CONSIDERATIONS OF TALENT MANAGEMENT IN RETENTION OF ACADEMICS IN THE NATIONAL UNIVERSITY OF LESOTHO

2021 ◽  
Author(s):  
Theressa Madzingesu Zengeya ◽  
◽  
Gregory Alexander ◽  
Desiree Pearl Larey ◽  
◽  
...  
Keyword(s):  
Social Theory ◽  
Qualitative Methodology ◽  
Management Practices ◽  
Talent Management ◽  
Symbolic Capital ◽  
Management Program ◽  
Structured Interviews ◽  
Design And Implementation ◽  
National University ◽  
The University

The aim of the study was to examine the contribution of talent management practices at the National University of Lesotho in the retention of talented academics. The university has immense competition within the local, regional and international labour market. It isthreatened by high mobility and low retention of highly qualified staff, which has affected the quality of learning, especially postgraduate programmes. The study employed Bourdieu’s social theory and Adam’s theory of equity as a theoretical lens to understand talent management practices to retain talented academics. Bourdieu’s theory was used to offer insight on the various forms of capital, and how the capitals could be instrumental in the design and implementation of talent management practices in order to increase retention of talent in universities. In this study ‘talent’ is used to refer to holders of doctorates, associate professors and professors or researchers of new information and theories and inventors of new technology with great potential to make a significant impact on the university’s productivity. A literature review was undertaken to examine how the social theory of Bourdieu, particularly the conversion of different kinds of capital (symbolic capital) are used by the university to recognise the value of talented academics in order to retain these academics. Following a qualitative methodology and purposive sampling, data was generated through semi-structured interviews and document analysis to advance a critical and interpretive understanding of the perspectives of talent management from both management and talented academics in the university. Thematic analysis was used to synthesise the data. The data from fourteen (14) participants composed of management and academics revealed that, though the university is implementing talent management practices, it does not have an official and structured talent management program, which is imperative in retaining academics. This study concludes by advocating the design and implementation of a formal, contextual and structured talent management framework, in consultation with all key stakeholders, in order to increase retention of talent academics in the National University of Lesotho.

Assessment of solid waste management practice in the university campus

2021 ◽  
Vol 22 (3) ◽  
pp. 561-575
Author(s):  
Saad Dahlawi ◽  
Mahmoud F. El Sharkawy
Keyword(s):  
Waste Management ◽  
Solid Waste ◽  
Management Practices ◽  
Solid Waste Management ◽  
Management Practice ◽  
Chemical Properties ◽  
Management Program ◽  
University Campus ◽  
Content Type ◽  
The University

Purpose Municipal solid waste (MSW) consists mainly of several recyclable materials such as paper and cardboard. Inside the educational institutes, especially universities, MSW is generated from several facilities including offices and cafeterias. Without an effective management program, solid waste can have detrimental impacts on the environment. This paper aims to assess the solid waste management practices followed at the main campus of Imam Abdulrahman Bin Faisal University (IAU), Dammam – Saudi Arabia. Design/methodology/approach The MSW samples were collected from different sources inside the IAU campus such as the college buildings (such as the teaching rooms and staff offices), the administrative buildings and services buildings (e.g. the main library, the photocopying center, the restaurant and cafeteria) at least one time per week during a full academic term (January–May) of the academic year 2017–2018. The collected MSW samples were segregated into seven categories, and the net amount of each category and the overall weight of the MSW were determined once every week. The MSW samples were characterized for physical and chemical properties including moisture, carbon and ash contents. Food product waste (FPW) of the main university restaurant was studied separately. Findings Data on the composition of MSW samples revealed that 80% of wastes were recyclable, 19% as compostable materials, while only 1% of the materials were a non-recyclable waste. More than 73% of the recyclable materials include paper and plastic warranting dire need of an effective solid waste management program. The highest value of FPW was recorded for the breakfast meal. Originality/value Most of the waste generated from the university campus was recyclable type that needs to be handled carefully to avoid its mixing with other types of the waste stream. Waste characterization is an important tool that helps in understanding the amount and pattern of waste generation. It can be used as a decision-making tool for implementing sustainable waste management programs for universities.

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.

scholarly journals Is Talent Management A Reality? A Case of Multinational Corporation in the Context of Karachi

2020 ◽  
Vol 8 (2) ◽  
pp. 15-32
Author(s):  
Anam Qamar ◽  
◽  
Shifa Haroon ◽  
Namra Anjum ◽  
Ayesha Saleem ◽  
...  
Keyword(s):  
Content Analysis ◽  
Multinational Corporations ◽  
Human Resource ◽  
Multinational Corporation ◽  
Management Practices ◽  
Research Study ◽  
Talent Management ◽  
Primary Data ◽  
Structured Interviews ◽  
Behavioral Challenges

Talent management is the recruitment, selection, and retainment of the most talented workforce which indicates that it is an advanced field of human resource management (HRM). The prosperity of an organization depends upon its talent force. In todays dynamic and competitive world, talent management is one of the main stumbling issues that organizations face. This research study examines the reality of talent management in Pakistan; besides, the challenges in the implementation of talent management have also been investigated. This research study is qualitative; in-depth semi-structured interviews have been conducted to collect the primary data from a Pakistani public based multinational corporation. Using content analysis, the key themes were identified. The findings reveal that talent management practices lack in Pakistan, but the renowned multinational corporations follow proper procedures and policies related to talent management. Furthermore, the findings further discover that there are three major types of challenges which are being faced today by the organizations; the managerial behavioral challenges are the most important, employee behavioral challenges are the least important and the structural challenges are also essential to overcome, for the implementation of talent management. The findings from this research can be used by the management or the policymakers of different organizations to execute talent management effectively and efficiently.

scholarly journals The effect of Israeli checkpoints on Palestinian students’ psychology: An-Najah National University’s students as a case study

2021 ◽  
Vol 58 (1) ◽  
pp. 3142-3148
Author(s):  
Sima Fareed Abed Al-Hadi Et al.
Keyword(s):  
Negative Impact ◽  
Qualitative Approach ◽  
Main Concern ◽  
Structured Interviews ◽  
Academic Achievements ◽  
Online Platforms ◽  
National University ◽  
Psychological Pressure ◽  
The University

This paper documents several key contributions made to the field of psychology and education. The main aim of this paper is to investigate the psychological pressures resulting from the Israeli military checkpoints on Palestinian university students who are passing through Azzun area to their university. The study focused on the negative impact of Israeli checkpoints on their daily life routine at the university such as their academic plans, intended goals, and time organizations. The researchers adopt the qualitative approach for this study. The sample of the study included (5) students of both genders who were randomly selected for this study. For data collection, the researchers used semi-structured interviews to identify the opinion of the study sample regarding the questions of the study. The researchers developed four main questions to collect data comprehensively. The results of the study show that Israeli checkpoints are considered their main concern every single day they come to university. The stay sample agreed among themselves on the fact that checkpoints cause headache, tension, low-academic achievements, and frustration. The study recommended An-Najah National University to facilitate their needs in case they miss an exam or arrive late at the university. Furthermore, the study recommended using technology to support and assist those who face psychological pressure through online platforms.

scholarly journals Portfolio as a Tool for Self- Reflection and Professional Development for Pre-Service Teachers

2021 ◽  
Vol 20 (2) ◽  
pp. 22-35
Author(s):  
Arlinda Beka ◽  
Ganimete Kulinxha
Keyword(s):  
Professional Development ◽  
Early Childhood ◽  
Qualitative Methodology ◽  
Structured Interviews ◽  
Self Reflection ◽  
Professional Goals ◽  
Teaching Portfolio ◽  
Faculty Of Education ◽  
The University ◽  
Department Faculty

Self-reflections, especially those done through the usage of portfolios, are an essential component of teaching. Portfolio reflections allow pre-service teachers to set professional goals. This research was conducted using qualitative methodology, and all semi-structured interviews were organised with students and graduates from the Early Childhood Department-Faculty of Education, University of Prishtina. The research results show that a portfolio provides future teachers with the opportunity to organise their work better while enabling cooperation between pre-service teachers, which ergo, directly affects their professional competencies. Owing to its benefits, portfolio should be integrated by the Faculty of Education of the University of Prishtina as an integral part of its work with students.

scholarly journals Experiences of Sessional Educators within an Australian Undergraduate Paramedic Program

2017 ◽  
Vol 14 (1) ◽  
pp. 73-83
Author(s):  
Brett Williams ◽  
◽  
Bronwyn Beovich ◽  
Keyword(s):  
Professional Development ◽  
Performance Feedback ◽  
Qualitative Methodology ◽  
Structured Interviews ◽  
Professional Needs ◽  
Transmission Of Information ◽  
Widespread Phenomenon ◽  
The University ◽  
Purposive Sample ◽  
Interview Analysis

Background: The use of casual staff within the university undergraduate educational setting is a widespread phenomenon worldwide. However a lack of understanding exists regarding experiences of recruitment, support, professional development and other perceived professional needs in this area. Although previous studies of the experience of sessional educators have been reported in the literature, this is the first to describe experiences within the paramedic discipline. Objectives: To explore the experiences of sessional educators in an undergraduate program within the paramedic department of a university in Melbourne, Australia. Methods: A qualitative methodology was used that involved 10 semi-structured interviews with a purposive sample of sessional paramedic educators. Data collected from the interviews were thematically analysed to identify major issues from interview transcripts. The study was conducted in the paramedic department of a major university located in an outer metropolitan area of Melbourne, Australia. Results: Interview analysis identified five key themes of the sessional paramedic educator experience: informal processes, program inconsistencies, preparation for teaching, connection and support, and, educator benefits. Conclusion: This study fills a gap in the literature by describing the experiences of paramedic sessional educators, which was previously unreported. Many of the experiences expressed were commonly reported in the literature from other disciplines. Although the experiences was generally described as positive, the study identified a need for targeted support of these individuals, including formalisation of employment procedures, encouraging the open and timely transmission of information, as well as provisions for performance feedback and professional development.

Innovation in talent management practices: creating an innovative employer branding strategy to attract generation Z

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Deepika Pandita
Keyword(s):  
Labor Market ◽  
Management Practices ◽  
Community Support ◽  
Talent Management ◽  
Research Paper ◽  
Primary Data ◽  
Structured Interviews ◽  
Employer Branding ◽  
Content Type ◽  
Generation Z

Purpose This research paper focuses on the arriving new generation, “Gen Z,” and how an organization can target this new talent through innovation in its employer branding. This paper aims to enhance the readers’ understanding of how generation Z is different from the previous generations and their unique preferences. This study also attempts to probe and help readers understand innovative practices in employer branding and what tools can be used under this umbrella to influence and attract the increasing workforce of generation Z to the labor market. Design/methodology/approach There were 21 in-depth semi-structured interviews taken from human resources (HR) heads of various organizations, a few mid-managers, consultants and HR experts based in India. Each interview was transcribed, and a technique of inductive content analysis was used. Broad themes and several new items emerged that looked at innovation in employer branding. Findings It was found through this study that Gen Z has high career aspirations, working styles, attributes, education preferences and has an innovative mindset. This demands a flexibility of being independent and confident. They prefer diversity not just through race and gender but also through identity and orientation. Most important, money is not the only priority for them when it comes to their career development. They also want themselves to be associates with a workplace exhibiting community support. They are driven by an innovative mindset where they resort to creative means to achieve their goals. Research limitations/implications The research paper is exploratory. The model and hypotheses the author arrives at must be verified empirically by collecting primary data through validated instruments by the relevant stakeholders in the organization, specifically the stakeholders specializing in the domain of talent acquisition and talent management, to add additional weight and meaning to the literature. Practical implications As the members of Gen Z are about to step into the labor market, the proposed finding in this research paper would help current industrial practitioners rethink how they will design their policies to entice and integrate Gen Z into the workplace. Originality/value Realizing that companies’ experience with millennials’ entry into the workforce might not have prepared them to win with Gen Z, the author has examined what makes Gen Z different from earlier cohorts on how do they approach the workplace. Understanding the unique behavioral differences, the author has proposed organizations’ practices to appeal to them to work with them. Adding to the existing literature on “Generation Z” and “Employer Branding,” the author has linked both in the paper with a qualitative study and proposed a model to build Generation Z’s employer brand.

scholarly journals Exploring Themes of Sustainable Practices in Manufacturing Industry: Using Thematic Networks Approach

2021 ◽  
Vol 13 (18) ◽  
pp. 10288
Author(s):  
Noor Ullah Khan ◽  
Haoqiang Wei ◽  
Guiling Yue ◽  
Nabila Nazir ◽  
Noor Raihani Zainol
Keyword(s):  
Qualitative Methodology ◽  
Manufacturing Industry ◽  
Qualitative Data ◽  
Management Practices ◽  
Helping Behavior ◽  
Structured Interviews ◽  
Ecological Awareness ◽  
Hrm Practices ◽  
Recruitment And Selection ◽  
Green Human Resource Management

Sustainability is a vital strategy for manufacturing industries to address major environmental issues. Stakeholders’ growing ecological awareness is forcing manufacturers to adopt green human resource management practices (green HRM practices) and environmental management systems (EMS) to improve sustainable performance (SP). This research explores the key themes of green HRM practices, EMS, and OCBE, and how these themes affect the environment and explain SP among ISO14001-certified manufacturing firms. This research used a qualitative methodology following an interpretivist approach. It employed the thematic networks technique, using qualitative data to achieve the objectives. The qualitative data were collected using semi-structured interviews conducted with HR managers and then analyzed using NVivo 12. Thematic network analysis explores basic and organizing themes within qualitative data. Four central (parent) themes, i.e., green HRM practices, OCBE, EMS, and SP, emerged. First, green HRM was sub-divided into three sub-themes: (i) green recruitment and selection, (ii) green training and development, and (iii) green assessment and rewards. Consequently, OCBE was then sub-divided into three themes: (i) eco-helping behavior, (ii) eco-initiatives behavior, and (iii) eco-civic engagement behavior emerged. Likewise, EMS was sub-divided into three themes: (i) ISO14001, (ii) EMS key benefits, and (iii) EMS key motives. Lastly, SP was further divided into three sub-themes: (i) economic, (ii) social, and (iii) environmental. This research also discusses important implications for managers and organizations.

scholarly journals Exploring talent management execution in the Ministry of Justice in the Namibian public sector

2019 ◽  
Vol 17 ◽  
Author(s):  
Kristofina Filippus ◽  
Cecilia M. Schultz
Keyword(s):  
Public Sector ◽  
Conceptual Framework ◽  
Human Resource ◽  
Management Practices ◽  
Talent Management ◽  
Exploratory Research ◽  
Structured Interviews ◽  
Managerial Implications ◽  
The Government ◽  
Strategic Execution

Orientation: The Ministry of Justice in the government of the Republic of Namibia, which is tasked to implement an effective judicial system in the country, is one of the public sector institutions rocked by a shortage of critical skills.Research purpose: The aim of this study was to scrutinise the execution of talent management practices in the Ministry of Justice in the Namibian public sector by investigating the talent management execution levels, identifying the distractors and enablers that form part of the talent management practices and developing a conceptual framework of talent management execution.Motivation for the study: The war for talent is evident in the Ministry of Justice in the Namibian public sector, and limited research exists regarding the execution of talent management in this organisation.Research approach/design and method: The research was based on an exploratory research design and a qualitative approach was used. Purposive sampling was utilised and semi-structured interviews were conducted. The data were analysed by means of qualitative content analysis.Main findings: Talent management was executed on three levels: human resource execution, operational execution and strategic execution. Specific distractors and enablers were identified and formed part of the talent management practices.Practical/managerial implications: To execute talent management properly, managers and human resource managers should attend to the identified talent management distractors and enablers.Contribution/value-add: Talent management execution levels and the relating distractors and enablers were identified. A conceptual framework of talent management execution in the Ministry of Justice in the Namibian public sector was developed.

Human resource management practices of Japanese companies in India: dealing with the transfer-adaptation dichotomy

2017 ◽  
Vol 11 (3) ◽  
pp. 323-341 ◽  
Author(s):  
Mohan Pyari Maharjan ◽  
Tomoki Sekiguchi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Qualitative Methodology ◽  
Management Practices ◽  
Institutional Environment ◽  
Future Research ◽  
Structured Interviews ◽  
Content Type ◽  
Hr Practices

Purpose Based on the international human resource management perspective, this paper aims to explore and explain the human resource (HR) practices of Japanese multinational companies (MNCs) operating in India. Design/methodology/approach This paper applies a qualitative methodology. The study is based on 17 semi-structured interviews that were conducted within the subsidiaries of 10 Japanese MNCs in India. Findings The respective HR practices are differently influenced by cultural and institutional factors. Cultural similarity, unique social context and the evolving labor market shape the HR practices of Japanese MNCs in the Indian context. Research limitations/implications The generalizability of findings might be limited because of the nature of methodology. Future research could collect additional qualitative data and conduct quantitative studies to test the findings of this research. Practical implications A unique combination of HR practices could be formed by addressing the changes in the local institutional environment and retaining the core philosophy of the parent company. Originality/value This research adds value to the transfer-adaptation dichotomy by presenting how institutional and cultural factors differently influence the transfer of respective HR practices.

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