Identifying and Validating the Components of Teachers' Talent Management Model

Subject Areas : Education

Ziba Zamanifard ¹ , mehry daraei ² , saeed farahbakhsh ³

1 - Teacher/22bahmab middle school
2 - Assistant Professor Khorram Abad Azad University
3 - Associate Professor of Lorestan University

Received: 2019-11-06 Accepted : 2021-06-17 Published : 2021-04-21

Keywords: Model, Delphi Technique, Talent Management, Teachers of Lorestan Province,

Abstract :

The purpose of this study was to identify and validate the components of teachers' talent management model in the academic year 1396-97. The research is purposeful, applied, and descriptive-survey in nature. The statistical population in the qualitative phase consisted of a number of subject-matter experts who were selected through purposeful sampling for semi-structured interviews. The research tool at this stage was a 104-item questionnaire designed based on a seven-point Likert scale (based on indicators derived from literature and background and the context of the interviews). At the end of each round, the data were analyzed using Kendall's mean rank index and coefficient of agreement. In the third round, the value obtained for Kendall's statistic (0.507) indicated acceptable consensus among respondents. The results of data analysis at the end of qualitative phase showed that the components of teachers' talent management model include growth, development, identification, selection, acquisition, strategic planning and maintenance. Of the 7644 teachers employed in Lorestan province (statistical population), 367 were selected using Cochran formula and selected through multi-stage cluster sampling. The research tool included a questionnaire based on 6 The component was identified and the indices were related to each component. Quantitative section data (model fit) using structural equation modeling And partial least squares were analyzed. The results showed that based on the average composite reliability index (CR = 0.93) and mean Cronbach's alpha coefficients (0.91) that were higher than 0.70 and considering the average value of variance extracted (AVE = 0.67) Bigger than 0.5, the model has convergent reliability and since (AVE <CR), convergent validity is also established. Since the mean coefficient of determination coefficient (R2 = 1) is higher than 0.67 and also based on Q2 index which is 0.67 higher than 0.35, it is deduced that the structural model of 3. The overall fit of the model; based on the goodness-of-fit (GOF) criterion, the calculated value for this index was 0.82, which is greater than 0.35, so it is deduced The overall model is highly fitted.  

References:

1. Behrstock,E. (2010). Talent management in the private and education sectors: a literature review. Learning point associates.


2. -Behrstock, E., Meyer, C., Wraight, S., & Bhatt, M.(2009). Managing educator talent: A research -based framework for district and state policymakers. Naperville, IL: Learning Point Associates.


3. Buthelezi,N.C. (2010). developing a talent management framework for a south African sectoral education and training authority, research report presented at the university of Stellenbosch


4. -Colling D, Mellahi K.(2010) .The barriers to effective global talent management: the example of corporate elites in MNEs.Journal of world businesss


5. Dehghani, M. Ya'qubi, N. Moghli, AS. vazifeh, g.(2017).Providing a Comprehensive Model of Factors Affecting the Effective Deployment of Knowledge Management. New Approach in Educational Management, Volume 10, Number 1, Spring 98, 3. (in Persian)


6. Deloitt Inc,(2015), “to-be version fore people, process and technology of sto organization


7. -Dries, Nicky. (2013). The psychology of talent management: A review and research agenda. Human Resource Management Review, 23, 272-285.


8. Gholipour, A. Habibpour ,A. Memarzadeh, Gh. (2019). Designing a Talent Management Model in the Banking Industry. Quarterly Journal of Training & Development of Human Resources Vol.5, No 19, 2019, 1-28. (in Persian)


9. -Iqbal, F (2016). Designing and developing a talent management process for faculty members for talent-driven universities. Public Management Research. Year ninth, No. thirty four. (in Persian).


10. -Katarzyna,N(2016). Talent Managment As a Key Aspect of Human Resorse Managment Strategy in Contemporary Enterprise. Maria Curie-Sklodowska University in Lublin, Poland.


11. -Kimball, S, Milanowski, And Heneman, HnG. (2010). Principal As Human Capital Manager: Evidence From Two Large Districts. Consortium For Policy Research In Education, Strategic Management Of Human Capital Project, University Of Wisconsin-Madison.


12. -Lewis, R. , & Heckman, R. (2006). Talent management: A critical review. Human Resource Management Review, 16, 139-154.


13. -Marcelo,C. Butter,(2015). Intercultural Talent Management Model: Virtual communities to promote collaborative learning in indigenous contexts. Teachers’ and students’ perceptions. Computers in Human Behavior. Vol 51 (2), pp 1191-1197


14. Mersha,T(2010). Keeping Teachers Happy: Talent Management Model for Higher Education Institutions in Ethiopia. St.Mary's University


15. Mirzapour, Q (2014). Identifying the talent management syndrome and the role of managers in identifying, nurturing and creating a talent culture in Shahriar elementary schools. Master thesis. Government - Ministry of Science, Research, and Technology - Teacher Training University - Tehran - Faculty of Management and Accounting. (in Persian)..


16. Mohd,I. Mohd,H. Shuhaida.SH.(2017). Talent Management and Teacher Leadership Talent Development in High Performing School in Malaysia. International Journal of Educational Best Practices, Vol. 1, Number 1


17. -N’Cho, J.(2017) Contribution of talent analytics in change management whitin project management organizations; the case of the French aerospace sector. Procedia Computer Science; 121: 625-629.


18. -Odden, A.& Kelly, J A. (2008). Strategic management of human capital in public education. Wisconsin center for education research, university of Wisconsin-Madiso.


19. -Phillips, Deborah R., Kathy O. Roper.(2009 )“A framework for talent management in real estate”, Journal of Corporate Real Estate; 11(1):7-16.


20. -Phillips R, Roper O.(2009). A framework for talent management in real estate. Journal of Corporate Real Estate.Vol 11(1).PP 7-16.


21. -Shannon,F(2011). The Case for Strategic Talent Management in Academic . Association of American Medical Colleges. May be reproduced and distributed with attribution for educational or noncommercial purposes only. Free PDF versions of this report are available for download at: aamc/pubs.


22. Sweem, Susan L. (2009). Leveraging Employee Engagement through a Talent Management Strategy: Optimizing Human Capital through Human Resources and Organization Development Strategy in a Field Study, dissertation.


23. -U. Sabuncua K, Karacaya G.(2016) Exploring Professional Competencies for Talent Management in Hospitality and Food Sector in Turkey. Procedia - Social and Behavioral Sciences; 235: 443 – 452.