A SYSTEMATIC REVIEw OF THE MECHANISMS THAT INFLUENCE TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL EFFECTIVENESS (original) (raw)

A Study of Talent Management and Its Impact on Performance of Organizations

2016

Talent management is a business strategy that organizations believe will enable them to retain their top talented employees and improve organization’s performance. It is the process of effectively hiring the right talent, preparing them to take up top positions in future, assessing and managing their performance and also preventing them to leave the organization. The performance of every organization depends on the performance of their employees. If the employees have unique competencies which the competitors cannot replicate, the organization automatically gains a competitive edge over its competitors. So, for managing this unique human capital, the organizations are focusing on creating effective systems and processes for talent management. The organizations are also striving hard to retain their top/key talent because if they leave, the complete repository of knowledge is also gone out of the hands of the organization. The purpose of the study was to find out the impact of talent...

A Study on Talent Management and its Impact on Organization Performance- An Empirical Review

International Journal of Engineering and Management Research, 2020

These days organization's talent is its primary source of competitive advantage. Performance of organization depends upon performance of its employees. If employees of an organization possess unique competence, that will differentiate them from their competitors. In this competitive environment retention of talented workforce is a major task for HR managers along with acquisition. Talent management is a very complex and critical task. Right Talent acquisition makes organization strategy more strong. The current global economic situation has increased overall jobseekers in employment market worldwide, but there is still notable talent shortage in different sectors and different countries, this leads to increase the problem of "Talent Mismatch".As today's corporate world requires a person with multitasking skill, talent acquisition is becoming very difficult. As a result, finding the "right" person for a particular job is becoming more challenging. Not only acquisition even retention of talented workforce has become greatest challenge for organization. Today's changing landscape of business requires its HR to act more strategically to build employee engagement which is a great tool for talent management. Talent Management focuses on how individuals enter; move up across or out of the organization. Talent Management will succeed with the support of strong organization structure. As better talent can change the future of business, Talent Management has to be given predominant role in organization. If organization implements talent management strategies effectively, that enhances employee's engagement which in turn helps to improve organization performance. Higher the employee engagement higher the productivity. This present study aims to identify the relationship between talent management and organization performance. This study is based on empirical research evidence build by literature reviews carried out in this direction. Researcher is intended to use different articles, research papers and literatures in order to identify the positive relationship between talent management and organization performance. This empirical research paper will provide insights to HR managers to build Talent management as a Strategic tool to build employee engagement and thereby improving organization performance.

Talent Management and Organizational Effectiveness

Journal of Contemporary Research in Social Sciences, 2020

The aim of this paper is to examine talent management and organizational effectiveness. To achieve this, from literature, the concept of talent management with its dimensions of talent acquisition, talent development and talent retention as well as benefits of talent management for both the individual and the organization were examined. Also, the concept of organizational effectiveness, its measures of goal attainment, resource acquisition and internal processes were examined with the aim of showing that talent management can realistically result in organizational effectiveness. The paper adopted a literature review methodology. The findings in extant literature revealed that talent management significantly enhances organizational effectiveness. Based on extant literature, the paper concludes that talent management is a significant predictor of organizational effectiveness. In the end, it was firstly recommended that management should map out strategies to identify, attract and hire talented individuals because for organizations to perform satisfactorily and outcompete their competitors, they need to device strategies to attract and acquire the right kind of talent essential to attainment of corporate goals. Secondly, management should endeavour to marry organizational and employee interests by formulating and implementing policies and practices that favours the career development of the employee. Lastly, that management should introduce and maintain a reward(s) and recognition system as this serves as an important component in building and retaining talent(s) in an organization.

The Effect of Talent Management on Organizational Success

Scinzer Journal of Accounting and Management, 2016

Today, organizations have well realized that in order to succeed in a global complex economy and to remain in a competitive business environment, they require the best talent. The organization 's efforts to recruit , develop and maintain talent, directly linked to their success in the business environment. Research evidence, especially researches on global and international companies confirms the subjrct. Studies have shown that when organizations invest on talents the revenues will be significant increased. Financial value of the organization depends on the quality of their talents, and talents quickly increase the financial value of the organization. As a result, talents can have a positive impact on the performance and success of the organization.

Antecedents and Outcomes of Effective Talent Management Practices: A Review of Literature

The International Journal of Business & Management

Antecedents and Outcomes of Effective Talent Management Practices: A Review of Literature 2. Objectives of the Study The main objective of the study is to focus on the antecedents and outcomes of talent management practices in organization through an extensive literature review.However, the specific objectives of the study are as follows:  To understand the meaning of talent and talent management.  To identify the antecedents of talent management practices.  To know how effective talent management practices contribute to the overall financial and non-financial outcomes of an organization.  To offer some suggestions as how to effectively manage talents in an organization. 3. Methodology of the Study Research design of this review article is conclusive and secondary data has been used for the study by reviewing relevant literatures. In collecting data this paper used the techniques of desktop survey that includes, browsing internet database like Google Scholar, Emerald, OATD.org and ResearchGate to find research papers, articles, and theses on talent, talent management practices, its antecedents and outcomes.

Examining the impact of talent management practices on different sectors: A review of literature

2020

One of the major challenges encountering business all over the world is to structure, retain and sustain talent human capital. Doing the business as well as to adapt to shifting demographics and diversified work forces, corporate world has to strengthen their capabilities and rejuvenate their organizations. The study analyzes literature review on talent management practices in different sectors. There have been many practices obtained by diverse industries in order to deal with the talent available with them such as talent pool, talent nurturing, talent retention, etc. Talent management starts with employment process, configuration of the labour force to the organization, budding the people and getting constant response to help in performance of an individual or an organization. This research mean to extract talent management practices which are adopted in different major industries such as banking, healthcare, industrialized ,edification, hotel & IT industry. This paper aims to pro...

Effectiveness of talent management strategies

This paper investigates the effects of different types of talent management strategies on organisational performance. We introduce four different strategies and show how they affect organisational performance. For this purpose, we use a particularly detailed dataset of 138 Swiss companies. We find that talent management focusing on retaining and developing talents has a statistically significant positive impact on human resource outcomes such as job satisfaction, motivation, commitment and trust in leaders. Moreover, talent management practices with a strong focus on corporate strategy have a statistically higher significant impact on organisational outcomes such as company attractiveness, the achievement of business goals, customer satisfaction and, above all, corporate profit, more so than any other areas that talent management focuses upon.

THE EFFECT OF TALENT MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE

International Journal of Management, 2020

Nowadays, the competition is very sharp amongst the organization; the most important issue for organization is to achieve perfect performance by the employee. Therefore, talent management is becoming more important and getting more priority around the world. In order to attract and retain the talented employee the organization should have positive employer brand. The talented employees must have significant contribution to the companies and drive the companies by their competency and ability to achieve the organization goals. The study is conducted to examine the impact of talent management on KMC employees' performance. The result found a significant relationship between talent management and employee performance.

Review of Talent Management and Its Relevance to Firms Today

2016

In today’s business environment, stiff competition has urged companies to compete with creativity and innovation in order to define and achieve the organization goals, objectives and strategies. Currently, organizations strive to attain efficiency, effectiveness and total quality in its operational processes that can be addressed through successful management, retention and utilization of the best talents that are available in the marketplace. Getting the right people with the job in the right place and the right time is very important as an ingredient to organizational success and performance through conducting survey of the labor market. Results from critical evaluation of the literatures suggest that talent management proved to be a source of competitive advantage, leaders and managers are instrumental in promoting talent management and views talent management as maximizing the talent’s potential for effective functioning of the organization as well as its human resource departme...

Determinants of Effective Talent Management

Journal of Positive Management, 2015

Purpose: The main goal of this article is to present eff ective ways of talent management in an enterprise. Methodology: Factors identifi cation was carried out based on analysis of subject literature, and also on empirical research, which were carried out within the framework of doctoral dissertation. On the basis used of expert method inspired by Delphic technique, opinions received from the management experts allowed the determinants to be divided with regard to their positive and negative infl uence and ability to develop an enterprise, namely internal and external. Findings: Talent management is gaining strategic meaning for enterprises, which aim to secure competitive advantage, not only by dynamic growth. Employers' skills in terms of extracting, adjusting and appreciating creativity, and potential to develop knowledge, abilities and experience of employees can stand up to requirements which are made in the days of economy based on knowledge. Implications: Eff ective talent management is conditioned by numerous factors. Taking into consideration opinions of experts participating in the research, conditions were divided into their positive and negative infl uence, and the ability of shaping them by a company, namely internal and external. The author is expressing hope that analysis of determinants of eff ective talent management will be an interesting and useful reading from a perspective of talent management in the both academic and practical dimension, even though it is only a starting point for further discussion.