The impact of talent management practices on employees' job satisfaction

2021 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Laith M. Almomani ◽  
Bader Yousef Obeidat ◽  
Rateb Sweis
Keyword(s):  
Job Satisfaction ◽  
Management Practices ◽  
Talent Management ◽  
The Impact

scholarly journals The impact of talent management on job satisfaction of registered nurses in Malawian public hospitals

2021 ◽  
Vol 19 ◽  
Author(s):  
George L. Dzimbiri ◽  
Alex Molefi
Keyword(s):  
Job Satisfaction ◽  
Registered Nurses ◽  
Management Practices ◽  
Talent Management ◽  
The Body ◽  
Public Hospitals ◽  
Survey Method ◽  
Cross Sectional Survey ◽  
Managerial Implication ◽  
The Impact

Orientation: Job satisfaction is the paramount tool to gauge whether employees are willing to stay or leave an organisation. Talent management as a key aspect of human resources management has a fundamental role to play in ensuring that employees are satisfied with their work so that they can stay within the organisation.Research purpose: The purpose of this study was to establish the impact of talent management on job satisfaction of registered nurses in public hospitals of Malawi.Motivation for study: There is a need for scientific knowledge concerning the connection between talent management and job satisfaction of registered nurses in public hospitals of Malawi as limited studies have been conducted in the Malawian context despite the nursing profession witnessing a dire voluntary attrition of nurses leading to severe shortages of nurses.Research approach/design and method: The study uses a quantitative design by way of a cross - sectional survey method to determine the impact of talent management practices on job satisfaction of registered nurses. Data were collected from a sample of 834 registered nurses from the four main public hospitals of Malawi that were purposively selected. An adapted version of Minnesota Job Satisfaction Questionnaire (MSQ) combined with Human Capital Index questionnaire was administered to 834 nurses. Finally, 580 responses were found to be acceptable for analysis.Main findings: The findings of the study demonstrate that talent management practices do not contribute towards job satisfaction of registered nurses in Malawian public hospitals. Regression analysis indicated that amongst nine elements of talent management practices, the predictors that are most effective in predicting the job satisfaction of registered nurses include, staffing, talent development and talent deployment.Practical/managerial implication: The results of this study underscore the problematic nature of implementing talent management practices in public hospitals of Malawi. Management of public hospitals should appreciate these results as poor talent management practices can reduce job satisfaction among employees.Contribution/value add: The findings, therefore, add to the body of knowledge on how talent management practices can contribute to job satisfaction.

scholarly journals Human Resource Management Practices and Its Effects on Job Satisfaction Levels of Employees

2019 ◽  
Vol 8 (2) ◽  
pp. 102-112
Author(s):  
Khurram Sultan ◽  
Goran Ismael ◽  
Omar Mohammad ◽  
Safin Abas ◽  
Muhammad Abdulla
Keyword(s):  
Job Satisfaction ◽  
Management Practices ◽  
Future Research ◽  
Iron And Steel ◽  
Left Behind ◽  
Hr Practices ◽  
Human Resource Management Practices ◽  
Steel Sector ◽  
Degree Of Association ◽  
The Impact

This study aims to investigate the impact of HRM practices and its effect on employee’s job satisfaction in the iron and steel sector of Erbil, KRI. The objectives of the study are three fold, first to measure the degree of association between HR practices and job satisfaction. Second, to find out the impact of HR practices on job satisfaction and at last to propose some measures in order to enhance the job satisfaction level of the employees concerned to the selected iron & steel enterprises. A structured questionnaire was developed and distributed among 70 employees of three firms in Erbil, whereas 50 employees answered rightly. Most of the employees showed positive answers toward HR practices on them. This thing leads toward rejection of our Ho and acceptance of  H1. Those who left behind with less positive answers  main reason were found during survey that was they are with less education so that’s why they get less opportunities in order to develop themselves. Related to future research other authors can consider other variables that are not coved by this research such as staffing and package because human practices coves various range.  

scholarly journals Repercussion of Talent Management on Workforce Retention in Selected Hotels in Madurai

2019 ◽  
Vol 8 (3S2) ◽  
pp. 312-315
Keyword(s):  
Employee Retention ◽  
Management Practices ◽  
Talent Management ◽  
Cluster Sampling ◽  
Chi Square ◽  
Chi Square Test ◽  
Current Scenario ◽  
Workforce Retention ◽  
Basic Functions ◽  
The Impact

Human Resource is one of the basic functions of the organisation that manages the workforce more effectively in achieving the objectives of the organisation. Talent Management is the emerging trend in the HR department. It involves the process from recruiting to retaining the talent pool of employees. This practice concentrate not only on the identified talent of the employees it also makes them develop the unidentified one. Retaining the talented employees is one of the biggest responsibility of an organisation. In the current scenario, holding the abled workforce is difficult for the company. This paper presents the impact of talent management on workforce retention in selected hotels in Madurai. The major objective of this paper is to study the talent management practices which are in progress in the hotels and the interconnection between talent management, employee turnover, and employee retention practices in selected hotels in the study area. A sample of 200 respondents from 5 hotels were chosen. The respondents are from different designation selected under cluster sampling method. Chi-square test was used to substantiate the association between the talent management practices and retentiveness of the employees to the same hotel. The significant value of chi-square at 95% confidence level revealed that there is considerable interrelation between the talent management practices and employee retention strategies in selected hotels in study area.

scholarly journals The Management Side Of Talent: Causal Implications For The Retention Of Generation Y Employees

2015 ◽  
Vol 31 (5) ◽  
pp. 1767 ◽  
Author(s):  
Liesel Du Plessis ◽  
Nicolene Barkhuizen ◽  
Karel Stanz ◽  
Nico Schutte
Keyword(s):  
Generation Y ◽  
Management Practices ◽  
Supervisor Support ◽  
Talent Management ◽  
Intention To Quit ◽  
Convenience Sample ◽  
Perceived Supervisor Support ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
The Impact

<p>Organisations are facing significant challenges to retain Generation Y employees. Research shows that, once these individuals are employed, they are not likely to remain in that position for very long. Organisations therefore need to find innovative solutions to retain this group of employees. The purpose of this research was to determine the causal relationship between management support towards talent management and the impact thereof on the turnover intentions of Generation Y employees. The Human Capital Index, Perceived Organisational Support Questionnaire, Perceived Organisational Support and Intention to Quit questionnaires were administered among a convenience sample of generation Y employees (N=135). The results showed that Perceived Organisational Support is significantly related to Talent management practices, Perceived Supervisor Support and Intention to Quit. Perceived Supervisor Support is significantly related to Talent management practices and Intention to Quit. Talent management practices are significantly related to intention to quit. Recommendations are made.</p>

scholarly journals Thank you for sharing! How knowledge sharing and information availability affect public employees’ job satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Caroline Fischer ◽  
Matthias Döring
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Management Practices ◽  
Positive Impact ◽  
Social Process ◽  
Relevant Information ◽  
Content Type ◽  
Information Availability ◽  
Related Information ◽  
The Impact

PurposeThis study aims to examine the impact of job-related knowledge sharing on information availability and job satisfaction for information-receiving employees in the public sector. Following self-determination theory, the study suggests that job satisfaction is only partly affected by knowledge sharing itself, but particularly through the availability of job-related information enabling the information receiver to work effectively.Design/methodology/approachThe hypotheses are tested with data from the US Federal Employee Viewpoint Survey from 2018. Additionally, results are replicated with earlier waves of the survey.FindingsResults show the positive impact of job-related knowledge sharing on job satisfaction, whereby the availability of job-relevant information mediates this relationship partially.Practical implicationsThis study confirms that managers should provide room for social interactions when introducing knowledge management practices.Originality/valueThe results emphasize that knowledge sharing is a highly social process in which support and relatedness play a significant role in success in addition to the diffusion of information itself.

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