Talent Management and Recruitment Strategies

Abstract

Since the organization of the future will face the challenges of an increasingly competitive, and to manage these challenges require more competent managers and executives today would be more effective, so the talent management becomes more important every day in organizations be enjoyed. The talent management as a system for identifying, hiring, training, promotion and maintenance of talented people, with the aim of optimizing the ability to achieve business results, by definition. Talent management refers to the process in which human talent for key jobs and positions it in the next, identified through a variety of programs of education, be prepared for these occupations. The research presented in this paper, the method was descriptiveanalytical, that is, a library, and through review. Theses, journals, Latin, Persian, and took advantage of the book, this review recruitment strategies, and identify critical Talents as the initial step in the process is talent management, as well as to assess the benefits and disadvantages Energy issue inside and outside the organization, and approach to the issue of human resources, and tools to identify Talents the organization pays model.

The impact of talent management practices on employee turnover and retention intentions

“…Talent management has gained popularity in recent years and is considered one of the most effective factors for employee performance and organizational success (Hughes et al, 2008;McDonnell, 2011;Painter-Morland et al, 2019;Tymon et al, 2010). talent management comprises HR functions, workforce planning, recruitment, training, performance management, career management, succession planning, compensation management (Berger & Berger, 2017;Bhatnagar, 2007;Collings & Mellahi, 2009;Garrow & Hirsh, 2008;Hughes et al, 2008;Iles et al, 2010;Leisy & Pyron, 2009;Lewis & Heckman, 2006;Mathew, 2015;Nazari et al, 2014;Painter-Morland et al, 2019;Swailes, 2013;Vlad et al, 2012) and defined as the process of procuring, developing, maintaining and retaining talent (Paillé, 2011). The concept of talent management is developing and evolving and its boundaries are expanding (Ashton & Morton, 2005;Collings & Mellahi, 2009;Lewis & Heckman, 2006;McDonnell, 2011).…”

“…Talent management starts with the identification, recruitment, and selection of the right candidates for the key positions, and employees with the right skills in the right position will stay longer (Hughes et al, 2008;Nazari et al, 2014;Tracey & Hinkin, 2008;Zhang & Stewart, 2017).…”

“…Talent management has emerged as a global strategy for employee motivation and increasing performance (De Boeck et al, 2018). Talent management has a significant role in the success of the organization (Fogarassy et al, 2017;Mathew, 2015) by contributing to developing and executing business strategies (Nazari et al, 2014). Recognizing and developing talent increases productivity, job satisfaction, motivation, and organizational commitment, and reduces employee turnover (Bhatnagar, 2007;Chaudhuri, 2020;DeConinck & Johnson, 2009;Gould-Williams, 2003;Hughes et al, 2008;Tirelli & Goh, 2015;Walsh & Taylor, 2007;Wijnmaalen et al, 2016).…”

Reviewing the Literature of the Effect of Talent Management on Organizational Effectiveness

“…Talent is considered as the primary driver of any successful company. It's become increasingly clear to most business owners and executive teams that, rather than being constrained by capital, companies are typically most constrained by talent, corporation have to learn that, relying on what business strategy it has, and what challenges it might face, at any given time it need the right talent to execute that strategy or deal with that challenge (Nazari et al, 2014).…”

“…A paper for Al-lozi et al 2018indicated that the strategy for attracting, developing and retention talents have a positive on the effectiveness of human resource information system in commercial banks. In this paper, talent management variable will be is explained by suggesting that it has three different dimensions; to attract, to maintain, and to develop the talents (Nobarieidishe et al, 2014 andNazari et al, 2014) this definition helps to configure out how talent management could be acquired to gain a competitive edge in simple and smooth steps.…”