طراحی مدل جامع مدیریت استعداد با رویکرد جانشین پروری در راستای توسعه بهره وری سازمانی با استفاده از روش معادلات ساختاری (مورد مطالعه: سازمان های دولتی)
محورهای موضوعی : مدیریت بازرگانیعلی محفوظی 1 , داود لفظ فروشان 2 , محمود قربانی 3
1 - گروه مدیریت، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران
2 - دانشجوی دکتری گروه مدیریت دولتی، واحد زنجان، دانشگاه آزاد اسلامی، زنجان، ایران
3 - دانشیارگروه مدیریت، واحد مشهد، دانشگاه آزاد اسلامی، مشهد،ایران
کلید واژه: مدیریت استعداد, سازمان های دولتی, جانشین پروری, استراتژی مدیریت استعداد,
چکیده مقاله :
مدیریت استعدادها مهم ترین مزیت رقابتی در سازمان‌های امروزی است. در این پژوهش سعی شده تا به روش تحقیق آمیخته به شناسایی و تبیین مؤلفه های تشکیل دهندۀ مدل مدیریت استعداد با رویکرد جانشین پروری در سازمان های دولتی پرداخته شود. بدین صورت که در بخش کیفی از تکنیک دلفی استفاده گردید و از روش معادلات ساختاری در بخش کمی با نمونه آماری 357 نفری بهره‌گیری شد. نمونه های این مطالعه از بین کارکنان سازمان‌های دولتی شهرستان مشهد به روش نمونه گیری طبقه‌ای دو مرحله‌ای (با تخصیص متناسب) انتخاب شدند. برمبنای تئوری پژوهش، مدل اولیه دارای سه بُعد مدیریت استعداد، شامل دو مؤلفۀ استراتژی استعداد و طرز تفکر استعداد، بُعد استراتژی مدیریت استعداد، شامل پنج مؤلفه ارتباطات، پرورش کارکنان، فرهنگ، مدیریت عملکرد و پاداش و قدردانی، و بُعد جانشین پروری، شامل سه مؤلفه ساختار، زمینه و محتوا، فرض شد. در ادامه، داده های گردآوری شده در بخش ارزیابی و سنجش مدل به وسیله تحلیل های عاملی تأییدی مورد تجزیه و تحلیل قرار گرفت. یافته های این پژوهش حاکی از آن است که مدل مفروض برای مدیریت استعداد با رویکرد جانشین پروری در سازمان های دولتی معنی‌دار و گویای این مهم بود که از دیدگاه کارکنان سازمان های دولتی، بُعد استراتژی مدیریت استعداد به ترتیب به میزان 82% و 99% در تبیین واریانس جانشین پروری و مدیریت استعداد نقش دارد.
Nowadays, the most important competitive advantage in an organization is talent management. Hence, the aim of this mixed method study was to identify and evaluate the components of talent management via the succession planning approach in governmental organizations. Two-stage stratified sampling was employed to select the research sample that comprised 357 respondents who were selected from the employees in governmental The collected research data were analyzed qualitatively via Delphi Technique and quantitatively via Structural Equation Modeling. An extensive literature review on talent management resulted in an initial model with three components of Talent Management, including two factors of talent way of thinking and talent strategy, Talent Management Strategy, including five factors of communication, employee training, culture, performance management, rewards and appreciation, and Succession Planning, including three factors of structure, background, and content. The model obtained from the Delphi technique was subsequently examined through Confirmatory Factor Analysis. The results emerging from the present study revealed good model fitness for the proposed model with a credible degree of validity. It was shown that Talent Management Strategy can respectively explain 82% and 99% of variance in Succession
Agah Hamid Abadi, Z., A.(2010). Mathematical Model acting director of police commanders, Master Thesis, Tehran: Tehran University, (In Persian).
Alizadeh, E.(2007). Factors affecting the willingness of employee turnover. Human Development of Police Journal, 11, 73-89, (In Persian).
Amin Beidokhti, A. A., & Nemati, M.A.(2013). Moderating role of organizational commitment on the relationship between organizational learning and succession management (Case study Tehran University). Executive Management Journal, 19, 35-58, (In Persian).
Anwar, A., Nisar, Q. A., Khan, N. Z. A., & Sana, A.(2014). Talent Management: Strategic Priority of Organizations. International Journal of Innovation and Applied Studies, 9(3), 1148.
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Armstrong, M.(2010). Armstrong’s Essential Human Resource Management Practice. Kogan page: London and Philadelphia.
Asgari Bajgerani, M., Shaemi, A., & Allameh, S.M.(2011). Test of Talent Management Strategy governance in the municipality of Isfahan. Journal of Urban Management, 28, 277-286.
Ashton, C., & Morton, L.(2005). Managing talent for competitive advantage: Taking a systemic approach to talent management. Strategic HR Review, 4(5), 28-31.
Baumruk, R.(2006). Why managers are crucial to increasing engagement: Identifying steps managers can take to engage their workforce. Strategic HR Review, 5(2), 24-27.
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Berry, M.(2007). Talent management tops European challenges list. Personnel Today. 19(8).
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Buckingham, M., & Vosburgh, R.M.(2001). The 21st century human resources function: It's the talent, stupid!. People and Strategy, 24(4), 17.
Byham, W.C.(2002). A new look at succession management. Ivey Business Journal, 66(5), 10-12.
Cappelli, P.(2008). Talent management for the twenty-first century. Harvard business review, 86(3), 74- 81.
Cascio, W. F., & Boudreau, J.W.(2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
Chambers, E. G., Handfield-Jones, H., Hankin, S. M., & Michaels, E.G.(1998). Win the war for top talent. Workforce Journal, Retrieved from: http://www.workforce.com/.
Chenari, A., Saemian, S.(2008). Knowledge and talent management. Journal of Management, 141, 18-19.
Clarke, M., Seng, D., & Whiting, R.H.(2011). Intellectual capital and firm performance in Australia. Journal of Intellectual Capital, 12(4), 505-530.
Davies, B., & Davies, B.J.(2010). Talent management in academies. International Journal of Educational Management, 24(5), 418-426.
Davis, T., Cutt, M., Flynn, N., Mowel, P., & Orme, S.(2007). Talent Assessment: A New Strategy for Talent Management. Gower House: Aldershot.
DeLong, T. J., & Vijayaraghavan, V.(2003). Let’s hear it for players. Harvard Business Review, 96-102.
Devine, M., & Powell, M.(2008). Talent management in the public sector. The Ashridge Journal, 360, 1-6.
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Donahue, K.B.(2001). It Is Time to Get Serious about Talent Management. Harvard Business School Press: Boston.
Duttagupta, R.(2005). Identifying and Managing Your Assets: Talent Management. Price Water House Coopers: London.
Elving, W., van Ruler, B., Goodman, M., & Genest, C.(2012). Communication management in The Netherlands: Trends, developments, and benchmark with US study. Journal of Communication Management, 16(2), 112-132.
Farley, C.(2005). HRS role in talent management and driving business results. Employment Relations Today, 32(1), 55-61.
Farndale, E., Scullion, H., & Sparrow, P.(2010). The role of the corporate HR function in global talent management. Journal of World Business, 45(2), 161-168.
Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P.(2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), 264-279.
Gandossy, R., & Kao, T.(2004). Talent Wars: Out of mind, out of practice. People and Strategy, 27(4), 15-19.
Garavan, T. N., McGuire, D., & O’Donnell, D.(2004). Exploring human resource development: A levels of analysis approach. Human Resource Development Review, 3(4), 417-441.
Gay, M., & Sims, D.(2009). Building tomorrow's talent. Translated by Jazany, N., Tehran: Saramad Publication, (In Persian).
Gaylard, M., Sutherland, M., & Viedge, C.(2005). The factors perceived to influence the retention of information technology workers. South African Journal of Business Management, 36(3), 87-97.
Glen, C.(2006). Key skills retention and motivation: the war for talent still rages and retention is the high ground. Industrial and commercial training, 38(1), 37-45.
Griffeth, R.W., Hom, P. W., & Gaertner, S.(2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of management, 26(3), 463-488.
Groves, K.S.(2007). Integrating leadership development and succession planning best practices. Journal of management development, 26(3), 239-260.
Haji karimi, A.A., & Hosseini, A.(2010). Strategic factors underlying impact on talent management. Strategic Management Studies, 2, 51-71.
Haji Mollamirzaei, H., Arastoo, M., Hakimi Ahmad Khani, A., & Nourouzi Chegini, E.(1994). The effect of HR on talent management information systems. Conference management and entrepreneurship in the economic conditions of resistance, (In Persian).
Hartley, D.(2004). Tools for talent. Training and Development, 58 (4), 20-23.
Haworth, M.(2005). Tips for better succession planning. The Journal for Quality and Participation, 28(3), 13-15.
Hayton, J. C., & Kelley, D.J.(2006). A competency‐based framework for promoting corporate entrepreneurship. Human Resource Management, 45(3), 407-427.
Heidke, J.D.(2006). Building the Bench through Effective Talent Management. Presented at Gtac-Asid Meeting.
Heinen, J. S., & O'Neill. C.(2004). Managing Talent to Maximize Performance. Employment Relations Today, 31, 67-82.
Hunte-Cox, D.E.(2004). Dissertation: Organization Succession Planning and the Organizational Learning Capacity. Phd Thesis, George Washington University.
Huselid, M. A., Beatty, R. W., & Becker, B.E.(2005). A players’ or ‘A positions’. Harvard Business Review, 83(12), 110-117.
Iles, P.(2007). Employee Resourcing and Talent Management. London: Thomson Learning.
Ingham, J.(2006). Closing the Talent Management Gap: Harnessing your Employees’ Talent to Deliver Optimum Business Performance. Strategic HR Review, 5(3), 20- 23.
Khaloondi, F., & Abaspour, A.(2013). Model Talent Management Process Optimization (Case study of Oil Company and pars Gaz). Research in Public Management, 19, 103-128.
Khanifer, H., Ebrahimi, H., & Hassanzadeh, H.R.(2014). Check the location implement succession planning in the University of Mostafa Al Alalmyh. Organizational Culture Management, 3, 483-504.
Kim, C. H., & Scullion, H.(2011). Exploring the links between corporate social responsibility and global talent management: a comparative study of the UK and Korea. European Journal of International Management, 5(5), 501-523.
Levin, R., & Rosse, J.(2001). Talent flow: A strategic approach to keeping good employees, helping them grow and letting them go. San Francisco. CA: Jossey-Bass.
Lotfinia, A.(2011). The role of intellectual capital to create value. Engineering Manager, 5, 51-97.
Luna-Arocas, R., & Morley, M.J.(2015). Talent management, talent mindset competency and job performance: the mediating role of job satisfaction. European Journal of International Management, 9(1), 28-51.
Luthans, F., & Peterson, S.J.(2002). Employee engagement and manager self-efficacy. Journal of management development, 21(5), 376-387.
Mansouri Jalilian, A., & Soofi, A.R.(2013). Succession police managers, dimensions and validation based on exploratory and confirmatory factor analysis. Quarterly Inspection Journal, 23, 31-57, (In Persian).
Martin, G., & Hetrick, S.(2006). Corporate reputations, branding and people management: A strategic approach to HRM. Oxford: Butterworth Heinemann.
McCauley, C., & Wakefield, M.(2006). Talent management in the 21st century: Help your company find, develop, and keep its strongest workers. The Journal for Quality and Participation, 29(4), 4.
Meyers, M. C., & van Woerkom, M.(2014). The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49(2), 192-203.
Michaels, E., Handfield-Jones, H., & Axelrod, B.(2001). The war for talent. Boston: Harvard Business School Press.
Oehley, A. M. (2007). The Development and Evaluation of a Partial Talent Management Competency Model. Master Thesis. Arts at Stellenbosch University.
Parsley, A.(2006). Road map for employee engagement. Management Services, 50(1), 10-11.
Ready, D. A., & Conger, J.A.(2007). Make your company a talent factory. Harvard business review, 85(6), 68-77.
Rezaei, A., Gorji, M.B.(2013). Presentation of model talent management. The National Conference of modern management (In Persian).
Rezaeian, A., & Soltani, F.(2009). The introduction of a comprehensive model and talent management system to improve the performance of individual employees of the oil industry. Journal of management and human resources in the oil industry, 8, 7-49 (In Persian).
Ross, J.A.(2005). Dealing with real reasons people leave. Harvard Management Update.
Rothbard, N.P.(2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative science quarterly, 46(4), 655-684.
Rothwell, W.J.(2010). Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within. New York: Amacom.
Ruona, W.E.A.(1999). An investigation into core beliefs underlying the profession of human resource development. Phd Thesis, University of Minnesota.
Schweyer, A.(2004). Talent Management Systems, Best Practices in Solutions for Recruitment, Retention and Workforce Planning. Wiley: New York.
Skuza, A., Scullion, H., & McDonnell, A.(2013). An analysis of the talent management challenges in a post-communist country: The case of Poland. The International Journal of Human Resource Management, 24(3), 453-470.
Slan, R.S.(2005). Leadership Succession: The Justice Perceptions of High-potential Identification Practices. Master Thesis. University of Guelgh.
Stahl, G., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., Trevor, J., & Wright, P.(2012). Six principles of effective global talent management. Sloan Management Review,53(2),25-42.
Sutherland, M., & Jordaan, W.(2004). Factors affecting the retention of knowledge workers. South African Journal of Human Resource Management, 2(2), 55-64.
Sweem, S.L.(2009). Leveraging employee engagement through a talent management strategy: Optimizing human capital through human resources and organization development strategy in a field study. Phd Thesis, Benedictine University.
Taker, E., Kao, T., & Verman, N.(2005). Next generation talent management: Insights on how workforce trends are changing the face of talent management. Business Credit, 106(7), 20-27.
Taleghani, G. R., Amini, S., Ghaffari, A., & Adoosi, H.(2016). The relationship between talent management on the performance of faculty members of Isfahan University, Journal of Public Management, 3, 83-102, (In Persian).
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_||_Agah Hamid Abadi, Z., A.(2010). Mathematical Model acting director of police commanders, Master Thesis, Tehran: Tehran University, (In Persian).
Alizadeh, E.(2007). Factors affecting the willingness of employee turnover. Human Development of Police Journal, 11, 73-89, (In Persian).
Amin Beidokhti, A. A., & Nemati, M.A.(2013). Moderating role of organizational commitment on the relationship between organizational learning and succession management (Case study Tehran University). Executive Management Journal, 19, 35-58, (In Persian).
Anwar, A., Nisar, Q. A., Khan, N. Z. A., & Sana, A.(2014). Talent Management: Strategic Priority of Organizations. International Journal of Innovation and Applied Studies, 9(3), 1148.
Arabpour, A., & Nikpour, A.(2015). The impact of talent management on the productivity of labor in Kerman public organizations. Human Resource Management preceding studies University Imam Hussein, 1, 159-186, (In Persian).
Armstrong, M.(2010). Armstrong’s Essential Human Resource Management Practice. Kogan page: London and Philadelphia.
Asgari Bajgerani, M., Shaemi, A., & Allameh, S.M.(2011). Test of Talent Management Strategy governance in the municipality of Isfahan. Journal of Urban Management, 28, 277-286.
Ashton, C., & Morton, L.(2005). Managing talent for competitive advantage: Taking a systemic approach to talent management. Strategic HR Review, 4(5), 28-31.
Baumruk, R.(2006). Why managers are crucial to increasing engagement: Identifying steps managers can take to engage their workforce. Strategic HR Review, 5(2), 24-27.
Bennett, M., & Bell, A.(2004). Leadership & Talent in Asia. Wiley: Singapore.
Berry, M.(2007). Talent management tops European challenges list. Personnel Today. 19(8).
Bhatnagar, J.(2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relations, 29(6), 640-663.
Buckingham, M., & Vosburgh, R.M.(2001). The 21st century human resources function: It's the talent, stupid!. People and Strategy, 24(4), 17.
Byham, W.C.(2002). A new look at succession management. Ivey Business Journal, 66(5), 10-12.
Cappelli, P.(2008). Talent management for the twenty-first century. Harvard business review, 86(3), 74- 81.
Cascio, W. F., & Boudreau, J.W.(2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
Chambers, E. G., Handfield-Jones, H., Hankin, S. M., & Michaels, E.G.(1998). Win the war for top talent. Workforce Journal, Retrieved from: http://www.workforce.com/.
Chenari, A., Saemian, S.(2008). Knowledge and talent management. Journal of Management, 141, 18-19.
Clarke, M., Seng, D., & Whiting, R.H.(2011). Intellectual capital and firm performance in Australia. Journal of Intellectual Capital, 12(4), 505-530.
Davies, B., & Davies, B.J.(2010). Talent management in academies. International Journal of Educational Management, 24(5), 418-426.
Davis, T., Cutt, M., Flynn, N., Mowel, P., & Orme, S.(2007). Talent Assessment: A New Strategy for Talent Management. Gower House: Aldershot.
DeLong, T. J., & Vijayaraghavan, V.(2003). Let’s hear it for players. Harvard Business Review, 96-102.
Devine, M., & Powell, M.(2008). Talent management in the public sector. The Ashridge Journal, 360, 1-6.
Dohm, A.(2000). Guaging the labor force effects of retiring baby-boomers. Monthly Lab. Rev, 17.
Donahue, K.B.(2001). It Is Time to Get Serious about Talent Management. Harvard Business School Press: Boston.
Duttagupta, R.(2005). Identifying and Managing Your Assets: Talent Management. Price Water House Coopers: London.
Elving, W., van Ruler, B., Goodman, M., & Genest, C.(2012). Communication management in The Netherlands: Trends, developments, and benchmark with US study. Journal of Communication Management, 16(2), 112-132.
Farley, C.(2005). HRS role in talent management and driving business results. Employment Relations Today, 32(1), 55-61.
Farndale, E., Scullion, H., & Sparrow, P.(2010). The role of the corporate HR function in global talent management. Journal of World Business, 45(2), 161-168.
Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P.(2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), 264-279.
Gandossy, R., & Kao, T.(2004). Talent Wars: Out of mind, out of practice. People and Strategy, 27(4), 15-19.
Garavan, T. N., McGuire, D., & O’Donnell, D.(2004). Exploring human resource development: A levels of analysis approach. Human Resource Development Review, 3(4), 417-441.
Gay, M., & Sims, D.(2009). Building tomorrow's talent. Translated by Jazany, N., Tehran: Saramad Publication, (In Persian).
Gaylard, M., Sutherland, M., & Viedge, C.(2005). The factors perceived to influence the retention of information technology workers. South African Journal of Business Management, 36(3), 87-97.
Glen, C.(2006). Key skills retention and motivation: the war for talent still rages and retention is the high ground. Industrial and commercial training, 38(1), 37-45.
Griffeth, R.W., Hom, P. W., & Gaertner, S.(2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of management, 26(3), 463-488.
Groves, K.S.(2007). Integrating leadership development and succession planning best practices. Journal of management development, 26(3), 239-260.
Haji karimi, A.A., & Hosseini, A.(2010). Strategic factors underlying impact on talent management. Strategic Management Studies, 2, 51-71.
Haji Mollamirzaei, H., Arastoo, M., Hakimi Ahmad Khani, A., & Nourouzi Chegini, E.(1994). The effect of HR on talent management information systems. Conference management and entrepreneurship in the economic conditions of resistance, (In Persian).
Hartley, D.(2004). Tools for talent. Training and Development, 58 (4), 20-23.
Haworth, M.(2005). Tips for better succession planning. The Journal for Quality and Participation, 28(3), 13-15.
Hayton, J. C., & Kelley, D.J.(2006). A competency‐based framework for promoting corporate entrepreneurship. Human Resource Management, 45(3), 407-427.
Heidke, J.D.(2006). Building the Bench through Effective Talent Management. Presented at Gtac-Asid Meeting.
Heinen, J. S., & O'Neill. C.(2004). Managing Talent to Maximize Performance. Employment Relations Today, 31, 67-82.
Hunte-Cox, D.E.(2004). Dissertation: Organization Succession Planning and the Organizational Learning Capacity. Phd Thesis, George Washington University.
Huselid, M. A., Beatty, R. W., & Becker, B.E.(2005). A players’ or ‘A positions’. Harvard Business Review, 83(12), 110-117.
Iles, P.(2007). Employee Resourcing and Talent Management. London: Thomson Learning.
Ingham, J.(2006). Closing the Talent Management Gap: Harnessing your Employees’ Talent to Deliver Optimum Business Performance. Strategic HR Review, 5(3), 20- 23.
Khaloondi, F., & Abaspour, A.(2013). Model Talent Management Process Optimization (Case study of Oil Company and pars Gaz). Research in Public Management, 19, 103-128.
Khanifer, H., Ebrahimi, H., & Hassanzadeh, H.R.(2014). Check the location implement succession planning in the University of Mostafa Al Alalmyh. Organizational Culture Management, 3, 483-504.
Kim, C. H., & Scullion, H.(2011). Exploring the links between corporate social responsibility and global talent management: a comparative study of the UK and Korea. European Journal of International Management, 5(5), 501-523.
Levin, R., & Rosse, J.(2001). Talent flow: A strategic approach to keeping good employees, helping them grow and letting them go. San Francisco. CA: Jossey-Bass.
Lotfinia, A.(2011). The role of intellectual capital to create value. Engineering Manager, 5, 51-97.
Luna-Arocas, R., & Morley, M.J.(2015). Talent management, talent mindset competency and job performance: the mediating role of job satisfaction. European Journal of International Management, 9(1), 28-51.
Luthans, F., & Peterson, S.J.(2002). Employee engagement and manager self-efficacy. Journal of management development, 21(5), 376-387.
Mansouri Jalilian, A., & Soofi, A.R.(2013). Succession police managers, dimensions and validation based on exploratory and confirmatory factor analysis. Quarterly Inspection Journal, 23, 31-57, (In Persian).
Martin, G., & Hetrick, S.(2006). Corporate reputations, branding and people management: A strategic approach to HRM. Oxford: Butterworth Heinemann.
McCauley, C., & Wakefield, M.(2006). Talent management in the 21st century: Help your company find, develop, and keep its strongest workers. The Journal for Quality and Participation, 29(4), 4.
Meyers, M. C., & van Woerkom, M.(2014). The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49(2), 192-203.
Michaels, E., Handfield-Jones, H., & Axelrod, B.(2001). The war for talent. Boston: Harvard Business School Press.
Oehley, A. M. (2007). The Development and Evaluation of a Partial Talent Management Competency Model. Master Thesis. Arts at Stellenbosch University.
Parsley, A.(2006). Road map for employee engagement. Management Services, 50(1), 10-11.
Ready, D. A., & Conger, J.A.(2007). Make your company a talent factory. Harvard business review, 85(6), 68-77.
Rezaei, A., Gorji, M.B.(2013). Presentation of model talent management. The National Conference of modern management (In Persian).
Rezaeian, A., & Soltani, F.(2009). The introduction of a comprehensive model and talent management system to improve the performance of individual employees of the oil industry. Journal of management and human resources in the oil industry, 8, 7-49 (In Persian).
Ross, J.A.(2005). Dealing with real reasons people leave. Harvard Management Update.
Rothbard, N.P.(2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative science quarterly, 46(4), 655-684.
Rothwell, W.J.(2010). Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within. New York: Amacom.
Ruona, W.E.A.(1999). An investigation into core beliefs underlying the profession of human resource development. Phd Thesis, University of Minnesota.
Schweyer, A.(2004). Talent Management Systems, Best Practices in Solutions for Recruitment, Retention and Workforce Planning. Wiley: New York.
Skuza, A., Scullion, H., & McDonnell, A.(2013). An analysis of the talent management challenges in a post-communist country: The case of Poland. The International Journal of Human Resource Management, 24(3), 453-470.
Slan, R.S.(2005). Leadership Succession: The Justice Perceptions of High-potential Identification Practices. Master Thesis. University of Guelgh.
Stahl, G., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., Trevor, J., & Wright, P.(2012). Six principles of effective global talent management. Sloan Management Review,53(2),25-42.
Sutherland, M., & Jordaan, W.(2004). Factors affecting the retention of knowledge workers. South African Journal of Human Resource Management, 2(2), 55-64.
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