Dynamic modeling of talent management systems in knowledge-based companies: a training approach
Subject Areas :somayeh shamani 1 , Seyyed Mohammad Zargar 2 , Seyyed Abdollahd Heidariyeh 3 , Hadi Hemmatian 4
1 - Islamic Azad University, Semnan Branch, Department of Management, Semnan, Iran.
2 - Islamic Azad University, Semnan Branch, Department of Management, Semnan, Iran.
3 - Islamic Azad University, Semnan Branch, Department of Management, Semnan, Iran.
4 - Islamic Azad University, Semnan Branch, Department of Management, Semnan, Iran.
Keywords: Education, talent management, knowledge-based organization, systems dynamics,
Abstract :
Knowledge-based companies for attracting talents and paying attention to their training approach are considered to be the cause of the organization's capability and success in the matter of human resources and their development. In this research, the aim is to provide a cause and effect model in the form of dynamic modeling of systems and analysis of scenarios, especially its training and analysis on the performance of these companies. From the point of view of the purpose, the research is considered to be a type of applied studies and from the point of view of collecting the required data, it is descriptive. The research experts are 5 prominent professors of human resource management and industrial management, and Vensim 22 software has been used to model the dynamics of systems. After reviewing the theoretical foundations of the performance indicators in the form of a balanced score card, it is divided into four parts and the model is formed based on the opinions raised in the basics section.The model was quantified and then evaluated with dynamic model validation tests and finally the scenarios were developed and simulated. The results of the scenarios test showed that increasing the amount of replacement and training in the first scenario by increasing the number of talented people in the organization increases the organizational performance and increases the competence management and career development in the second scenario. Talent in the organization, as well as the variable increase in the service compensation system and organizational justice in the third scenario, by maintaining talent, increases organizational performance.
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