Designing Talent Management Model in Banking Industry
Subject Areas :
allahvirdi habibpoor
1
,
Arian Gholipour
2
*
,
Gholamreza Memarzadeh
3
1 -
2 - مدیریت
3 -
Keywords: Talent, Model, Talent Management, Banking Industry.,
Abstract :
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.
1. Taleghani G, Amini S, Ghaffari A, Adoosi H. Investigating the Relationship Between Talent Management and Performance of Isfahan University Faculty Members. Public Administration,2013; 5(3): 83-102.
2. Rezaeeian A, Soltani, F. Introduction of a comprehensive and systematic model of talent management to improve the individual performance of the oil industry staff. Quarterly journal of management and human resources in oil industry,2009;3(8):7-49.
3. Brett King.Bank 3.0: Why Banking Is No Longer Somewhere You Go, But Something You Do. Translated: Teymourian, A. 2014: Tehran, Sana Publication.
4. Ghasemnezhad M, Gholizadeh M. Banking & Fintech: Challenge or Opportunity? Commercial Reviews,2017;80:31-39.
5. Maleki M, Akbari P. Investigating the Role of Electronic Banking In Iran. Bank & Economy,2010;112: 14-20.
6. Amini D. New Banking.Export Development, 2009;80(14):26-30.
7. Phillips, Deborah R., Kathy O. Roper. “A framework for talent management in real estate”, Journal of Corporate Real Estate, 2009; 11(1):7-16.
8. N’Cho, J. Contribution of talent analytics in change management whitin project management organizations; the case of the French aerospace sector. Procedia Computer Science, 2017; 121: 625-629.
9. U. Sabuncua K, Karacaya G. Exploring Professional Competencies for Talent Management in Hospitality and Food Sector in Turkey. Procedia - Social and Behavioral Sciences, 2016; 235: 443 – 452.
10. Butter, M., Valenzuela, E., & Quintana, M. Intercultural Talent Management Model: Virtual communities to promote collaborative learning in indigenous contexts. Teachers’ and students’ perceptions. Computers in Human Behavior,2015: 1191-1197.
11. Mahjoub M, Atashsokhan S, Khalilzadeh M, Aghajanloo A, Zohrehvandi, S. Linking “Project Success” and “Strategic Talent Management”:satisfaction/motivation and organizational commitment as mediators. Procedia Computer Science,2018;138:764–774.
12. Colling D, and Mellahi K. Strategic Talent Management: A review and research agenda. Human Resource Management Review, 2009:19:304-313.
13. Lewis and Heckman, R.E. Lewis and R.J. Heckman," Talent management: A critical review". Human Resource Management Review,2006; 16(2):139-154.
14. Michaels, E., Handfield-Jones, H. and Axelrod, B. "The War for Talent", Boston: Harvard Business School press.2001.
15. Colling D, Mellahi K. The barriers to effective global talent management: the example of corporate elites in MNEs.Journal of world businesss,2010;45(2):143-149.
16. Schweyer, A. Talent Management Systems, Best Practices in Solutions for Recruitment, Retention and Workforce Planning, Wiley, New York, NY.2004.
17. Rashidi M, Baradaran S. Talent management: concepts, challenges and solutions. Tehran, Hezareye Sevom Andieshe publication. 2015.
18. Gholipour, A; Eftekhar, N. Talent Management; Tehran, Ketab Mehraban Publication, 2016.
19. Cappelli. Talent Management for the 21st Century. Harvard Business Review, 2008; 86(3), 74-81.
20. Silzer, R., & Dowell, B. E. Strategy-driven talent management: A Leadership Imperative. San Francisco: John Wiley & Son,2009.
21. Tahmasebi R, Hashemnia S, Jabbari A, Khorasani A. Development of Factors for Identification of Talents In SAPCO`S Strategic Jobs (Case Study: Manufacturing And Supply of Parts). Journal Of public management researches.2013, 20(6):97-119.
22. Khalvandi F, Abaspour A. Design optimizing talent management model, case study: pars oil and gas company. Journal Of public management researches.2013, 19(6).
23. Shateri K, Abili Kh, Rezaeeian A, Gholipur A. Identifying Talent Development Mechanisms In Iran Power Industry. Quarterly Journal Of Training & Development Of Human Resource, 2016;7(2):1-26.
24. Lövebrant E, Reuter Gerdrup K. Banking on Talent (Talent Management Within the Swedish Banking Sector). Bachelor Thesis, The Department of Business Administration Section of Management & Organization, Spring 2012.
25. Oehley ,A.M.The Development and Evaluation of a Partial Talent Management Competency Model ,Thesis presented in partial fulfilment of the requirements for the degree of Masters of Arts at Stellenbosch University, 2007.
26. Singh A, Sanjeev R.(2017). Talent Management For Developing Leadership: An Empirical Investigation. Independent Journal Of Management & Production (IJM&P),2017, 8(3):1130-1146.
27. Momenirad A, Aliabadi K, Fardanesh H, Mazini N. Qualitative Content Analysis in Religion Of Research: The Nature, Stages And Validity Of The Results. Quarterly of Educational Measurement, 2013;14(4):187-222.
28. Khalvandi, fateme."Designing strategic model of talent management in pars oil and gas company based on international experience". PhD thesis, faculty of psychology & educational sciences, Allame Tabatabaee University. 2013.
29. Mendez F, Stander M. Positive Organization: The Role of Leader Behaviour In Work Engagement and Retention. South African Journal of Industrial Psychology, 2011, 37(1): 44-60.
30. Sleiderink, D. Talent Management in Health Care. Identifying and Retaining Talent at Medisch Spectrum Twente (Master Thesis). Twente, The Netherlands: School of Management and Governance, University of Twente, 2017.
31. Ready D. A, Conger J. A. Make your company a talent factory. Harvard Business Review.2007: 69–77.
32. Davidson, M, C, G, McPhail, R, Barry, S. Hospitality HRM: past, present and the future, International Journal of Contemporary Hospitality Management,2011, 23(4): 498-516.
33. Haji Karimi A, Hoseini A. The Impact of Strategic Factors on Talent Management. Strategic Management Studies,2010; 2:51-71.
34. Huselid, M. A., Beatty, R. W., Becker, B. E. ‘A players’ or ‘A positions’? The strategic logic of workforce management. Harvard Business Review. December, 2005,110–117.
35. Boudreau, J. W., & Ramstad, P. M. (2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management, 2005; 42:129–136.