Authors : Mohammad Mehdi Tanaomi, Tahmoures Hasangholipour, Hasan Abbaszadeh and Maryam Ghanbari Bijarboneh
Abstract: Talent management is a tool to attract, select, recruit, develop and retain the potentials or talents to improve organizational performance. Technical and vocational organization also needs to develop and design a suitable model for employing talented and capable staff. The main objective of this study is to design a talent management model in accordance with the technical and vocational training organization of the country. Data were collected in the period of 2015-16. This study is a fundamental-developmental research in terms of objective and it is descriptive-survey study in terms of nature. The population consisted of managers, employees and trainees of Technical and Vocational Training Organization. Data were collected through interview and questionnaire. In the interview, sampling was targeted and random cluster sampling was done in the questionnaire. Morgan and Cochran formula were used for determining the sample size. The 278 managers, 374 employees and 384 trainees were selected as the sample. The method used in this study isbased on grounded theory and data analysis in interviews is conducted in qualitative format and based on open, axial and selective codin and data analysis in questionnaire is conducted in quantitive format by using descriptive and inferential statistics. For statistical analysis, SPSS Software was used. Findings showed that the obtained model is consisting of 6 components in accordance to the grounded theory (causal conditions, pivotal concept, confounding conditions, strategies, context and outcome). In causal conditions, the main sub-components include senior management approach, expectations of employees, training system and improvement of human resources, working resume and education. In the pivotal concept, the model components include modern recruitment system, talent identification, motivating talented and elite people and talent measurement. In confounding conditions, the sub-components include organizational structure, hoping to organizational evolution, job security, independency, laws and regulations. The sub-components of the strategy include performance-competency-based payment system, performance appraisal, quality of work-life, financial incentives and identifying vacant jobs. In the context, the components include growth opportunities, fair payment, systematic approach and proper use of talent. The last component of the model is the outcome which includes job satisfaction, productivity increase, work enjoyment, discipline and creativity.
Mohammad Mehdi Tanaomi, Tahmoures Hasangholipour, Hasan Abbaszadeh and Maryam Ghanbari Bijarboneh, 2016. Designing a Talent Management Model of Employees (Case Study: Iran Technical and Vocational Training Organization). International Business Management, 10: 6842-6853.