List of Articles Talent Management

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  1 - Designing talent management model in the banking industry using grounded Theory
  mahboobeh memari
  Abstract The banking industry and the desirable performance of banks have a significant impact on the country's economic development. The environmental factors affecting the industry, such as the complex global economy, the economic climate of the country influenced by More

  Abstract The banking industry and the desirable performance of banks have a significant impact on the country's economic development. The environmental factors affecting the industry, such as the complex global economy, the economic climate of the country influenced by economic sanctions, as well as the growth of private banks and financial and credit institutions, have led banks to attract, cultivate and sustain people in order to sustain its growth and survival and to gain superior competitive advantage. On the one hand, because of the vertical hierarchy structure in most of the country's banks and the lack of flexibility of the human resources system, there are often problems in attracting and retaining talent. Therefore, the design of a system that allows banks to attract, develop, and maintain a talented personnel is one of the needs of this industry. Therefore, the present study amid to design a talent management model in the banking industry. The present research has interpretive philosophical foundations and its orientation is fundamental and applied. The approach of this research is inductive and a qualitative method for its implementation is used. The field study method and the strategy of the grounded theory were used. The main purpose of the research was the discovery and understanding and the method of data collection was interview. To select a sample, a combination of purposeful or judging methods and snowball method and theoretical sampling were used. In the present research, the paradigm model of talent management was identified in the role of causal, subjective, interventional, main phenomena and outcomes, design and development, and the dimensions of planning talent, acquire talent,, Talent development, Applying talent, retaining talent, for the main phenomenon have been identified. Manuscript profile
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  2 - Investigating the effect of employer brand on human resources productivity with the mediating role of Talent Management (Case Study: Elites in a defense organization)
  younes nazari majid ramezan   Masih Ebrahimi
  Iranian governmental agencies, to realize the slogan of "resistance economy, action and implementation", require special attention to the human resources productivity. This leads to the customer retention, improving financial performance and profitability. The employer More

  Iranian governmental agencies, to realize the slogan of "resistance economy, action and implementation", require special attention to the human resources productivity. This leads to the customer retention, improving financial performance and profitability. The employer brand is a long-term strategy to attract, retain and develop human resources that can be an important factor affecting labor productivity. Research has also shown that one of the factors affecting the productivity of human resources is talent management. The present study has investigated the influence of the employer brand on the human resources productivity as well as the mediating role of talent management in influencing human resources productivity by employer brand. Implementation of the outcomes of this study will provide an increase in labor productivity. The study population includes the elite employees of a defense organization. This study was conducted on a sample of 45 members of staff; the purposive sampling was used in this regard. The research method was descriptive correlational and a researcher-made questionnaire was used to collect data. Data analysis was conducted using equation modeling in PLS software. The findings indicate that the employer brand and talent management affect human resources productivity; the employer brand also affects talent management. Manuscript profile
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  3 - Investigating the impact of future-oriented talent management on career success; explaining the mediating role of Proactive Career behaviors
  Mohammad Jafari nasim mousavi Ali Shariat nejad Reza Vali nejad,
  The purpose of the present study was to investigate the impact of future-oriented talent management on the success of employees' career through the mediating role of Proactive Career behaviors. This research is an applied research and is a descriptive survey research. T More

  The purpose of the present study was to investigate the impact of future-oriented talent management on the success of employees' career through the mediating role of Proactive Career behaviors. This research is an applied research and is a descriptive survey research. The statistical population of this study was 384 people who work in South Oil and Gas Companies that were estimated using Cochran formula and cluster sampling method. The data collection tool was a standard questionnaire whose validity was confirmed by content validity method and its reliability was confirmed by Cronbach's alpha method. In this study, structural equation modeling approach and Smart Pls2 and Spss 19 software were used. The results show that future-oriented talent management has a positive and significant effect on career success and Proactive Career behaviors. The results also indicate that proactive career behaviors have a mediating role in the impact of future-oriented talent management on career success. Manuscript profile
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  4 - Designing Talent Management Model in Banking Industry
  allahvirdi habibpoor Arian  Gholipour Gholamreza Memarzadeh
  In order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in More

  In order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in the banking industry and to determine & prioritize dimensions and components". First, the literature was studied well and according to that, the elemental model was designed. Considering the purpose, the current study is applied and method of the research is mixed exploratory. Then, deep and targeted structured interview was conducted with 15 selected individuals, consisting of two groups of managers, experts and academic experts, as well as managers and banking professionals and gathered data was analyzed using content analysis method and dimensions and components were determined. After that, a researcher-made questionnaire was used to confirm and prioritize research model. For validity of questionnaire, content considered and for reliability, Cronbach's alpha was used. The questionnaire distributed between 164 people including heads and deputies of the of welfare of workers bank, national bank and Saman bank and, in order to analyze the data, the structural equation modeling method was applied using the smart P.L.S.3 software. According to the results of study, nine dimensions and 80 components were identified & prioritized. About this, talent retaining factors, talent management results, talent strategy, talent development methods, talent characteristics, talent absorb and selection methods, talent assessment, banking industry characteristics and organizational culture have significant roles in explaining talent management model in the banking industry. Manuscript profile
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  5 - A Model of Talent Search for Faculty Members in Comprehensive Universities with Regional Performance Level based on Human Resources Development Strategies (A Case Study: Lorestan University)
  unes romiani Khodayar abili javad porkarimi saeid frahbakhsh
  Talent management is one of approaches that could assure the universities that competent and talented individuals could receive appropriate job positions and focuses on the significance of managing people and situations at different organizational levels. The current re More

  Talent management is one of approaches that could assure the universities that competent and talented individuals could receive appropriate job positions and focuses on the significance of managing people and situations at different organizational levels. The current research was conducted with the aim of designing a model of talent search for academic staff members in comprehensive universities with regional performance level based on the principles of human resources development. The research method of this study was applied in terms of purpose and exploratory in terms of data collection. In the qualitative phase, the statistical population consisted of academic and executive experts, 19 of whom were purposefully selected and interviewed in a semi-structured manner. In the quantitative part, the statistical population included all the academic staff members of Lorestan University, (n=307) and 110 individuals were selected as a sample using stratified random sampling. The tool of data collection in the qualitative part was semi-structured interviews and in the quantitative part two researcher-made questionnaires used for the purpose of accreditation and validation of the exploratory model. The results showed that the educational component (scientific mastery, effective teaching, learning), the research component (application of knowledge, research ability, scientific writing and publication, analysis), and the consulting component (consulting business environments, consulting students and advice to the community) constitute the main dimensions of the model, in addition, the results of the t-test in the validation section of the model indicated that all components have sufficient validity to be included in the final model. Furthermore, the findings of the research revealed that all observable and immediate variables had a factor load higher than 0.70 on their current variable; therefore, it was significant at the 0.01 level. Manuscript profile
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  6 - Identifying the Factors Affecting the Development of Organizations talents: A Qualitative Study
  Darush Mehri Mahmood  abolghasemi Hassan  mahjoub Ali farhadi
  Today, Talents is recognized as an important factor in gaining sustainable competitive advantages and maximizing organizational performance. Regarding the scientific and technological goals in development documents, Iran has emphasized on the education and development o More

  Today, Talents is recognized as an important factor in gaining sustainable competitive advantages and maximizing organizational performance. Regarding the scientific and technological goals in development documents, Iran has emphasized on the education and development of job talents in order to meet the needs of the society and achieve the level of knowledge and skills of the workforce in accordance with international standards. Thus, the present study aimed to identify the factors affecting the development of the talent of aerospace engineering personnel of an organizational university in the workplace with a qualitative approach. The research sample Consisted of 15 experts and were selected by snowball sampling method. Semi-structured interviews were used to collect data which were later analyzed using the Thematic Analysis Strategy and MAXQDA software version 11. The validity and reliability of the data obtained from the interviews were re-coded and received feedback from the participants. Based on research findings, the factors influencing the development of Organizations talents were identified and categorized in three main component, including organizational, management and individual and 16 sub-components. The results of this research can be utilized as an effective model for the development of talent in organizations Manuscript profile
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  7 - Succession Planning in Schools and Educational Centers: A Synthesis Research Approach
  Behzad Jahanshiri hadi pourshafei Hossain Momenimahmouei
  Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future pos More

  Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future positions of the organization. This is of special significance in educational organizations considering their goals, hence the aim of the current research was to identify the indicators and components of the replacement of managers in schools and educational centers. The approach of the current research was qualitative and the method was synthetic. The research corpus included all the articles published in the last decade (2006-2023), of which 24 articles were selected as samples based on thematic content monitoring. The research data were collected by qualitative analysis of the studied documents. By analyzing the data, key factors in 4 dimensions, 11 factors and 54 categories including the dimension of succession management (components such as competence-oriented, knowledge management, transformational and creative leadership, strategic planning); cultural organizational dimension (components such as strengthening the culture of cooperation and teamwork, delegating authority, maintaining talented human resources), approaches and strategies of parenting dimension (components such as approaches based on self-development and approaches based on cooperative learning), and monitoring and evaluation dimension (components such as program monitoring and evaluation of individual competencies) were classified. The results showed that in order to design succession planning patterns, in addition to the personal components of the succession, organizational culture, attention to effective approaches in education, proper management in succession planning, and appropriate evaluation should be considered. Manuscript profile