Analyzing recruitment factors in talent management to improve the individual performance of employees

Subject Areas :

mohamadtaghi mahmodi ¹ (Assistant Professor of Educational Management, Islamic Azad University, Shahrekord Branch, Shahrekord, Iran.)
fardin javanbakht ² (PhD Student of Educational Management,, Islamic Azad University, Isfahan Branch, Isfahan, Iran)
badri shahtalebi ³ (Associate professor of Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan,Iran)

Received: 2020-03-02 Accepted : 2020-03-22 Published : 2020-05-21

Keywords: competency, talent management, Talent acquisition, valuation, recruitment channel,

Abstract :

The purpose of this study was to investigate the recruitment factors in talent management in order to improve the individual performance of Iranian education and training staff through qualitative-quantitative method. After coding and categorizing the first 40 themes, its content validity was assessed in two ways, qualitative and quantitative. Using the Holstein coefficient, the reliability of the themes was 0.85. Estimated. In the quantitative phase of the study environment, 5873 individuals were selected using Cochran's formula 369 as the sample size by non-random sampling. Values corresponding to Cronbach's alpha coefficient were reported for themes above 0.75. . In order to analyze the data, descriptive statistical methods were used in quantitative data analysis including frequency distribution tables and graphs, and in the inferential part the confirmatory factor analysis method and covariance-based structural equation modeling approach were used. According to valuation indices, recruitment methods, competency and recruitment channel with factor loadings of .57, .55, .39, .37 had the most explanatory effect in this model, respectively.