INFLUENCE OF COMPETENCY MANAGEMENT ON EMPLOYEE RETENTION IN SERVICE PROVIDER ORGANIZATIONS IN KENYA

Richard Rotich

Abstract


Retaining talented employees is a critical management issue in both private and public organizations. Employees form a key component of any organization. However, as a result of globalization, economic growth and shortage of skilled labor, many organizations including service providers are finding it difficult to retain valued employees. Turnover is even occurring against a background of varied human resource management interventions to improve employee retention. Employee retention is one of the challenges facing many organizations both public and private. Retention of talented employees has become an even greater challenge confronting human resource practitioners due to talented candidates in the global job skills market having the luxury of choice. The objective of this study was to investigate the influence of competency management on Employee Retention in the service provider sector in Kenya. This study was informed by human capital theory. Explanatory research design guided the study. The target population of this study was 519 employees of Mobile service provider organizations. The sample size was 226 respondents. Stratified, purposive and simple random sampling was used to select respondents. The data was collected using self-administered questionnaires. The data was analyzed using both descriptive and inferential statistics to explore the various variables of the study using Statistical Package for Social Sciences Software version 22. From the regression model, (R2 = .630) shows that competency management practices account for 66.3% variation in employee retention at service provider organizations. There was a positive significant relationship between competency management practices and employee retention at service organizations (β1=0.751 and p<0.05). There is a positive and significant relationship between competency management and Employee Retention in the service provider organizations in Kenya. Competency management should always be considered as a key component and outcome of strategic human resource management for enhanced employee retention and performance. Organizations should consider competency management as core human resource practices if they were to retain their employees.

 

Article visualizations:

Hit counter

DOI

Keywords


competency, management, employee, retention, service providers, organizations

Full Text:

PDF

References


Abbas, M., Raja, U., Darr W., & Bouckenooghe, D. (2014). Combined Effects of Perceived Politics and Psychological Capital on Job Satisfaction, Turnover Intentions and Performance. Journal of Management, 40 (7), 1813-1830.

Aberdeen Group Inc. /Human Capital Institute. (2005). Retaining Talent: Retention & Succession in the Corporate Workforce. Boston: Author.

Abok, A. M. (2015). Factors Affecting Integrated Talent Management in State Corporations in Kenya; A Case of Kenya Power and Lighting Company; Strategic Journal of Business and Change Management 2 (1) 1-16.

Abraham R. (2011). Essentials of Talent and Competency Management. Certified Talent and Competency Professional Programme. ARTIDO International-ITD.

Ahmad, N., Tariq, M. S., Hussain, A. (2015). Human Resource Practices and Employee Retention, Evidences from Banking Sector of Pakistan; Journal of Business and Management Research. 6 186-188.

AMI (2016). Training Talent; best Practices in Workplace Learning and Management Development in Africa; Nairobi.

Andrews, A. (2011). Why Competency-based Talent Management? Lexonis Limited

Anita, S.; Sanjeev, R. (2017). Talent Management for Developing Leadership: An Empirical Investigation; Independent Journal of Management & Production, 8, (3) 1130-1146.

Armstrong, M. (2009). Armstrong‘s Handbook of Human Resources Management. Kogan Page, UK.

Armstrong, M. (2012). A Handbook of Human Resource Management Practice, (12th Ed.), London, Kogan Page Publishers.

Ary, D., Jacobs, C. & Razavich, A. (2010, 2002). Introduction to Research in Education, Belmont, CA; Wadswoth/Thomson Learning.

Bagga, G. (2013). How to keep the talent you have got, Human Resource Management International Digest, 21 (1) 3-4.

Barney, J. (1991). Organizations Resources and Sustainable Competitive Advantage. Journal of Management 17(1), 99-120.

Bersin and Associates (2013). Global Forces Drives New Models for Talent. Bersin by Deloitte. Retrieved from http://www.ihrc.ch/wp-content/uploads/2013/03/predictions-2013-final-1.pdf.

Bersin, J., Harris, S., Lamourex, M., & Mallon, D. (2010). The Talent Management Framework; A Modern Approach for Mobilizing Talent. http://www.bersin.com/library .

Blau, P. M. (1964) Exchange and Power in Social Life. New York: John Wiley.

Boudreau, J. W. & Ramstad P. M. (2007). Beyond Human Resource: The New Science of

Boxall P. (1996). The Strategic HRM Debate & the Resource-Based View of the Organization, Human Resource Management Journal, 6(3)

Boxall P. (1999). Human Resource Strategy and Competitive Advantage: A Longitudinal Study of Engineering Consultancies, Journal of Management Studies, 36 (4)

Business Management Review (2013). Challenges Facing Management in Kenya. Retrieved May 2017 from http://businessreviewkenya.com/challenges-facingmanagement- in-kenya/.

Chartered Institute of Personnel and Development (2012). Learning and Talent Development, CIPD Annual survey. The Broadway London

Chelimo, L (2014). Employee Perceptions of the Effectiveness of Career Management Practices at Kenya Airports Authority; University of Nairobi.

Chemaiyo, A. K. (2016). Talent Management and Its importance in Today’s Organization in Kenya Perspective; A critical review; International Journal of Advances in Management and Economics.

Chiboiwa, W. M & Samuel, M. O., & Chipunza, C. (2010). An examination of employee retention strategy in a private organisation in Zimbabwe. African Journal of Business Management. 4. 2103-2109.

Chikumbi, C. L. (2011). An Investigation of Talent Management and Staff Retention at the Bank of Zambia. Masters in Business Administration. Nelson Mandela Metropolitan University Business School.

Chou, S. Y. (2012). Millennials in the Workplace: A conceptual analysis of Millennials' Leadership and Followership Styles. International Journal of Human Resource Studies, 2(2), 71-83.

Cooke, F. L., Saini, D. S. and Wang, J. (2014). Talent Management in China and India: A Comparison of Management Perceptions and Human Resource Practices', Journal of World Business, 49, 225- 235.

Cooper, J. & Schindler, P. S. (2005). Business Research Methods. (8th Ed.). McGraw-Hill, New Delhi, India

Cooper, J. & Schindler, P. S. (2011). Business Research Methods. (9th Ed.). McGraw-Hill, New Delhi, India

Cooper-Hakim, A., & Viswesvaran, C. (2005). The construct of work commitment: testing an integrative framework. Psychological Bulletin, 131, 241-259.

Corporate Leadership Council (2005). The Advantages and Disadvantages of Competency Models, Washington: Corporate Executive Board.

Creswell, J. W. (2013). Research design: Qualitative, Quantitative, and Mixed Methods Approaches. Sage Publications, Incorporated.

Deloitte (2010). Talent Edge 2020: Blueprints for the New Normal. Deloitte Development LLC

Deloitte (2012). Staff Retention Requires Alignment of Needs and Strategy: HRM Reward

Deloitte (2014). Global Human Capital Trends 2014: Engaging the 21st-century Workforce. Retrieved March 12, 2017 from http://www.deloitte.com

Deloitte (2009). Talent Management and Succession Planning at the Executive Level. Deloitte

Dessler G. (2011). Human Resource Management; 12th Edition. Pearson Education Inc

Du Plessis, L. (2010). The Relationship between Perceived Talent Management Practices, Perceived Organisational Support (POS), Perceived Supervisor Support (PSS) and Intention to Quit amongst Generation Y Employees in the Recruitment Sector. (Thesis), University of Pretoria, Pretoria, South Africa.

Ernst & Young (2010). Managing Today’s Global Workforce: Evaluating Talent Management to Improve Business; Ernst and Young, London.

Eshiteti, N. S., Okaka, O., Maragi, N. S., Odera, O., Akerele, E. K. (2013). Effects of Succession Planning Programs on Staff Retention; Mediterranean Journal of Social Sciences. 4(6) 157-162

Fitz-enz, J., Davison, B. (2002). How to Measure Human Resources Management. (3rd Ed) McGraw –Hill, New York.

Fraenkel R. & Wallen, N. E. & Hyun, (2012). How to Design and Evaluate Research in Education: McGraw-Hill Publishing Company, New York.

Fraenkel R. & Wallen, N.E. (2006). How to Design and Evaluate Research in Education. McGraw-Hill Publishing Company, New York.

Gallardo-Gallardo, E., Dries, N. & González-Cruz, T. F. (2013). What is the Meaning of Talent in the World of Work? Human Resource Management Review 23: 290–300.

Garavan, T. N., Carbery, R. and Rock, A. (2012). Mapping Talent Development: Definition,

Goddard, W. & Melville, S. (2006). Research Methodology: An Introduction (2nd Ed.). Juta and Company Limited

Gomez-Mejia, L. R., Balkin, D. B. & Robert, L. C. (2006). Managing Human Resources (4th Ed): Prentice Hall, USA.

Gupta, K. A., & Govindarajan, V. (2000). Managing Global Expansion: A Conceptual Framework. Business Horizons, March-April, 45-54

Guthridge, M., Komm, A.B.& Lawson, E. (2008). ‘Making Talent a Strategic Priority’, The McKinsey Quarterly 1: 49-58.

Hartman, E., Faisel E. & Schober H., (2010). Talent Management of Western MNCs in China; Balancing Global Integration and Local Responsive. Journal of world business 45(2)169-178.

Heidrick & Struggles (2012). Strategic Talent Management: The Emergence of a New Discipline. Heidrick & Struggles Inc.

Hejase, Hussin, Eid, Alain, Hamdar, Bassam, & Haddad, Ziad (2012a). Talent Management: An Assessment of Lebanese Employees’ Knowledge. Universal Journal of Management and Social Sciences, 2(9), 21-38.

Human Capital Institute (2008). The State of Talent Management: Today’s Challenges, Tomorrow’s Opportunities. Hewitt’s Human Capital Consulting.

Iles, P., Chuai, X. & Preece, D. (2010). Talent Management and HRM in Multinational; Irwin/McGraw Hill, New York.

Istafahani M. & Bustani A. (2014). The Effects of Talent Management on Retention of Staff of the University of Isfaha in Iran; University of Isfaha.

Jain, V. K. (2013). Competency Mapping in Indian industries: A Case Study. International journal of Emerging Research in management and Technology, 2(10).

Johansson, R. K. & Adams, A. V. (2012). Skills development in sub-Saharan Africa. World Regional and Sectoral Studies. The World Bank.

Julia C. H., and Evelin R., (2008), A strategy for improving employee recruitment, retention and engagement within hospitality Organization, International Journal of Contemporary Hospitality Management, 20 (7) 743-757.

Jyoti, J. and Rani, R. (2014). Exploring Talent Management Practices: Antecedents & Consequences, Int. J. Management Concepts and Philosophy, 8 (4) 220–248.

Kagwiria, L. R., (2013). Role of Talent Management on Organization Performance in Companies Listed in Nairobi Security Exchange in Kenya: Literature Review. International Journal of Humanities and Social Science 3(21), 285-290.

Kamau, A. W.; Gakure, R. W. and Waititu, A. G. (2013). Influence of Institutional Leadership on Talent Management in Public Universities in Kenya. Prime Journal of Social Science 2(8) 430-437.

Kamau, G. K., Kachori, D., Josee, M. V. & Okibo, W. (2014). Critical Analysis of Talent Management Strategies on Medical Employees Retention in Public Hospitals in Kenya; A case of Kenyatta National Hospital; European Journal of Business and Management 6 (23).

Kamunde, E. (2013). Focus on Key People: Talent Development is Driven from the Perspective of People’s Performance & Potential, HR Management. Official Journal of the Institute of Human Resource Management, 9 (38) 14-17.

Karemu, G. K., Kachorii, D., & Josee, V. M. (2015). Critical Analysis of Talent Management on Medical Staff Retention: A case of Kenyatta National Hospital in Kenya. European Journal of Business and Management, 6 (23).

Kassim, A. (2015). Uptake of Mobile Number Portability in Kenya; (Unpublished MBA Thesis) University of Nairobi.

Kataike, C. (2013). The Relationship between Talent Management and Employee Retention in the Banking Industry, Unpublished, University of Nairobi.

Katitia, P. K., (2014). Motivational Factors Influencing Employee Retention in Multi Purposes Training Institutions: A Survey of Selected institutions in Kenya; Unpublished Project. Kenya: University of Nairobi.

Kehinde, J. S. (2012). Talent Management: Effect on Organisational Performance, Journal of Management Research 4(2) 194-899.

Kimunge, M. W. (2014) Effects of Total Rewards on Employee Retention; A Case Study of Kenya Vision 2030 Delivery Secretariat. Strategic Journal of Business & Change Management 1 2(15) 280-299.

Kinyanjui, P. (2010). Staff Turnover in Organizations. Journal of Management. 33.

Königová, M., Urbancová, H., & Fejfar, J. (2012). Identification of Competencies in Knowledge-Based Organizations. Journal of Competitiveness, 4 (1), 129 – 142.

Kothari, C. R., & Garg G. (2014). Research Methodology: Methods and Techniques. (3rd Ed); New Age International Publishers, New Delhi, India.

Krejcie, R. & Morgan, D. (1970). Determining the Sample Size for Research Activities. Educational Psychology Measures.

Kumar, V. J. (2013). Competency Mapping: A Gap Analysis. International Journal of Education and Research World Business, 1(4).

Kwenin, D. O. (2013). Relationship Between Work Environment, Career Development Opportunities & Employee Retention in Vodafone Ghana limited. Global Journal of Human Resource Management, 1(4), 1-9.

Lalitha, C. (2012). Managing employee attrition-The HR role and challenge. International Journal of Research in Management, Economics and Commerce, 2(2), 266.

Latukha, M. (2014). Talent Management in Russian Companies: Domestic Challenges & International Experience. International Journal of Human Resource Management.

Linhartová, L. (2012). Variability of Employees’ Behaviour During Disaffection. Economic Journal, 60 (1), 83-97.

Linhartová, L., & Urbancová, H. (2012). Results of Analysis of Employee Mobility: Factors Affecting Knowledge Continuity. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 1(4), 235-244.

Loew, L (2016). Competency Management: Challenges and Benefits; Brandon Hall Group, Human Capital Management

Luo, Y. D., & Tung, R. L. (2007). International Expansion of Emerging Market Enterprises: A Springboard Perspective. Journal of International Business Studies, 38 481–498.

Lyria, R. K. (2013). Role of Talent Management on Organization Performance in Companies Listed in Nairobi Security Exchange in Kenya: Jomo Kenyatta University of Science and Technology. International Journal of Humanities and Social Science 3 (21)285 – 290

Lyria, R., Namusonge, G., & Karanja, K. (2014). Effect of Career Management to the Organizational Performance in Companies Listed in Nairobi Security Exchange in Kenya. International Journal of Science and Research, 3(7), 1916-1921.

Maina, A., R. (2011). Factors Affecting Career Management among Non-Academic Staff in Public Universities in Kenya: A Case Study of Jomo Kenyatta University of Agriculture & Technology; Master’s Thesis; Jomo Kenyatta University of Agriculture & Technology.

Mangusho, Y. S., Murei, K. R., Nelima, E. (2015). Evaluation of Talent Management on Employee Performance in Beverage Industry; A Case of Delmonte Kenya Limited; International Journal of Humanities and Social Sciences. 5 (8) 191-199

Maphisa, S. M., Zwane, B. K., & Nyide, C. J. (2017). Succession Planning and Staff Retention Challenges: An Industrial Outlook & Major Risks. Journal of Risk Governance & Control: Financial Markets &Institutions, 7(3), 17-26.

Mbugua, G. M., Waiganjo, W. I., & Njeri, A., (2015). Relationship between Strategic Recruitment & Employee Retention in Commercial Banks in Kenya; International Journal of Business Administration. 1

McDonnell, A. and Collings, D. G. (2011). The identification and Evaluation of Talent in MNEs, in Scullion, H., and Collings, D.G. (Eds.) Global Talent Management. London: Routledge. 1 (4) 56-73.

McDonnell, A., Lamare, R., Gunnigle, P. & Lavelle, J. (2010). Developing Tomorrow’s Leaders—Evidence of Global Talent Management in Multinational Enterprises, Journal of World Business 4(5) 150–160.

Mendez & Stander (2011). Positive Organization. ‘The role of leader Behaviour in work engagement and Retention’, South African Journal of Industrial Psychology, (37)1.

Meyers, M. C., van Woerkom, M. & Dries, N. (2013). Talent - Innate or acquired? Theoretical Considerations & their Implications for Talent Management, Human Resource Management Review 23 (4): 305-

Michael, J., Morley, D. M., Snejina, M. (2016). HRM in the Transition States of Central & Eastern Europe & the Soviet Union.

Mugenda, O. M., & Mugenda, A. (2003). Research Methods: Quantitative and Qualitative Approaches, African Centre of Technology Studies, Nairobi.

Mukanzi, C. M., Gachunga, H., Ngungi, K., & Kihoro, J. M. (2014). Leadership and Worklife Balance: Perceived Managerial Support as A Moderator between Burnout, Stress, Absenteeism and Employee Commitment. Journal of Leadership Management, 1(2014), 85-92

Mutunga, F. and Gachunga, H. (2013). Factors Affecting Succession Planning in Small and Medium Enterprises in Kenya. International Journal of Academic Research in Business and Social Science, 3(8), 285-300.

Mwanzi, J., Wamitu, S., Kiama, M., (2017). Influence of Talent Management on Organizational Growth. IOSR Journal of Business and Management 19 (8) 01-36

Nair, P. J. (2012). Is talent Management Accentuated by Competency Mapping? With Special Reference to Educational Sector. International Journal of Social Science 1(11).

Nassir M. (2016). Determinants of Employee Retention; An Evidence from Pakistan; International Journal of Academic Research in Business and Social Sciences. 6 (9)

Ndung’u D. K. (2015). Relationship between Talent Management Practices and Employee Turnover; A case study of the Co-Operative bank of Kenya; Strategic Journal of Business & change Management

Ng’ethe, J. M., Iravo M. E., Namusonge, G. S., (2012). Determinants of Academic Staff Retention in Public Universities in Kenya: Empirical Review; International Journal of Humanities and Social Science, 2(1) 205-212

Ngatia, P. (2010). Employees’ Retention Problems. Journal of Management. 1 (2) 22

Ngechu, M. (2010). Understanding the Research Process and Methods: An Introduction. (1st Ed.). UoN, Nairobi.

Njeria, K. J. (2013). Challenges Affecting Implementation of Talent Management in State Corporations. Case of Kenya Broadcasting Corporation, Kenyatta University.

Njoroge, N. (2012). Talent Management Practices in Commercial State Corporations in Kenya, Unpublished thesis, Nairobi University

Nyanjom, C. R. (2013). Factors influencing employee retention in the state Corporations in Kenya. Unpublished Thesis Nairobi: University of Nairobi.

Odhiambo, J. O., Njanja, L. & Zakayo, C. (2014). Effects of Succession Planning Practices on Organization Performance among the Non-Governmental Organizations in Kenya. European Journal of Business Management, 2(1), 141-154.

Oladapo, V. (2014). Impact of talent management on retention. Journal of Business studies, 5(3).

Ondimu, S. N. (2013). Managers’ Perception of the Influence of Employee Career Development Programmes on Employee Commitment at Oxfam International, Kenya; Unpublished MBA Dissertation. Kenya: University of Nairobi.

Petrie, N. (2011). Future Trends in Leadership Development. Retrieved from http://www.ccl.org on March 1, 2017.

Plansoongnern, O., Anurit, P., & Kulya, W., S. (2011). Talent Management in Thai Cement Companies: A Study of Strategies & Factors Influencing Employee Engagement. African Journal of Business Management, 5(5), 1578-1583.

Preece H. (2006). Human Resource Management (12th Ed). Mason Thompson South Western, USA.

Rees G. (2008). Contemporary Human Resource Management. Essex: Pearson Education Ltd.

Remenyi, D., Williams, B., Money, A., & Swartz, E. (1998). Doing Research in Business and Management: An Introduction to Process & Methods. Sage Publications, London

Ritva, L., & Viitala, R. (2007). Competence Management & Human Resource Development; University of Applied Sciences, Helsinki.

Rono, J. E., Kiptum, K. G., (2017). Factors Affecting Employee Retention at University of Eldoret, Kenya; Journal of Business & Management 19(3) 109-115

Rothwell, W. J. (2012). Talent Management: Aligning Your Organisation with Best Practices in Strategic & Tactical Talent Management. Journal of Training & Development. 39(1), 6-7.

Sagwa, E. V., K’Obonyo, P. O., (2015). Human Resource Management Practices and Performance of Organizations Listed on the Nairobi Security Exchange; DBA Africa Management Review 5(1) 124-136.

Saunders, M., Lewis, P. & Thornhill, A. (2014). Research Methods for Business Students (4th Ed.). Harlow, Pearson

Schuler, R. S., Jackson, S. E. and Tarique, I. (2011), 'Global Talent Management and Global Talent Challenges: Strategic Opportunities for IHRM', Journal of World Business, 46, 506-516.

Schweyer, A. (2004). Talent Management Systems. Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning. New York: John Wiley & Sons.

Sekeran, U. (2003). Research Methods for Business. A Skill Building Approach (4th Ed).John Willy & Sons Inc., New York, USA.

Society for Human Resource Management – SHRM (2015). Talent Management Driver for Organizational Success. Retrieved October 2017 from https://docplayer.net/786555-Talent-management-driver-for-organizational-success-by-nancy-r-lockwood-sphr-gphr-m-a-manager-hr-content-program.html.

Sonnenberg, M., van Zijderveld, V., & Brinks, M. (2014). The Role of Talent-Perception Incongruence in Effective Talent Management. Journal of World Business, 49 (2), 272-280.

Stahl, G., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., & Stiles, P. (2012). Six Principles of Effective Global TM. MIT Sloan Management Review, 53(2) 25-32.

Tabachnick, G., & Fidell, S. (2001). Using Multivariate Statistics (4th Ed.). Boston, MA: Allyn & Bacon.

Tetteh, J (2015). Succession Planning, Employee Retention and Organisational Effectiveness among Some Selected Organisations in Ghana. Unpublished MBA Dissertation. University of Ghana, Ghana.

Thiriku, J. N. (2013). Perceived Factors Affecting Employee Retention in Safaricom Limited. Unpublished doctoral dissertation, University of Nairobi.

Thiriku, M. & Were, S. (2016). Effect of Talent Management Strategies on Employee Retention among Private Organizations in Kenya: A Case of Data Centre Ltd – Kenya. International Academic Journal of Human Resource and Business Administration, 2 (2), 145-157.

Thunnissen, M., Boselie, P. & Fruytier, B. (2013). Talent Management and the Relevance of Context: Towards a Pluralistic Approach, Human Resource Management Review 23: 326–336.

Tiwari, U., & Shrivastava, D (2013). Strategies and Practices of Talent Management & their Impact on Employee Retention & Effectiveness, The International Journal of Management, 2(4).

Tunje, G. S. (2014). Relationship Between Succession Planning Practices and Employee Retention in Large Media Houses in Kenya. Unpublished MBA Dissertation. Kenya: University of Nairobi.

Tymon, G. W., Stumpf, S. A. & Doh, J. P. (2010). Exploring Talent Management in India: New Delhi.

Urbancova, H. (2012). The Process of Knowledge Continuity Ensuring. Journal of Competitiveness, 4(2), 38–48.

Vaiman V. & Vance C. M. (2008). Smart Talent Management: Building Knowledge Assets for Competitive Advantage. Edward Elgar Publishing Ltd.

Vanka, S., Anitha P. (2013). Competency Mapping as a Tool of Talent Management: A Study in Indian IT Organizations, Journal of Economic Development, Management, IT, Finance and Marketing 5(1) 44-56.

Vicere, A. A. (2002). Leadership and the Network Economy. Journal of Human Resource Planning, 25(2), 26– 33.

Vnoučková L., Urbancová H., &Smolová, H. (2016). Identification & Development of Key Talents through Competency Modelling in Agriculture Companies. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 64(4): 1409–1419.

Waham, B. (2017). The Role of Leadership Development on Employee Retention; Retrieved www.salespire.com July 2018

Waleed H., Amir R., Rida Q., Rida J., & Sidra S. (2013). The Effect of Training on Employee Retention. Global Journal of Management and Business Research Administration and Management 13(6).

Wambui, N. (2012). Talent Management Practices in Commercial State Corporations in Kenya. (Unpublished Master Thesis, university of Nairobi).

Wanjugu, C. N. (2016). Influence of Talent Management Practices on Performance of State Corporations in Kenya; Journal of Applied Management Science. 2 (4) 46-89.

Weerasinghe, G. (2017). Impact of Talent Management on Employee Retention; A study carried out on Travel Agency in Sri Lanka; International Journal of Multidisciplinary Research and development. 4 (4) 54-58.

Xue, Y. (2014). Talent Management Practices of Selected Human Resource Professionals in Middle to Large Sized Multinational Corporations in China (Unpublished Dissertation) Pennsylvania State University.

Yin, R. (2009). Case Study Research: Design and Methods (4th Ed.).Sage Publications, Los Angeles, CA.

Yllner, E. & Brunila, A. (2013). Talent Management – Retaining and Managing Technical Specialists in a Technical Career. (Master of Science Thesis) KTH Industrial Engineering and Industrial Management, Stockholm.

Zikmund, W. (2003). Business Research Methods. South-Western Publishers, USA.




DOI: http://dx.doi.org/10.46827/ejhrms.v4i2.819

Refbacks

  • There are currently no refbacks.


Copyright (c) 2020 European Journal of Human Resource Management Studies

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2017-2023. European Journal Of Human Resource Management Studies (ISSN 2601-1972) is a registered trademark. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.


 

Hit counter