In order for companies to realize their organizational visions, they need staff who are high-potential and looking toward the future. Due to the demographic, social and economic situation in Europe, the labor market is already reflecting a lack of high-quality human resources (HR), which inspires research into and planned management of high-potential, i.e., talented, employees. Companies are aware that only those organizations that recognize this area as crucial and invest resources into it will be successful in the “war for talent.” The purpose of the study was to research the field of talent management from the perspective of the definition of what the talent management process means for companies, how to attract and recognize talented employees, what development activities to provide them with and how to measure their performance and progress. We employed an exploratory approach, using the method of semi-structured interviews to gather information from 21 HR professionals who work at medium-sized and large Slovenian companies. We found that these organizations use various approaches and activities to attract and develop talented employees. At two thirds of the companies, performance is measured using annual evaluation interviews, by measuring the meeting of targets and evaluations by superiors. The biggest challenges in the field are attracting talented employees and positioning the organization as a desirable employer. The study is useful primarily as an overview of the field and of best practices, which companies can use to argument their existing processes.
Introduction: The psychophysical workloads with which an individual has to cope on a basis at their workplace are important for the employee as well as the employer. It is important to be aware of them, draw attention to them and strive to reduce their sources. The setting-up of programmes and procedures is an important factor in reducing negative effects on employees, as well as maintaining and increasing employees' mental and physical health. Methods: This article will present a short self-assessment scale of psychophysical health that enables us to evaluate the appearance of five of the most frequent psychosomatic problems experienced by employees (N = 490). Results: In the research, we will analyse the presence of exhaustion, social behavioural disorders, physical disorders, depressive reactions, and fear and anxiety in different demographic groups and, at the end, we will connect the symptoms with the field of activity. Discussion and conclusions: Research has shown a link between demographic variables and exposure to psychophysical risks. There is a more straightforward connection with education (higher levels of education are connected to lower risk), while the connection with age and gender is not so clear. Psychophysical workloads are more frequent in construction, manufacturing, the information industry and the civil service.
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