News

 Statistics

Number of Journals34
Number of Issues1,306
Number of Articles9,428
Article View9,191,918
PDF Download5,622,573
Anaraki Ardakani, D., Hassanpoor, A., Abdollahi, B., Abbasian, H. (2018). Cognitive Understanding of Talent Management: Application of the Treasury Network Structuralism. Electronic and Cyber Defense, 9(4), 1-30.
Davood Anaraki Ardakani; Akbar Hassanpoor; Bijan Abdollahi; Hossein Abbasian. "Cognitive Understanding of Talent Management: Application of the Treasury Network Structuralism". Electronic and Cyber Defense, 9, 4, 2018, 1-30.
Anaraki Ardakani, D., Hassanpoor, A., Abdollahi, B., Abbasian, H. (2018). 'Cognitive Understanding of Talent Management: Application of the Treasury Network Structuralism', Electronic and Cyber Defense, 9(4), pp. 1-30.
Anaraki Ardakani, D., Hassanpoor, A., Abdollahi, B., Abbasian, H. Cognitive Understanding of Talent Management: Application of the Treasury Network Structuralism. Electronic and Cyber Defense, 2018; 9(4): 1-30.

Cognitive Understanding of Talent Management: Application of the Treasury Network Structuralism

پژوهش‌های مدیریت منابع انسانی
Article 1, Volume 9, Issue 4 - Serial Number 30, February 2018, Pages 1-30    PDF (917.17 K)
Document Type: Research Paper
Authors
Davood Anaraki Ardakani* 1; Akbar Hassanpoor2; Bijan Abdollahi2; Hossein Abbasian2
1Department of Human resource,Faculty of management ,Kharazmi University, Tehran, Iran
2Department of Management, Faculty of Management, Kharazmi University, Tehran, Iran
Receive Date: 26 September 2017,  Revise Date: 18 December 2017,  Accept Date: 17 January 2018 
Abstract
One of the main challenges of governmental and nongovernmental organizations in Iran concerns lack of a coherent practice of talent management. The main purpose of this research concerns understanding the notion of talent management from the view of managers and experts of the Iranian governmental organizations. This research is conducted by employing both quantitative and qualitative methods simultaneously. The statistical population of the study contains competent managers and experts of state-owned organizations. The participants' perceptions of talent management were identified through structured interviews based on the treasury network. They were then classified to form the basis of analysis. The results displayed an analysis formulated in the form of a system including two distinct internal dimensions. They also resulted in eight  structures including a trusted process for the identifying talented people, the supply  of talented people, opportunity for the development for talented individuals, special people for specific posts, exclusiveness, facilitating a career path for key personnel, purposive evaluation of key people, and providing talent from within the organization.
Keywords
talent management; treasury network; cognitive understanding; Perception
References

پریش، رقیه؛ سالارزهی، حبیب اله؛ موغلی، علیرضا و روشن، علیقلی (1395)، چارچوبی برای مدیریت استعداد در صنعت گردشگری، فصلنامه پژوهش‌های مدیریت منابع انسانی دانشگاه جامع امام حسین (ع): 1 ـ 29.

دانائی‌فرد، حسن؛ الوانی، مهدی و آذر، عادل (1387)، روش‌شناسی پژوهش کمی در مدیریت: رویکردی جامع،تهران: صفار، اشراقی.

سهرابی، روح‌اله؛ جعفری سرشت، داود و میاندار، فهیمه (1396)، ارائه چهارچوب مدیریت استعداد با رویکرد چابکی منابع انسانی، فصلنامه پژوهش‌های مدیریت منابع انسانی دانشگاه جامع امام حسین (ع): 1 ـ 20.

معالی تفتی، مرجان (1391)، بررسی عوامل موفقیت در مدیریت استعدادها و چالش‌ها و موانع پیاده‌سازی آن در گروه سایپا، تهران: دانشگاه تهران.

Ackerberg, I., & Prapasawudi, P. (2009).An analysis of volunteer tourism using the repertory grid technique. University of Gothenburg.

Anderson, N. R. (2007). Repertory Grid Technique in Employee Selection. Personnel review, 9-15.

Ashton, C., & Morton, L. ,. (2010). Managing Talent for Competitive Advantage. Strategic HR Review, 28-31.

Brown, R. (1997). You can`t expect rationality from pregnant men:Reflections on multi – disiplinarity in management research. British Journal of Management.

Cappell, P. (2008). Talent Management for the Twenty-First Century. Harvard Business Review, 130-135.

Cappelli, P. (2008). Talent on demand: Managing talent in an age of uncertainty. Boston : Harvard Business Press.

CIPD. (2006). Talent Management, Understanding the Dimensions. London: CIPD.

Crump, J. H., Cooper, C. L., & Smith, M. (1981). Investigating occupational stress: A methodological approach. Journal of Occupational Behavior, 293-303.

Fransella, F., Bell, R., & Bannister, D. (2004). A Manual For Repertory Grid Technique. John wiley & sons Inc.

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, 290–300.

Ginsberg, A. (1989). Construing the business portfolio: a cognitive model of diversification. Journal of Management Studies, 417-438.

Harney, T. (2010). Utilizing Action Research for the Development of a Succession Plan and Management Program for the Nonprofit Regional Center. Alliant International University.

Iles, P., Chuai, X., & Preece, D. (2010). Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers. Journal of World Business , 179–189.

Jankowicz, D. (2004). The easy guide to repertory grids. England: John wily & sons.

Kehinde, J. (2012). Talent Management: Effect on Organizational Performance. Journal of Management research , 179.

Larson, P., & Richburg, M. (2004). The talent management handbook: Leadership coaching. New York: McGraw-Hill.

Lewis, R., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 139-154.

Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The War for Talent. Boston: Harvard Business School Press.

Saud, K. (2001). Personal constructs of nonviolence and developmental stage of belief systems: A repertory grid analysis. Fordham university.

Serrat, O. (2010). A Primer on Talent Management. Regional and Sustainable Development Department.

Sparrow, P., Scullion, H., & Tarique, I. (2015). Multiple lenses on talent management: Definitions and contours of the field. Cambridge: Cambridge University Press.

Stabell, C. B. (1978). Integrative complexity of information environment perception and information use. Organizational Behavior and Human Performance, 116-142.

Stewart, A., & Stewart, V. (1981). Tomorrows managers today. London: Institute of Personnel Management.

Swailes, S. (2013). The Ethics of Talent Management. Business Ethics :A European Review, 41.

Van de Kerkhof, M., Cuppen, E., & Hisschemoller, M. (2009). The repertory grid to unfold conflicting positions: The case of a stakeholder dialogue on prospects for hydrogen. Technological Forecasting and Social Change, 422-432.

Willcocks, S. G. (2002). Adopting a multi-perspective approach to the study of public sector managerial effectiveness. The International Journal of Public Sector Management, 262-280.

 

Statistics
Article View: 1,787
PDF Download: 3,855