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.

scholarly journals A Study of Talent Management Practices and Strategies in the Service Sector

2020 ◽  
Vol 10 (5) ◽  
pp. 21-29
Author(s):  
Shweta Bobhate
Keyword(s):  
Service Sector ◽  
Sampling Method ◽  
Management Practices ◽  
Systematic Approach ◽  
Employee Performance ◽  
Talent Management ◽  
Primary Data ◽  
Unexplored Area ◽  
Research Questions ◽  
And Performance

Talent management is a mechanism which involves hiring, assigning, transferring, growth and retaining of employees in the organisation. It is important because it ensures top talent is attracted and effective employee performance, employee’s engagement and retainment of top talent. A thorough review of the work carried out shows that businesses are experiencing a talent shortage in this competitive period, which has placed pressure on them to recruit the best talent and to ensure that workers enter the company and choose to remain in the organization rather than seeking opportunities elsewhere. The importance of the different components of talent management for employees was another unexplored area. Existing research has not been able to resolve the problem of defining the importance of the different talent management elements and the weighting they bear for employees. The problem of employee perception and management perception of the efficacy of talent management activities has also not been discussed, to address this gap the researcher has attempted to study talent management practices in service sector. The author followed a systematic approach to address the research questions, the literature was reviewed, in research methodology, primary data was collected through questionnaire which followed a sampling method accompanied by hypothesis testing which revealed that the effective practices boosts up the efficiency of the employees and performance of the organization too.

The Relation Between Financial Incentives, Motivation, and Performance

2017 ◽  
Vol 16 (2) ◽  
pp. 61-76 ◽  
Author(s):  
Anaïs Thibault Landry ◽  
Marylène Gagné ◽  
Jacques Forest ◽  
Sylvie Guerrero ◽  
Michel Séguin ◽  
...  
Keyword(s):  
Financial Incentives ◽  
Work Performance ◽  
Autonomous Motivation ◽  
Compensation Plans ◽  
Work Settings ◽  
Path Analyses ◽  
Three Samples ◽  
And Performance ◽  
Performance Results

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.

scholarly journals Pharmacy Services for the 2019 Fédération Internationale de Natation (FINA) World Masters Championships in Gwangju, South Korea

2020 ◽  
Author(s):  
In Kyu Yang ◽  
Eun Ok Shin ◽  
Dong Gyun Kim ◽  
Hyun Cheol Jung ◽  
Kwang Joon Kim ◽  
...  
Keyword(s):  
South Korea ◽  
Pharmacy Services ◽  
Full Time ◽  
Microsoft Excel ◽  
Sports Events ◽  
Medical Centers ◽  
And Performance ◽  
Operation Results ◽  
Education Courses

Abstract Background: The role of sports pharmacists is being emphasized in international athletic events. This study aimed to describe the pharmacy services for the 2019 Fédération Internationale de Natation (FINA) World Masters Championships in Gwangju, South Korea. Method: Research focused on athletes and coaching staff who received medications after visiting medical centers and pharmacies located in the athletes’ village from July 5 to July 29, 2019. Education courses for full-time and volunteer pharmacists were provided three times. We collected daily pharmacy operation results and prescription interventions. The data were analyzed using Microsoft Excel, and were expressed as frequency (%). Results: Throughout the tournament, 633 patients received medication at the athletes’ village pharmacy (gender: 338 men [53.4%], 295 women [46.6%]; nationality: 299 Korean [47.2%], 334 foreign [52.8%]; patient class: 150 athletes [23.7%], 427 non-athletes [67.5%]). Therapy for musculoskeletal disorders was the most common (29, 19.3%), and oral NSAIDs (56, 21.9%) were the most frequently dispensed medication in athletes. Pharmacists intervened for 47 out of 491 prescriptions (9.6%), with dosage change (21, 44.7%) being the most common intervention type. Conclusion: This study on the operation and performance of pharmacies at the FINA World Masters Championships is a useful reference for pharmacy services at international or domestic sports events.

scholarly journals Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

2021 ◽  
Vol 23 (1) ◽  
pp. 16-32
Author(s):  
Titi Laras ◽  
Rutha Mathilde Santana ◽  
Bambang Jatmiko ◽  
Tiyas Puji Utami
Keyword(s):  
Organizational Culture ◽  
Career Development ◽  
Intellectual Capital ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Study Results ◽  
And Performance ◽  
Branch Office

Research aims: This study aims to examine the role of career development in mediating the relationship between intellectual capital and organizational culture on employee performance.Design/Methodology/Approach: This study used a proportional stratified random sampling method with 126 permanent employees of local banks in Yogyakarta, Indonesia, as research respondents. The respondents included Head Office, Main Branch Office, and Senopati Branch Office. The data were collected by distributing a questionnaire, and the secondary data were in the form of data or documents that supported and strengthened the primary information from books, magazines, journals, and other documents. Then, the analytical tool utilized in this study was SEM (Structural Equation Modeling) to test the research hypotheses.Research findings: The results showed that intellectual capital and organizational culture had a positive and significant effect on career development and performance, but career development had no positive and significant effect on performance. Meanwhile, career development could not mediate the effect of intellectual capital and organizational culture on performance.Theoretical contribution/Originality: The study results contribute to the literature (body of knowledge), especially as additional discussion toward theory and literature related to intellectual capital, organizational culture, career development, and performance in local banks, which is still very limited.

scholarly journals IMPACT OF TALENT MANAGEMENT STRATEGIES ON EMPLOYEE PERFORMANCE BEHAVIOUR WITH THE MEDIATING ROLE OF TALENT MANAGEMENT OUTPUTS

2019 ◽  
Vol 7 (3) ◽  
Author(s):  
Syed Hussain al-Hussaini . ◽  
Jamshid Ali Turi . ◽  
Abbod Naseb Abbod Altamimi . ◽  
Dr.Muhammad Asif Khan . ◽  
Mushtaq Ahmad .
Keyword(s):  
Employee Performance ◽  
Management Strategies ◽  
Talent Management ◽  
Mediating Role

scholarly journals Impact of Talent Management on Employees’ Work Outcomes

sjesr ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 405-415
Author(s):  
Muhammad Shafique ◽  
Dr. Muhammad Zia-ur-Rehman
Keyword(s):  
Employee Engagement ◽  
Management Practices ◽  
Banking Sector ◽  
Positive Impact ◽  
Employee Performance ◽  
Talent Management ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Time Data ◽  
Cross Sectional

The study focuses on empirically examining the relationship of talent management (TM) on employee performance and quit intention.  Further, by taking into account business strategy, the research also culls out the sequential mediation effect of talent management and employee engagement on employee work-related outcomes in the banking sector of Pakistan. Data were analyzed by employing Smart PLS (v.3.2.7) to empirically examine the conceptual model on 1095 talented employees, which were part and parcel of the Banking Sector of Pakistan. The core findings of the research paper are that the talent management practices have a positive impact upon the working of employees as well as quit intentions. Additionally, the study deduced that engagement at employees’ level might contribute partially as a mediation role in between employee work outcomes and talent management. The study employed cross-sectional one-time data collection, therefore its generalizability is suggested as limited with its scope. Human Resource personnel and OB practitioners can create a positive workplace culture in the organization by implementing talent management practices. The study makes value addition in the existing literature of talent management and explore new variable, which is affected by talent management.

scholarly journals Talent Management for Organisational Performance Development in Bangladesh Private Industry Context

2018 ◽  
Vol 8 (4) ◽  
pp. 21
Author(s):  
Md Asadul Islam ◽  
Amer Hamzah Jantan ◽  
Md Adnan Rahman ◽  
Abu Bakar Abdul Hamid ◽  
Fariha Binte Mahmud ◽  
...  
Keyword(s):  
Sequential Analysis ◽  
Management Practices ◽  
Talent Management ◽  
Primary Objective ◽  
Government Support ◽  
Organisational Performance ◽  
Private Industry ◽  
High Expenditure ◽  
Performance Development ◽  
And Performance

The primary objective of this study is to identify the challenges of talent management (TM) practices within private organisations in Bangladesh. This explorative study used unstructured interview methods for the data collection. This study conducted only ten interviews including seven experts from the private sector of Bangladesh and three scholars from reputed universities of the country. After a sequential analysis of all the transcripts of the interviews, four main areas have been identified as the main challenges for talent management practices and performance development in Bangladeshi private organisations: (1) high expenditure; (2) lack of government support; (3) poor awareness; and (4) very few skilled trainers. This study includes a discussion on how TM can be applied in Bangladesh for the development of organisational performance.

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