scholarly journals Talent management in the process of employee retention in Shared Services Centers

2019 ◽  
Vol 7 (1) ◽  
pp. 1-7
Author(s):  
Julian Dąbrowski
Keyword(s):  
Employee Retention ◽  
Talent Management ◽  
Shared Services

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 Effect of Talent Management Practices on Employee Retention at the Namibia University of Science and Technology: Administration Middle-Level Staff

2021 ◽  
Vol 19 ◽  
Author(s):  
Jacobina Amushila ◽  
Mark H.R. Bussin
Keyword(s):  
Employee Retention ◽  
Best Practice ◽  
Management Practices ◽  
Tertiary Education ◽  
Qualitative Content Analysis ◽  
Science And Technology ◽  
Target Population ◽  
Talent Management ◽  
Middle Level ◽  
Structured Interviews

Orientation: Talent management (TM) practices in the competitive corporate environment and the success and profitability in an institution can affect employee retention, the institution’s objective achievements and the contribution to Namibia’s economic growth.Research purpose: The primary aim of the study was to determine if TM can influence the retention and turnover of employees at the Namibia University of Science and Technology (NUST), to explore the benefits that the institution can achieve by implementing TM and to study retention strategies that the institution can adopt to reduce turnover.Motivation for the study: Limited research existed regarding the execution of best practice TM in this institution. New ways need to be engaged for employees to stay employed longer at the institution.Research approach/design and method: The qualitative research design was implemented, with a target population of 39 administrative middle-level staff at NUST. Semi-structured interviews were conducted and research articles were reviewed. The data were analysed via qualitative content analysis that identified major themes.Main findings: This study found a relationship between TM and employee retention and concluded that synchronisation of TM practices and employee retention initiatives led to reduced employee turnover. A model was recommended.Practical/managerial implications: To implement and achieve TM properly, line managers and HRM managers should identify what hinders and facilitates TM.Contribution/value-add: This study will contribute to research of TM in Namibia and to the field of HRM in the public sector, particularly in the tertiary education area.

Talent Management and Employee Retention: An Integrative Research Framework

2018 ◽  
Vol 18 (2) ◽  
pp. 228-247 ◽  
Author(s):  
Anoopa Narayanan ◽  
S. Rajithakumar ◽  
Manoj Menon
Keyword(s):  
Organizational Justice ◽  
Social Exchange ◽  
Global Economy ◽  
Employee Retention ◽  
Social Exchange Theory ◽  
Talent Management ◽  
Future Research ◽  
Integrative Research ◽  
Management Context ◽  
The Relationship

The differential value created by talented employees and their contribution to organizations in the hypercompetitive and complex global economy has made talent management a strategic priority for organizations. Talent management has been advocated as an important strategy to retain talented employees, but academic studies exploring their relationship are limited. Building on the Resource-Based View (RBV) theory and Social Exchange Theory (SET), the present article studies the relationship between talent management and employee retention. In addition, a conceptual model explaining the role of talent perception congruence and organizational justice in the relationship between talent management and employee retention is developed by incorporating the Perceived Organizational Justice Theory and Congruence Theory in talent management context. This article may assist in setting the direction for future research in the area of talent management and help managers understand the significant roles of talent perception congruence and organizational justice in determining the talent management outcomes.

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI EMPLOYEE PERFORMANCE PADA PEGAWAI DITJEN PAJAK DI JAKARTA

2020 ◽  
Vol 9 (7) ◽  
pp. 2704
Author(s):  
Maulana Hidayat ◽  
Prasetyo Hadi ◽  
Rusdi Musa Ishaq
Keyword(s):  
Knowledge Management ◽  
Employee Retention ◽  
Employee Performance ◽  
Talent Management ◽  
Partial Least Square ◽  
Least Square ◽  
Partial Least Square Analysis ◽  
Directorate General ◽  
Negative Effect ◽  
Positive Effect

This research is a quantitative study that aims to determine the effect of Talent Management and Knowledge Management on Employee Performance through Employee Retention. The population in this study are Talent Ready Now employees at the Directorate General of Tax whose work location is in DKI Jakarta. “The sample size was taken as many as 100 respondents, with non-probability sampling methods especially perposive sampling. Data collection was carried out through questionnaires. The analysis technique used is the PLS (Partial Least Square) analysis method.” The results of this study indicate that (1) Talent Management has a significant and positive effect on Employee Performance  (2) Talent Management indirectly has no significant and negative effect on Employee Performance through Employee Retention   (3) Knowledge Management has a significant and positive effect on Employee Performance  (4) Knowledge Management indirectly has a significant and positive effect on Employee Performance  through  Employee  Retention Keywords: Talent Management, Knowledge Management, Employee Performance, Employee Retention

scholarly journals Analyze the Influence of Talent Management and Knowledge Management on Employee Performance through Employee Retention as Intervening Variable at PT Bhanda Ghara Reksa Divre I Medan

2021 ◽  
Vol 8 (9) ◽  
pp. 189-204
Author(s):  
Nidya Banuari ◽  
Yeni Absah ◽  
Elisabet Siahaan
Keyword(s):  
Knowledge Management ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Research Method ◽  
Employee Retention ◽  
Employee Performance ◽  
Sampling Technique ◽  
Talent Management ◽  
Saturated Sample ◽  
Permanent Employees

Employee performance is one of the most important things to achieve company goals. With employee performance, company optimization can be realized. PT Bhanda Ghara Reksa's performance in 2019 experienced a decline in revenue so that the profit target generated was not maximized. In order to improve employee performance, the company must design a strategy to retain potential employees. One of them is the application of a talent management and knowledge management. The objective of this research was to analyze the influence of talent management and knowledge management on employee performance through employee retention as intervening variable at PT Bhanda Ghara Reksa Divre I Medan. The research used descriptive quantitative approach and explanatory research method. The population in this research are permanent employees as many as 74 respondents, taken by using saturated sample with census sampling technique. The method in analyzing the data is descriptive and inferential statistical analysis with using path analysis and Sobel test to test the significance of the intervening variable. The result of the research showed that talent management had positive and significant influence on employee retention, knowledge management had positive and significant influence on employee retention, employee retention had positive and significant influence on employee performance, talent management had positive and significant influence on employee performance, knowledge management had positive and significant influence on employee performance, talent management had positive and significant on employee performance through employee retention, and knowledge management had positive and significant on employee performance through employee retention. Knowledge management most dominantly affects employee retention and employee retention most dominantly affects employee performance. Keywords: Talent Management, Knowledge Management, Employee Retention, Employee Performance.

scholarly journals Talent Management dan Konsekuensinya terhadap Employee Engagement dan Employee Retention

2020 ◽  
Vol 3 (4) ◽  
pp. 538-552
Author(s):  
Veronika Agustini Srimulyani
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Employee Retention ◽  
Descriptive Analysis ◽  
Talent Management ◽  
Hierarchical Regression ◽  
Significant Positive Effect ◽  
Relationship Of ◽  
The Impact ◽  
Positive Effect

To gain a competitive advantage, employee engagement is indispensable. Therefore, an effective talent management system is needed in order to increase employee engagement. The aim of this research at knowing talent management at the XYZ Foundation in Madiun City and analyzing the impact of talent management on employee engagement and employee retention. This study also aims to analyze the effect of employee engagement as mediating the relationship of talent management with employee retention. The number of respondents in the study were 69 employees. Data gathered were initially analysed using SPSS version 22.0. From the descriptive analysis, it was found that: 1) employee response to talent management at XYZ Foundation as a whole was high; 2) work engagement on XYZ Foundation was high; 3) employee retention on XYZ Foundation was very high. The results of the hierarchical regression and path analysis indicated that: 1)talent management had a significant positive effect on work engagement; 2) talent management had a significant positive effect on employee retention; 3)work engagement had a significant positive effect on employee retention; 4) work engagement acts as a partial mediation of the influence of talent management on employee retention. 

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