scholarly journals Resolving the conundrum of superior performers in organizations with the utilization of competency profiling

2018 ◽  
Vol 48 ◽  
pp. 01009
Author(s):  
Nornazira Suhairom ◽  
Nur Husna Abd Wahid ◽  
Rafeizah Zulkifli ◽  
Ahmad Nabil Md Nasir
Keyword(s):  
Work Performance ◽  
Management Practices ◽  
Employee Training ◽  
Talent Management ◽  
Measurement Model ◽  
Training And Development ◽  
Self Concept ◽  
Performance Outcome ◽  
Good People ◽  
Unique Approach

Studies have shown that superior performers provide increased productivity, profit and revenue especially for service and business-driven organizations. Undeniably, good people are great for business; however, previous studies provide limited indication on how to identify superior performers from average performers. In this study, the Star-Chef Competency Profile Assessment test was developed to help organizations identify and differentiate superior performers. The instrument helps in identifying and articulating the distinguishing characteristics of people who perform exceptionally well compared to those that do not. The Star-Chef Competency Profile Assessment analyses a person’s fit with six pillars of competency that encompass important competencies required for culinary profession: technical (culinary-specific), non-technical (generic), self-concept, personal quality, physical state and motives. Further, the competency profiling technique utilized the Rasch Measurement Model in identifying the superior performers. Competency profiling assessment was conducted among culinary professionals in Malaysian hotels sector. This is a practical, unique approach in improving organizational talent management practices for employee training and development. Identifying and keeping the superior performers is important in enhancing work performance outcome which eventually will contribute to the organizational effectiveness. This information hones the organization ability to nail down the best employees that could be polished for higher level.

Influence of talent management practices on service delivery of doctors in Nairobi, Kenya: A descriptive research study

2020 ◽  
Author(s):  
Christine Onuko ◽  
Joseph Onyango
Keyword(s):  
Service Delivery ◽  
Health Workforce ◽  
Management Practices ◽  
Health Workers ◽  
Talent Management ◽  
Training And Development ◽  
Health Coverage ◽  
Health It ◽  
County Governments ◽  
Descriptive Research

Abstract Background : A reliable and dedicated health workforce is instrumental in the attainment of Universal Health Coverage and Sustainable Development Goal (SDG) three on health. This is even more appropriate for Kenya where there is a dire shortage of health workers, and where health workforce management has been devolved to county governments. This study focusses on the influence of talent management practices (attraction, training and development, and retention) on doctor’s service delivery in four county hospitals in Nairobi, Kenya. Method : The study through a descriptive research design used quantitative questionnaires to gather data from 108 doctor respondents from four County Hospitals (Mbagathi, Mama Lucy Kibaki, Pumwani Maternity, and Mutuini Hospitals) in Nairobi, Kenya. Inferential statistics were used to analyse the data. Results : Findings show that there is a positive correlation between attraction, training and development and service delivery of doctors. Employee retention, however, did not have an association with service delivery. Conclusions : As Kenya adjusts to a devolved system of governance in relation to health, it is important that the attraction, training and development, as well as retention of doctors is given serious consideration if service delivery is to be improved.

Young Talent Management

2022 ◽  
pp. 17-21
Author(s):  
Tatyana Suvalova
Keyword(s):  
Performance Management ◽  
Work Performance ◽  
Business Processes ◽  
Soft Skills ◽  
Management Training ◽  
Talent Management ◽  
Training And Development ◽  
Effective Management ◽  
Management Planning ◽  
Critical Skills

The need for effective management of young talents is due to the modern conditions of globalization of the economy, the impetus for the development of which is the intellectualization of business processes, the use of advanced technologies, and the disclosure of the multipotential of employees of organizations. Talented employees are an important asset for solving business problems of companies, as well as a resource, the development of which must be planned. The aim of the study is to analyze modern practical approaches to managing young promising employees. The importance and significance of the development of soft skills (soft skills), such as critical thinking, analysis, problem solving and communication, was noted. The article discusses the concept of talent management: planning, selection, introduction to work, performance management, training and development, compensation, analysis of critical skills. Attention is focused on the connection between training and the implementation of assigned tasks, development of potential and strengths of each employee.

scholarly journals Talent Management, Employee Recognition and Performance in the Research Institutions

2019 ◽  
Vol 14 (1) ◽  
pp. 127-140 ◽  
Author(s):  
Nadine El Masri ◽  
Abubakr Suliman
Keyword(s):  
Work Performance ◽  
Management Practices ◽  
Employee Performance ◽  
Talent Management ◽  
Full Time ◽  
Research Institutions ◽  
Strategic Objectives ◽  
Employee Recognition ◽  
And Performance

AbstractThis paper aims to provide insight into talent management and employee recognition variables, in an effort to understand if these management practices are, in a way, implemented in the Research Institutions in Qatar. It also aims to examine the link of these two constructs to employee performance and to suggest a pathway to improve the current practices, if any, in order to enhance the work performance. The sample of the study consisted of 180 full time employees who were randomly selected and surveyed using an online personalized questionnaire. The results of the empirical research uncover that talent management and employee recognition can significantly affect the level of employee performance, as well contributing to the organizational success and positioning. This study also found that talent management and employee recognition are interrelated variables that affect employee performance. Talent Management and employee performance are seen as strategic tools to implement strategic objectives and to enhance employees and organization’s performance. The study concludes with a set of recommendations for both practitioners and researchers working in Qatar and beyond. The results of the study emphasize the importance of managing employee recognition in shaping work performance. It seems to be individuals’ need for recognition, esteem and social status continues to be a higher order need irrespective of time and context. This paper is the first paper in Qatar and the Middle East that examines the role of talent management and employee recognition in shaping employee performance in the context of research institutions.

Accounting firms’ talent management practices: perceived importance and its impact on auditors’ performance

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ramesh Ruben Louis ◽  
Noor Adwa Sulaiman ◽  
Zarina Zakaria
Keyword(s):  
Management Practices ◽  
Management Training ◽  
Talent Management ◽  
Training And Development ◽  
Top Management ◽  
Content Type ◽  
Staff Members ◽  
Ethics Management ◽  
Prior Literature ◽  
The Impact

Purpose Prior literature on talent management (TM) in the audit setting has suggested several practices that may affect auditors’ performance. However, the study is limited in terms of a measurable set of comprehensive constructs of TM in the audit setting, as well as the impact of comprehensive TM constructs on auditors’ performance. Thus, the purpose of this study is to examine TM practices perceived to be important by auditors for auditors’ performance. Design/methodology/approach Data were obtained from 307 survey questionnaires received from auditors of large- as well as small- and medium-sized firms. Findings The study respondents perceived TM attributes related to supervision and review practices as the most vital for auditors’ performance. This category was followed by attributes related to ethics management practices along with training and development. The findings reveal that respondents generally perceived lower significance for attributes pertaining to work–life balance (WLB) and establishing a TM policy for auditors’ performance. While both top management and staff members of audit firms regarded WLB and establishing a TM policy to be of lower significance, top management placed greater importance on attributes related to ethics management, while staff perceived training and development attributes to be more critical. Originality/value This study examined a comprehensive set of TM practices (establishing a TM policy, recruitment, ethics management, training and development, supervision and review, remuneration, WLB and succession planning) and assessed the perceptions of audit practitioners on the significance of these practices on auditors’ performance.

scholarly journals Talent management practices in small- and medium-sized enterprises in the hospitality sector

2018 ◽  
Vol 10 (1) ◽  
pp. 101-116 ◽  
Author(s):  
Kai Li Chung ◽  
Norma D’Annunzio-Green
Keyword(s):  
Hospitality Industry ◽  
Management Practices ◽  
Ad Hoc ◽  
Resource Constraints ◽  
Talent Management ◽  
Training And Development ◽  
Structured Interviews ◽  
Content Type ◽  
Management And Development ◽  
Key Issues

Purpose This paper aims to examine talent management (TM) practices in small- and medium-sized enterprises (SMEs) within the hospitality industry. Specifically, the views of SME owner-managers in the hotel and restaurant sector are examined. There appears to be challenges unique to SMEs within this sector (e.g. resource constraints and poor reputation) that can potentially result in a loss of competitive advantage. Therefore, research aligned within this context is an issue of importance. Design/methodology/approach This paper draws primarily upon semi-structured interviews with five entrepreneurial owner-managers of SMEs in the hotel and restaurant sector. An inductive thematic analysis identified main themes that emerged from the interview data. Findings Findings revealed that there is a clear commitment towards training and development for employees; however, this initiative is primarily driven by employees identifying their own training needs. The ad hoc TM practices are largely influenced by day-to-day business pressures because of the nature of the hospitality industry. The absence of formalised TM practices, however, does not imply the lack of strategies in place for people management and development. Practical implications This paper aims to develop a better understanding of practitioners’ perceptions of TM, strategic TM practices that they may or may not adopt and current TM challenges that they encounter. Key issues relating to defining, attracting, retaining and developing talent are discussed, followed by several practical recommendations. Originality/value This paper examines a relatively under-researched yet significant sector of the hospitality industry and provides deeper insights into the dynamics of TM in SMEs.

Talented Employees in Russian and Foreign Companies

2013 ◽  
pp. 147-156 ◽  
Author(s):  
M. Latukha ◽  
T. Tsukanova
Keyword(s):  
Management Practices ◽  
Management Practice ◽  
Talent Management ◽  
Foreign Companies ◽  
Study Results ◽  
Practice Development

The study investigates talent management practices in Russian and foreign companies. The inquiry of Russian and foreign companies (working in Russia) showed that perceived and dedicated talent management practices contribute to better companies performance. The study results can be used in talent management practice development.

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