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Talent management is catching more and more attention in human resources studies and educational organizations in recent years. In this study, researchers aim to develop a valid and reliable talent management scale for educational organizations. The data was analysed by using quantitative methods. The sample of the study involves 784 principals, vice principals and teachers who work in different schools and provinces in Istanbul. Data was analysed in 8 steps. In the first step, unidimensionality was tested for each factor and all of the items confirmed this model. Varimax rotation was used to confirm the two-dimensional model in the second step. 5 items with the same factor load in different factors were excluded after Varimax rotation. In the third step, all factors were analysed via exploratory factor analysis. As a result, the factor named as “retention and recruitment” was excluded from the scale. In addition, 3 items of “training and development” and 2 items of “performance evaluation” were excluded because of high level of factorial complexity. In the fourth step, confirmatory factor analysis was applied for each single factor. All of the factors confirmed the unidimensional model. In the fifth step, covariance matrix and ML estimation methods were used for confirmatory factor analysis of six dimensional model. Researchers also tested discriminant analysis for each of the factors and discriminant reliability was provided in the sixth step. Corrected item total correlation was examined and it was reached that reliability values are quite high for all of the factors in the seventh step. In the final step, researchers randomly divided research sample into two sub-samples to test explanatory and confirmatory factor analysis and measurement invariance. Results showed that the talent management scale for educational organizations is valid and reliable.
2017 •
The Higher Learning Institutions (HLIs) either in abroad or local have implemented Talent Management (TM) for years and they have successfully developed the human capital. Each public HLIs have their own strategic planning to achieve mission and vision of the organization. Therefore, by having a competence staff will ensure the target will be accomplished. Therefore, it is important to identify the level of TM practices which are attracting, recruiting, developing and retaining talent in the public HLIs. This study is to examine the level of TM practices which are attracting, recruiting, developing and retaining talent in selected public HLIs. Quantitative method has been used to conduct this research in selected public HLIs which are Universiti Sains Malaysia (USM), Universiti Pendidikan Sultan Idris (UPSI) and Universiti Teknologi Mara (UiTM). In quantitative method, descriptive survey has been conducted towards 714
Proceedings of the 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020)
The Effect of Talent Management on the Performance of Educational Employee in Higher Education Institutions2021 •
2019 •
Journal of Education and Training Studies
Adaption of Talent Management Scale into Turkish: Sinop University Case2016 •
As a result of globalization, talented employees have been needed in the workplace anymore. With being hired of talented employees, new understanding of management has appeared and talent management has gained importance due to this new understanding. Talent management is a kind of management understanding according to which employees feel motivated and have desire to move forward by taking the initiative, trust in their knowledge and expertise has increased, they believe that they can control the incidents and the conditions which enable them to fulfill the tasks which are suitable and meaningful for them for the sake of organizational purposes have been composed (Doğan, 2006). Talent management is composed of a five-step process, which these steps are hiring, keeping, improving, performance and strengthening personnel. The purpose of this study is to adapt the scale which was used by Oehley (2007) in the thesis of “The Development and Evaluation of a Partial Talent Management Comp...
International Review of Management and Business Research
Need for Talent Management and Investigating Its Impact on Organizational Performance of Higher Education Institutes2021 •
Human resources’ is one of the pivot elements in business enterprises to achieve set goals and objectives of new millennium. Competent and skilled workforce have to be permanent stakeholders of a corporation where they use acquired knowledge and gained skills to achieve set milestones in particular industry. Talent management is the task of attracting, acquiring, developing and retaining skilled workforce to achieve desired goals of corporation. The main objective of this research study is to explore the need for talent management and investigating its impact on the organizational performance of higher education institutes. Three factors of talent management are taken into consideration; talent attraction, talent development and talent retention. Using simple random sampling method, one hundred questionnaires were distributed to academic and administrative heads of three public sector universities in jamshoro city. Data is analyzed using cronbach’s alpha, Mean and standard deviation...
Pakistan Journal of International Affairs
A Study on Critical Success Factors, Challenges and Obstacles in Talent ManagementTalent management is the main component of human resource management in the organization. Through personnel recruiting, training, and development, the company creates plans and strategies that are best suited for the business. The purpose of this research to find what problems and barriers is effecting in the implementation of talent management and what success factor are using in the industry. Talent management is a complex and complicated field and has many significant barriers and challenges. Especially in the organizational scopes of structures, environment, behavior and management. Quantitative research conducted from 250 respondents in different banking and corporate sectors by using convenient sample technique. For the purpose of testing statistically, the research has applied Confirmatory factor analysis (CFA) to check the validity and reliability. After getting the desired results, the research used T-test and mean testing to identify the importance of items. For the purpos...
Developing Country Studies
Talent Management and Employee Performance: Growing Young Colleges to Well Established Organization2014 •
International Journal of Applied Management Sciences and Engineering
Talent Management in Higher Education Institution2019 •
Institutions are losing talented and skilled personnel to competitors because employees opine that their abilities and skills are not valued. There are also no practices in place where shortcomings pertaining to skills and competencies are addressed in order for them to do their jobs effectively especially for administrative staff in higher educational institutions. Hence, the main problem for these institutions is having a workforce that is not motivated to perform optimally. The challenge currently facing Namibian higher education institutions is for them to implement talent management practices successfully so that the workforce is motivated to do their job effectively and efficiently. Hence, adopting a cross-sectional research design with data collected from employees of a higher education institution in Namibia (N=109), the human capital index (HCI) and motivation questionnaire were administered and statistical analysis done with the aim to investigate talent management and mot...
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