provide an executive model for improving the level of talent management of employees of the Central Organization in Islamic Azad University

Subject Areas :

نوشا  هژبرنژاد ¹ (گروه مدیریت آموزشی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران)
amirhosain  mahmoodi ² (Department of Educational Management and Higher Education, Central Tehran Branch, Islamic Azad University, Tehran, Iran)
fatemeh  hamidifar ³ (Assistant Professor, Department of Educational Management and Higher Education,, Central Tehran Branch, Islamic Azad University, Tehran, Iran)
mohammad naghi  imani ⁴ (Department of Educational Management and Higher Education, Roodehen Branch, Islamic Azad University, Tehran, Iran)

Received: 2021-05-03 Accepted : 2021-06-24 Published : 2021-12-22

Keywords: Staff, talent management, Central Organization in Islamic Azad University,

Abstract :

Objective: This paper undertakes to propose a model for promoting the talent management of Islamic Azad University (IAU) Central Organizations’ staff.Methods: Mixed method (qualitative and quantitative) was applied for this research. In addition to the documentary study, the content analysis technique with MAXQDA12 software was used to identify the dimensions and components. The research population was all experts in educational management and human resources, which was done after 13 theoretical saturation interviews.Findings: 5 dimensions, 11 components and 44 indicators were identified. The structural equation method of smart pls3 software was used to draw the pattern.Conclusion: The results show that the recruitment of the talent system dimension with coefficient of (0.743), educating and developing the talent with( 0.68), evaluating and discovering the talent with(0.641), promoting the talent with (0.468) were predominant in implementing the promotion model. The validity of the model was assessed with 4 dimensions (understanding, adaptation, generalization and control) and 4 dimensions (philosophy and goals, theoretical foundations, implementation stages and evaluation and feedback system). Finally, the applicability of the model was questioned. The average of 3.82 was confirmed and based on the results the model has a high performance, which expressed the high validity of the model.