collected research data were analyzed using Lisrel, structural equation modeling and factor analysis. The results revealed that the four facets of social responsibility, management support, performance management and internal rewards had significant effects on talent management and that talent management had significant impacts on job satisfaction, organizational success and reduction of tendency to quit.
Akefian, N., & Rashidi, M. M. (2017), The Optimal Talent Management System in Organizations, the Infrastructure and its Implementation Requirements. Quarterly Journal of Productivity Management, 10(40), 259-286, (In Persian).
Arabpour, A., & Nikpor, A. (2015), The Effects of the Aspects of Talent Management on Human Resource Productivity in the Public Organizations in Kerman. Journal of Research in Human Resource Management, 7(1), 159-186, (In Persian).
Berger, L. (2004), Creating a Talent Management System for Organization Excellence: Connecting the Dots. New York: McGraw-Hill.
Bhatnagar, J. (2007), Talent Management Strategy of Employee Engagement in IndianITES Employees: Key to Retention. Employee Relations, 29, 640-663.
Bhattacharya, C. B., Sen, S., & Korschun, D. (2008), Using Corporate Social Responsibilityto Win the War for Talent. MIT Sloan Management Review, 49(2), 37-44.
Boxall, P., & Purcell, J. (2008), Strategy and Human Resource Management. Palgrave Macmillan: Basingseke.
Branco, M. C., & Rodrigues, L. L. (2006), Corporate Social Responsibility and Resource based Perspectives. Journal of Business Ethics, 69, 111-132.
Burbach, R., & Royle, T. (2010), Talent on Demand: Talent Management in The German and Irish Subsidiaries of a Us Multinational Corporation. Personnel Priew, 39(4), 414-431.
Cappelli, P., & Keller, J. R. (2014), Talent Management: Conceptual Approaches and Practical Challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1, 305-331.
CIPD. (2006), Talent Management, Understanding the Dimensions. London: CIPD.
Collings, D., & Mellahi, K. (2009), Strategic Talent Management: A Review and Research Agenda. Human Resource Management Review, 19, 304-313.
Conger, J. A., & Kanungo, R. N. (1988), The Empowerment Process: Integrating Theory and Practice. Academy of Management Review, 13, 471-482.
Creelman, D. (2004), Return on Investment in Talent Management: Measures You can Put to Work Right Now. Human Capital Institute Position Paper.
D'Annunzio-Green, N. (2008), Managing the Talent Management Pipeline: Towards a Greater Understanding of Senior Managers' Perspectives in the Hospitality and Tourism Sector. International Journal of contemporary Hospitality Management, 20(7), 807-819.
Duttagupta, R. (2005): Identifying and Managing your Assets: Talent Management, Price Water House Coopers.
Dychtwald, K., Erickson, T. J., & Morison, R. (2006), Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent. Boston: Harvard Business School Publishers.
Gagne, F. (2007), Ten Commandments for Academic Talent Development. Gifted Child Quarterly, 51(2), 93-118.
Gomez, C., & Rosen, B. (2001), The Leader-Member Exchange as a Link between Managerial Trust and Employee Empowerment. Group & Organization Management, 26, 53-69.
Goudarzvand Chegini, M., Chirani, E., Moghadam, H., Ghanekooshalshahi, F., & Moradei, M. (2016), Investing the Talent Management Relation with Organizational Performance (Case Study: Municipality of Gilan). Quarterly Journal of Productivity Management, 10(38), 253-278, (In Persian).
Heinen, J. S., & O'Neill, C. (2004), Managing Talent to Maximize Performance. Employment Relations Today, 31, 67-82.
Hoseini, A. (2011),The Role of Talent Management in Providing and Preserving Talented Human Resources. Quarterly Journal of New Economy and Trade, Institute for Humanities and Cultural Studies, 6(24), 181-205, (In Persian).
Hughes, J. C., & Rog, E. (2008), Talent Management: A Strategy for Improving Employee Recruitment, Retention and Engagement within Hospitality Organizations. International Journal of Contemporary Hospitality Management, 20(7), 743-757.
Iles, P., Chuai, X., & Preece, D. (2010), Talent Management and HRM in Multinational companies in Beijing: Definitions, differences and drivers'.Journal of World Business,45(2),179-189.
Kandula, S. R. (2010), The Stude of Reward-Based Performance Management Strategy, Drivers and Intervention. Semi-Annualy Police Human Development, 7(30), 113-155.
Kandula, S. R. (2007), Performance Management: Strategic, Intervention, Drivers, New.
Karami, M. (2003), Reward Management. Tadbir, 14(138), 31-51.
Macy, W., & Shneider, B. (2008), The Meaning of Employee Engagement. Industrial and Organizational Psychology,1(1),3-30.
McNally, K. (1992), Compensation as a Strategic Tool. HR Magazine, 37(7), 59-66.
Michaels, E., Handfield, J. H., & Axelrod, B. (2001), The War for Talent. Boston: Harvard Business School Publishers.
Naderali, M., Ebrahimi Malekshah, M., & Ebrahimi Malekshah, M. (2014), The Relationship between Talent Management and Satisfaction, the Desire to Leave Work and Success in the Career Path. International Conference on Management and Industrial Engineering, (In Persian).
Noe Pasand Asil, S. M., & Ashegh Hoseyni Mehravani, M. (2015), Effect of the Talent Management Process on Service Quality and Employee Innovation. Management Studies in Development and Evolution, 23(75), 19-38, (In Persian).
Noe Pasand Asil, S. M., Malek Akhlagh, M., & Ashegh Hoseyni Mehravani, M. (2014), Relationship between Talent Management and Organizational Performance. Journal of Research in Human Resource Management, 6(1), 31-51, (In Persian).
Ooi, S. (2010), Surviving The War For Talent in Asia How Innovation Can Help. United States: International Business Machines Corporation.
Sayyadi, S., Mohammadi, M., &Nik-pour, A. (2012), Relationship between Talent Management and Job Satisfaction among the Employees of the Central Staff of Social Security Fund. Quarterly Journal of Management and Development Process, 25(2), 133-148, (In Persian).
Scott. W. R. (2003), Organization, Rational, Natural and Open Systems. Stanford university research, 69(3), 217-42.
Scullion, H., & Collings, D. G. (2011),Global Talent Management. Journal of World Business, 28, 105-118.
Smither, J. W., & Londen, M. (2010), Performance Management. san Francisco: Jossey-Bass.
Sweeney, P., McFarlin, D., & Inderrieden, E. (1990), Using Relative Deprivation Theory to Explain Satisfaction with Income Pay Levels: A Multi-Study Examination. Academy of Management Journal, 33(2), 423-436.
Tahmasebi, R., Gholipur, A., & Javaherizadeh, E. (2012), Talent Management: Explain, Identify and the Rank Influencing Factors on Recruitment and Retention of Academic talent. Public Management Researches, 5(17), 5-26, (In Persian).
Thomas, K. W., & Velthouse, B. A. (1990), Congnitive Elements of Empowerment An Interpretive Model of intrinsic Task Motivation. Academy of Management Review. 15(4), 666-687.
Wellins, R. S., Smith, A. B., & Erker, S. (2014), Nine Best Practices for Effective Talent Management, Development Dimensions International.
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Akefian, N., & Rashidi, M. M. (2017), The Optimal Talent Management System in Organizations, the Infrastructure and its Implementation Requirements. Quarterly Journal of Productivity Management, 10(40), 259-286, (In Persian).
Arabpour, A., & Nikpor, A. (2015), The Effects of the Aspects of Talent Management on Human Resource Productivity in the Public Organizations in Kerman. Journal of Research in Human Resource Management, 7(1), 159-186, (In Persian).
Berger, L. (2004), Creating a Talent Management System for Organization Excellence: Connecting the Dots. New York: McGraw-Hill.
Bhatnagar, J. (2007), Talent Management Strategy of Employee Engagement in IndianITES Employees: Key to Retention. Employee Relations, 29, 640-663.
Bhattacharya, C. B., Sen, S., & Korschun, D. (2008), Using Corporate Social Responsibilityto Win the War for Talent. MIT Sloan Management Review, 49(2), 37-44.
Boxall, P., & Purcell, J. (2008), Strategy and Human Resource Management. Palgrave Macmillan: Basingseke.
Branco, M. C., & Rodrigues, L. L. (2006), Corporate Social Responsibility and Resource based Perspectives. Journal of Business Ethics, 69, 111-132.
Burbach, R., & Royle, T. (2010), Talent on Demand: Talent Management in The German and Irish Subsidiaries of a Us Multinational Corporation. Personnel Priew, 39(4), 414-431.
Cappelli, P., & Keller, J. R. (2014), Talent Management: Conceptual Approaches and Practical Challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1, 305-331.
CIPD. (2006), Talent Management, Understanding the Dimensions. London: CIPD.
Collings, D., & Mellahi, K. (2009), Strategic Talent Management: A Review and Research Agenda. Human Resource Management Review, 19, 304-313.
Conger, J. A., & Kanungo, R. N. (1988), The Empowerment Process: Integrating Theory and Practice. Academy of Management Review, 13, 471-482.
Creelman, D. (2004), Return on Investment in Talent Management: Measures You can Put to Work Right Now. Human Capital Institute Position Paper.
D'Annunzio-Green, N. (2008), Managing the Talent Management Pipeline: Towards a Greater Understanding of Senior Managers' Perspectives in the Hospitality and Tourism Sector. International Journal of contemporary Hospitality Management, 20(7), 807-819.
Duttagupta, R. (2005): Identifying and Managing your Assets: Talent Management, Price Water House Coopers.
Dychtwald, K., Erickson, T. J., & Morison, R. (2006), Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent. Boston: Harvard Business School Publishers.
Gagne, F. (2007), Ten Commandments for Academic Talent Development. Gifted Child Quarterly, 51(2), 93-118.
Gomez, C., & Rosen, B. (2001), The Leader-Member Exchange as a Link between Managerial Trust and Employee Empowerment. Group & Organization Management, 26, 53-69.
Goudarzvand Chegini, M., Chirani, E., Moghadam, H., Ghanekooshalshahi, F., & Moradei, M. (2016), Investing the Talent Management Relation with Organizational Performance (Case Study: Municipality of Gilan). Quarterly Journal of Productivity Management, 10(38), 253-278, (In Persian).
Heinen, J. S., & O'Neill, C. (2004), Managing Talent to Maximize Performance. Employment Relations Today, 31, 67-82.
Hoseini, A. (2011),The Role of Talent Management in Providing and Preserving Talented Human Resources. Quarterly Journal of New Economy and Trade, Institute for Humanities and Cultural Studies, 6(24), 181-205, (In Persian).
Hughes, J. C., & Rog, E. (2008), Talent Management: A Strategy for Improving Employee Recruitment, Retention and Engagement within Hospitality Organizations. International Journal of Contemporary Hospitality Management, 20(7), 743-757.
Iles, P., Chuai, X., & Preece, D. (2010), Talent Management and HRM in Multinational companies in Beijing: Definitions, differences and drivers'.Journal of World Business,45(2),179-189.
Kandula, S. R. (2010), The Stude of Reward-Based Performance Management Strategy, Drivers and Intervention. Semi-Annualy Police Human Development, 7(30), 113-155.
Kandula, S. R. (2007), Performance Management: Strategic, Intervention, Drivers, New.
Karami, M. (2003), Reward Management. Tadbir, 14(138), 31-51.
Macy, W., & Shneider, B. (2008), The Meaning of Employee Engagement. Industrial and Organizational Psychology,1(1),3-30.
McNally, K. (1992), Compensation as a Strategic Tool. HR Magazine, 37(7), 59-66.
Michaels, E., Handfield, J. H., & Axelrod, B. (2001), The War for Talent. Boston: Harvard Business School Publishers.
Naderali, M., Ebrahimi Malekshah, M., & Ebrahimi Malekshah, M. (2014), The Relationship between Talent Management and Satisfaction, the Desire to Leave Work and Success in the Career Path. International Conference on Management and Industrial Engineering, (In Persian).
Noe Pasand Asil, S. M., & Ashegh Hoseyni Mehravani, M. (2015), Effect of the Talent Management Process on Service Quality and Employee Innovation. Management Studies in Development and Evolution, 23(75), 19-38, (In Persian).
Noe Pasand Asil, S. M., Malek Akhlagh, M., & Ashegh Hoseyni Mehravani, M. (2014), Relationship between Talent Management and Organizational Performance. Journal of Research in Human Resource Management, 6(1), 31-51, (In Persian).
Ooi, S. (2010), Surviving The War For Talent in Asia How Innovation Can Help. United States: International Business Machines Corporation.
Sayyadi, S., Mohammadi, M., &Nik-pour, A. (2012), Relationship between Talent Management and Job Satisfaction among the Employees of the Central Staff of Social Security Fund. Quarterly Journal of Management and Development Process, 25(2), 133-148, (In Persian).
Scott. W. R. (2003), Organization, Rational, Natural and Open Systems. Stanford university research, 69(3), 217-42.
Scullion, H., & Collings, D. G. (2011),Global Talent Management. Journal of World Business, 28, 105-118.
Smither, J. W., & Londen, M. (2010), Performance Management. san Francisco: Jossey-Bass.
Sweeney, P., McFarlin, D., & Inderrieden, E. (1990), Using Relative Deprivation Theory to Explain Satisfaction with Income Pay Levels: A Multi-Study Examination. Academy of Management Journal, 33(2), 423-436.
Tahmasebi, R., Gholipur, A., & Javaherizadeh, E. (2012), Talent Management: Explain, Identify and the Rank Influencing Factors on Recruitment and Retention of Academic talent. Public Management Researches, 5(17), 5-26, (In Persian).
Thomas, K. W., & Velthouse, B. A. (1990), Congnitive Elements of Empowerment An Interpretive Model of intrinsic Task Motivation. Academy of Management Review. 15(4), 666-687.
Wellins, R. S., Smith, A. B., & Erker, S. (2014), Nine Best Practices for Effective Talent Management, Development Dimensions International.