scholarly journals THE IMPACT OF APPLYING TALENT MANAGEMENT STRATEGIES ON ACHIEVING HAPPINESS IN THE WORK ENVIRONMENT: AN APPLIED STUDY ON THE ROYAL JORDANIAN AIRLINES COMPANY

2021 ◽  
Vol 11 (1) ◽  
pp. 68-77
Author(s):  
Ayad Taha Al-Rawashdeh
Keyword(s):  
Work Environment ◽  
Management Strategies ◽  
Talent Management ◽  
Applied Study ◽  
The Impact

Role of employer branding in enhancing the talent management strategies: applied study at commercial banks of Jordan

2021 ◽  
Vol 12 (7) ◽  
pp. 1962-1983
Author(s):  
Atif Badri Al-Qura'an
Keyword(s):  
Commercial Banks ◽  
Response Rate ◽  
Relevant Literature ◽  
Management Strategies ◽  
Talent Management ◽  
Employer Branding ◽  
Applied Study ◽  
The Impact ◽  
Descriptive Method

The main aim of this study is to identify to what extent the managerial leaderships in top, middle, and lower levels of commercial banks at Jordan practice the employer branding dimensions and talent management strategies. Also, it aims to explore the impact of employer branding dimensions on talent management strategies. The researcher relied on analytical-descriptive method to analyze and classify the data to achieve the objectives and to identify the variables of the study. To collect data a questionnaire was developed based on relevant literature and scales, (226) questionnaires were distributed, out of which (187) were returned and analyzed using SPSS (version 19), with response rate (82.7%). The results of the study showed that the relative importance of employer branding dimensions and talent management strategies practices in commercial banks of Jordan was high. Also, the results revealed that there is a positive relationship and significant impact of employer branding dimensions on talent management strategies among managers of commercial banks in Jordan.

scholarly journals The effect of talent management on organizational identification: Field study on the Office of Innovation Support, Technology Transfer  and Marketing at Al-Azhar University (TAICO) - Arab Republic of Egypt: أثر إدارة المواهب على التماثل التنظيمي: دراسة ميدانية على أعضاء ومنسقي مكتب دعم الابتكار ونقل وتسويق التكنولوجيا بجامعة الأزهر (التايكو) - جمهورية مصر العربية

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Abeer Mokhtar Sewify
Keyword(s):  
Technology Transfer ◽  
Organizational Identification ◽  
Positive Impact ◽  
Pearson Correlation ◽  
Management Strategies ◽  
Talent Management ◽  
Research Problem ◽  
High Level ◽  
The Impact ◽  
Innovation Support

The current research aims to examine the impact of talent management on the organizational identification. The research was conducted in the Office of Innovation Support, Transfer and Marketing of Technology at Al-Azhar University. The importance of the research is derived from the need of investigated organization to apply effective talent management which maximize benefiting from talents. The research problem was represented in the following inquiry: Does talent management have an impact on organizational identification of members and coordinators of the Office of Innovation, Technology Transfer and Marketing (TAICO) at Al-Azhar University? The research attempted to test the validity of the following hypotheses: There is a high level of practicing talent management in the investigated organization, -There is a high level of practicing organizational identification in the investigated organization. -Talent management has a significant positive impact on organizational identification. The number of members and coordinators of the TAICO office reached 37 people, yet 32 of them were listed at 86%. The research relied on the Analytical descriptive method. Some statistical methods were used, including the Pearson correlation coefficient and the T-test, as well as the simple regression test to determine the correlation and impact relationships. Moreover, results showed that talent management obtained a low estimation with mean of 2.36, also, the mean of organizational identification was 2.40. Results indicated that there was a significant effect of talent management on organizational identification, as T value reached 9.628, which was significant at 0.01 level. The research recommended the necessity of adopting effective talent management strategies to discover talented people, observe their development and direct them in the right direction, and also conducting a periodic evaluation that shows the extent of the development of those talents and finding common values and goals between the members and the TAICO office, in a way that contributes to enhancing organizational identification.

scholarly journals The Impact of Faculty Job Satisfaction on Applying Quality Systems in Najran University: An Applied Study on College of Administrative Sciences

2016 ◽  
Vol 6 (4) ◽  
pp. 74
Author(s):  
Khalid Hassan Elbashir ◽  
Aleem Alhaj Adam
Keyword(s):  
Social Sciences ◽  
Job Satisfaction ◽  
Work Environment ◽  
Analytical Method ◽  
Administrative Support ◽  
Faculty Members ◽  
Quality Systems ◽  
Applied Study ◽  
Faculty Job Satisfaction ◽  
The Impact

The current study is an attempt to investigate the impact of job satisfaction on the performance of faculty in the application of quality systems at the College of Administrative Sciences in Najran University, KSA. The study adopted the descriptive analytical method and the authors developed a questionnaire included four key elements of the internal work environment (Elshaweesh, 2007):  size of job burdens, financial and moral incentives, technical support, and administrative support. The study was applied to the faculty members of the four programs of College of Administrative Sciences. The authors utilized the Statistical Package for Social Sciences (S.P.S.S), where results have been shown and a number of recommendations have been made.

scholarly journals THE ROLE OF TALENT MANAGEMENT IN IMPROVING STRATEGIC PERFORMANCE OF SAUDI MANUFACTURING COMPANIES

2021 ◽  
pp. 103-108
Author(s):  
Feryal Abdullah Abdulrahman Al-Oumi ◽  
Dr. Majed Al Doubi
Keyword(s):  
Survey Methodology ◽  
Statistical Tests ◽  
Management Strategies ◽  
Talent Management ◽  
Manufacturing Companies ◽  
Strategic Performance ◽  
Long Run ◽  
Talent Strategy ◽  
Research Population ◽  
The Impact

This paper aimed at investigating the impact of talent management strategies on improving the strategic performance of business organizations. To achieve the study objectives, a survey methodology was utilized using questionnaires for collecting data from seventy-six Saudi manufacturing listed companies which represents the research population. Statistical Package for Social Sciences (SPSS, V. 19) was utilized for data analysis using several statistical tests and methods including arithmetic Mean, Standard Deviation, Exploratory Factor Analysis, and Linear and step Regression. The main findings of the study indicate that talent management strategies dimensions together have a significant impact on strategic performance. However, individually, it was found that development and motivation were the only talent strategy dimensions that have a significant impact on strategic performance. In addition, the study reveals that talent management strategies were moderately implemented in Saudi manufacturing companies with a mean of (3.57) and that their strategic performance was also moderate with a mean (3.55). The study presented several recommendations for Saudi manufacturing companies including that importance of establishing specific section for talent management responsible for implementing talent management strategies according to scientific methodology that would enable these companies to achieve positive results in the long run. KEYWORDS: Talent management, Strategies performance, Manufacturing Companies.

scholarly journals Do talent management strategies influence the psychological contract within a diverse environment?

2018 ◽  
Vol 16 ◽  
Author(s):  
Paul Poisat ◽  
Michelle R. Mey ◽  
Gary Sharp
Keyword(s):  
Work Environment ◽  
Human Resource ◽  
Psychological Contract ◽  
Management Strategy ◽  
Management Strategies ◽  
Talent Management ◽  
Working Environment ◽  
Generational Cohorts ◽  
Validated Questionnaire ◽  
Diverse Environment

Orientation: Even though globalisation has resulted in a more diverse workforce and working environment, talent management strategies have not evolved catering for the diversity experienced in organisations. It is assumed that talent management strategies developed on Western principles can be applied effectively to employees in emerging markets. However, the success of these strategies in creating a high-performance work culture is widely questioned.Research purpose: This study aims to empirically determine the relationship between talent management strategies on the psychological contract, and whether this relationship influences employee retention within diverse working environments, which includes generational cohorts, gender and ethnicity.Motivation for the study: As talent management strategies impact differently on the psychological contract of individuals across the generations, gender and ethnicity, it therefore implies that a fit for purpose talent management strategy must consider these variables. The reason for this study was to determine the influence of talent management strategies on the psychological contract and ultimately retention within the diverse environment of different generations, genders and ethnicity.Research approach/design and method: A structured, closed-ended Likert-type validated questionnaire was distributed to employed persons of differing ethnicity, gender and generations and emanating from various professions within the private and public sector (n = 711). A quantitative survey design was used.Main findings: A significant relationship between the work environment and the psychological contract on retention exists. On the contrary, no significant differences exist between growth and development and financial security. Unlike other research conducted on generational cohorts, this study revealed a strong correlation between talent management strategies and generational cohort preferences.Practical/managerial implications: Talent management strategies need to be flexible and inclusive in terms of generational differences, including but not limited to ethnicity and gender. Human resource practitioners are made aware that the work environment impacts most significantly on the psychological contract and ultimately on retention.Contribution/value-add: This study subscribes to the international literature and provides empirical evidence that demonstrates the importance of generational cohorts, gender and ethnicity when executing talent management strategies. This study empirically provides the basis for human resource (HR) practitioners to develop a customised generational talent management strategy to retain high performing individuals.

scholarly journals The Impact of Talent Management on Organizational Effectiveness in Healthcare Sector

2020 ◽  
Vol 9 (2) ◽  
pp. 535
Author(s):  
Haneen Yassin ◽  
Mais Jaradat
Keyword(s):  
Organizational Effectiveness ◽  
Quantitative Research ◽  
Management Strategies ◽  
Talent Management ◽  
Healthcare Sector ◽  
Strong Positive Correlation ◽  
Convenience Sample ◽  
Study Population ◽  
Organizational Involvement ◽  
The Impact

The current research aim is to investigate the direct effect of talent management on organizational effectiveness in the health care sector. The study population consisted of all working employees at all levels, from the medical and the managerial domains with a total of 3512 employees, a quantitative research design and regression analysis were used to a convenience sample on a total of 251 valid returns that were gained in a questionnaire based survey, applied among workers from Joint Commission International (JCI) accredited Jordanian private hospitals. The findings showed that there is a strong positive correlation between the study variables; talent management and organizational effectiveness; talent management with its dimensions; attract talent, maintain talent, and develop talent, have a significant effect on organizational effectiveness. In addition the organizational effectiveness dimensions, namely job satisfaction, and organizational involvement were positively and significantly related to each other. This study implies that Jordanian hospitals should try their best to adopt and facilitate talent management strategies implementation to keep its talented employees in nurture tone and more sustained, which will eventually yield favorable results for those hospitals in regard with its effectiveness.

scholarly journals The Impact of Talent Management Strategies on the Employees’ Performance in the Ministry of Social Affairs and Labor MOSAL in the State of Kuwait

2020 ◽  
Vol 14 (7) ◽  
pp. 50
Author(s):  
Abdullah Sultan Saleh Al-Majroob ◽  
Mohammad Abdelkareem al Raggad ◽  
Abeer Fawaz Al-Abadi
Keyword(s):  
Management Strategies ◽  
Talent Management ◽  
The State ◽  
Convenience Sample ◽  
Public And Private ◽  
The Public ◽  
Study Population ◽  
The State Of Kuwait ◽  
The Impact ◽  
Social Affairs

Talent management is of great importance to organizations in the public and private sectors, and this study aims to test the impact of talent management strategies on the employees’ performance in the Ministry of Social Affairs and Labor MOSAL in the State of Kuwait. The researchers conducted a study of a practical nature (Empirical) based on the discovery of cause and effect relationships (Causal & effect) between variables. The study population included employees of the Ministry of Social Affairs and Labor in Kuwait. The researchers decided to choose a convenience sample of 150 employees to distribute the questionnaire of the study. It is found that there is an impact of Talent Management Strategies on the employees’ performance in the Ministry of Social Affairs and Labor MOSAL in the State of Kuwait. The researchers recommended that employees in the Ministry of Social Affairs and Labor in Kuwait should be involved in the process of developing plans related to their work.

scholarly journals The Impact of Talent Management Strategies on Bank Performance in Jordanian Commercial Banks

2018 ◽  
Vol 12 (12) ◽  
pp. 49
Author(s):  
Adnan M. Rawashdeh
Keyword(s):  
Commercial Banks ◽  
Banking Sector ◽  
Management Strategies ◽  
Positive Association ◽  
Talent Management ◽  
Business Environment ◽  
Primary Data ◽  
Bank Performance ◽  
Labor Turnover ◽  
The Impact

Talent management is very significant to the survive of firms in highly competitive business environment today. it refers to the application of needed employees for a firm and the programs to fit those needs and it combines employee knowledge, skills, attitude, values, competencies and work preferences. The explosive growth of Jordanian banking sector has led to an urgent need to develop talent management strategies as a means of boosting bank performance. The purpose of this study was to investigate the impact of talent management strategies on bank performance in Jordanian commercial banks. The design of the study has quantitative approach. Primary data was obtained by questionnaire instrument. The respondents in this study were line managers and HR managers in head admistrations. The number of population was 120 respondents. Random sampling was used in the study. 101completed questionnaires were analyzed as a final sample. Three hypotheses have been developed through literature review and tested using descriptive analysis and independent t-sample test performed by SPSS. The results indicate a positive association of attracting, developing and retaining talents with bank performance. bank management is advised to keep developing the attracting mechanism they have applied in order to cope with the changes in the business environment and stay competitive. Also, its advised to maintain developing the motivation system according to the labor market conditions and competitivnes in order to retain talented staff and to avoid labor turnover. As it should concentrate on the rewards mechanizim as a main key to retain talents. future studies recruiting larger sample sizes are needed. Furthermore, prospective studies should effectively compare Jordanian bank performance with other banks in the Middle East based on these variables.

scholarly journals Factors affecting talent management in Vietnam

2021 ◽  
Vol 8 (10) ◽  
pp. 1-6
Author(s):  
Ho et al. ◽  
Keyword(s):  
Literature Review ◽  
Work Environment ◽  
Corporate Culture ◽  
Latent Variables ◽  
Theoretical Basis ◽  
Talent Management ◽  
Factors Affecting ◽  
Talent Strategy ◽  
The Impact ◽  
The Relationship

The purpose of this research is to evaluate factors affecting talent management in Vietnam. Through building the theoretical basis and literature review, the author chooses 4 typical factors: Talent strategy; Motivation to work; Work environment; Corporate culture to assess the impact on talent management. The strength of that research is to use the SPSS model in conjunction with AMOS, and at the same time carry out surveys on the largest scales of Vietnam to accurately assess the model compared to other research. The study used survey data of 570 samples, collected from 27 enterprises with the largest scale in Vietnam. Research results show that there is a difference between the influences of selected factors on talent management in Vietnam. From the results of this study, a system of scales to evaluate talent for the business was re-tested, and at the same time showed the relationship between latent variables in the model as well as between latent variables and variables observe. Since then, the author gives recommendations to improve the efficiency of talent management in Vietnam. These recommendations include awareness of talent management, appropriate remuneration, strategies, recognition and support for talent at work, satisfaction, confidence in the leadership.

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