Designing a structural model of staff talent management in public universities

Subject Areas :

Hadi Hajiyan ¹ (PhD student, Department of Public Administration-Human Resource Management, Semnan Branch, Islamic Azad University, Semnan, Iran)
Abolfazl Danaei ² (Associate Professor, Department of Media Management, Semnan Branch, Islamic Azad University, Semnan, Iran)

Received: 2023-04-29 Accepted : 2023-07-01 Published : 2023-05-22

Keywords: human resource management, public universities, talent management, partial least squares,

Abstract :

Purpose: Considering the tenure of the government in public universities, this role is doubly important for public universities and their employees. Therefore, the main goal of this research is to design a structural model of staff talent management in public universities.Method: The statistical population of the research is the heads and senior experts of human resource development of public universities in Tehran, and 147 people were selected by a non-probability method. The tool of data collection in this research is a researcher-made questionnaire. SPSS version 22 and Smart PLS version 3 software were used for data analysis.          Findings: Talent attraction mechanisms have a positive effect on talent retention mechanisms, talent development and capability mechanisms, exploitation and exploration. Talent development and capability mechanisms have a positive effect on talent retention and exploitation mechanisms. Also, in the research model, the greatest impact is related to the impact of talent development and empowerment mechanisms on talent retention mechanisms, the value of which is 0.639.              Conclusion: It is suggested to pay special attention to the role of talent development and empowerment mechanisms on talent retention mechanisms, because in the analysis of the model, as shown, this relationship has the strongest coefficient of influence and can help to preserve the talent of public universities.

References:

امیرخانی، طیبه. ابراهیمی، محمدرضا. هادی زاده مقدم، اکرم. اخوان خرازیان، مریم. (1401). طراحی و تبیین مدل مدیریت استعداد (مورد مطالعه: صنعت خودرو)، نشریه چشم انداز مدیریت دولتی، 13 (1): 61- 90.

روشن، سیدعلیقلی.  برزگر، کیوان. یعقوبی، محسن. (1399). طراحی الگوی بنیادی مدیریت استعداد، نشریه پژوهش­های مدیریت عمومی، 13 (1): 161- 188.

قهرمانی، سهیلا. نجفی، محسن. مومنی، ماندانا. (1401). بررسی عوامل موثر بر موفقیت نظام جانشین‌پروری(مورد مطالعه: یکی از سازمان‌های تابعه آجا)، نشریه سرمایه انسانی دفاعی، 2 (1): 78- 104.

کوهی­خور، محمد. کمالیان، امین­رضا. یعقوبی، نورمحمد. پورعزت، علی­اصغر. (1399). فراترکیب مدل یکپارچه مدیریت استعداد، نشریه چشم­انداز مدیریت دولتی، 11 (1): 120- 143.

Ahmadi Moghadam, A., Soleimanpour., M. (2019). Analyzing the relationship between electronic human resource management (e-HRM) and organizational innovation and talent management, Journal of New Approach In Educational Administration, 9(4): 107-126.

Bagheri, M.,  Baum, T., Ebrahimi, A., Abbasi, A. (2020). Talent management in the tourism and hospitality industry, evidence from Iran, Anatolia, 31(1):88–98.

Bolander, P., Werr, A., Asplund, K. (2017). The practice of talent management: a framework and typology, Pers Rev, 46(8):1523–1551.

Bonneton, D., Schworm, SK., Festing, M., Muratbekova-Touron, M. (2019). Do global talent management programs help to retain talent? A career-related framework, Human Resource Management, 22: 1–36

Chung, KL., D’Annunzio-Green, N. (2018). Talent management practices in small-and-medium sized enterprises in the hotel sector: an entrepreneurial owner-manager perspective, Worldwide Hospitality Tourism Themes, 10(1):101–116.

Crowley-Henry, M., Al-Ariss, A. (2018). Talent management of skilled migrants: propositions and an agenda for future research, Human Resource Management,29(13):2054–2079.

Cui, W., Khan, S., Tarba, Z. (2018). Strategic talent management in service SMEs of China, Thunderbird Int Bus Rev, 60(1):9–20.

Den Broek, J. V., Boseli, P., Paauwe, J. (2018). Cooperative innovation through a talent management pool: A qualitative study on coopetition in healthcare, European Management Journal, 76: 1- 10.

Golubovskaya, M., Solnet, D., Robinson, RNS. (2019.) Recalibrating talent management for hospitality: a youth development perspective, Contemp Hosp Management, 31(10):4105–4125.

Harsch, K., Festing, M. (2020). Dynamic talent management capabilities and organizational agility-a qualitative exploration, Human Resource Management, 59(1):43–61.

 Khoreva, V., Kostanek, E. (2019). Evolving talent management patterns and challenges in Russia and Kazakhstan investigating employer perspective, Balt J Management, 14(3):411–426.

King, KA., Vaiman, V. (2019). Enabling effective talent management through a macro-contingent approach: a framework for research and practice, Bus Res Q, 22(3):194–206.

Kravariti, F., Johnston, K. (2020). Talent management: a critical literature review and research agenda for public sector human resource management, Public Management Rev, 22(1):75–95.

Marinakou, E., Giousmpasoglou, C. (2019). Talent management and retention strategies in luxury hotels: evidence from four countries, Contemp Hosp Management, 31(10):3855–3878.

Meyers, MC., Van Woerkom, M., Paauwe, J., Dries, N. (2020). HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices, Human Resource Management, 31(4):562–588.

Omotunde, O, I., Alegbeleye, G, O. (2021). Talent management practices and job performance of librarians in university libraries in Nigeria, The Journal of Academic Librarianship, 47:1- 13.

Venkatesh, N. (2017). Integrated Talent Management Framework for Healthier Healthcare Performance – A Strategic Approach, American International Journal of Research in Humanities, Arts and Social Sciences, 19(1): 46-54.