scholarly journals Talent measurement: A holistic model and routes forward

2018 ◽  
Vol 16 ◽  
Author(s):  
Gregory J. Lee
Keyword(s):  
Talent Management ◽  
Holistic Model ◽  
Specific Measurement ◽  
Managerial Implications ◽  
Development Approach ◽  
Value Add ◽  
Theoretical Foundations ◽  
Theory Review

Orientation: Talent measurement is a critical input to talent management (TM). Involving the application of measurement methodologies in order to determine the current and longer-term potential, competencies and contribution of employees and their roles, talent measurement is a growing field of interest in human resources.Research purpose: This article reviews and integrates the practice of talent measurement, including developing a model of talent measurement, rooting the practice in theory and suggesting several relatively unexplored aspects of talent measurement that may have potential for improvement or controversy.Motivation for the study: Talent measurement has not been adequately discussed and critiqued.Research approach/design and method: A theory review and development approach is taken in this article.Main findings: A holistic model for talent measurement is presented, including elements that have not received much prior attention such as theoretical foundations, the practicalities of including a role element, the advisability of using talent pools, the question of whether talent measures or status should be revealed to employees, the integration of talent pools with diversity or transformation imperatives, and others.Practical/managerial implications: Managers who employ TM should benefit from this review and set of challenges regarding the practice of talent measurement.Contribution/value-add: Although TM has been extensively discussed, the specific measurement options involved have been less well examined. Development of a holistic model and identification of outstanding controversies within it provide value to practitioners and to the evolution of TM.

scholarly journals Talent management in the South African construction industry

2019 ◽  
Vol 17 ◽  
Author(s):  
Sydwell Shikweni ◽  
Willem Schurink ◽  
Rene Van Wyk
Keyword(s):  
Construction Industry ◽  
South African ◽  
Management Practices ◽  
Talent Management ◽  
Research Approach ◽  
The South ◽  
Business Outcomes ◽  
Global Competitiveness ◽  
Managerial Implications ◽  
Value Add

Orientation: The South African construction industry is constrained by the shortage of a skilled workforce due to global competition and insufficient graduate output. There is a need to evolve attract and retain the most valuable talent.Research purpose: The aim of this study was to investigate talent management in a prominent South African internationally operating construction company. The objective is to develop a framework for enhancement of talent management practices.Motivation for the study: The South African construction industry’s inability to retain talent, hampers global competitiveness and productivity. Talent shortages need to be addressed at a strategic level to remain competitive.Research approach/design and method: A qualitative research approach examined a single South African construction organisation in the Gauteng Province. Grounded theory was used to analyse data generated from interviews, participant observations and company documents.Main findings: Firstly, talent management in the construction industry supposes mutual actions from the organisation and its talented employees. Secondly, internal enablers drive business outcomes by in alignment with a well-crafted strategy. Thirdly, a regulatory framework should acknowledge labour market dynamics and diversity. Fourthly, internal and external enablers should be taken into consideration. Finally, effective implementation of talent management practices yields talent sustainability and competitiveness.Practical/managerial implications: The two conceptual frameworks developed indicate: (1) key factors that play a role in talent management, and (2) the interface between talented employees and the organisation.Contributions/value-add: The findings provide two proposed frameworks that could guide leadership to devise an enabling global competitive talent management environment in the construction industry.

scholarly journals The relationship between the graduate trainee programme and talent management in corporate organisations in Eswatini

2020 ◽  
Vol 18 ◽  
Author(s):  
Lungile Z. Gama ◽  
Emmanuel I. Edoun
Keyword(s):  
Strong Correlation ◽  
Talent Management ◽  
Training And Development ◽  
Effective Management ◽  
Development Programs ◽  
Management Tools ◽  
Managerial Implications ◽  
Value Add ◽  
Staffing Requirements ◽  
The Relationship

Orientation: Research on the existence of the relationship between the GTPs and TM has been necessitated by the significant organisational resources invested in the administration of GTPs. Withal, the valueof GTPs to an organisation’s TM initiatives needs to be ascertained because both variables are applied to ensurethat future staffing requirements are met.Research purpose: The aim of this study was to assess the relationship between the graduate trainee program (GTP) and talent management (TM) in corporate organisations in Eswatini.Motivation for the study: Corporates need toexplore administering GTPs as structured processes such as workplace training and development programs so that they significantly contribute to TM.Research approach/design and method: A quantitative explanatory design was applied to carry out the study.The population was five corporate organisations in Eswatini that administer GTPs. The respondents weregraduate trainees (GTs),who met all the requirements prescribed by the inclusion criteria.Main findings: While the results indicated a null hypothesis in the relationship between GTPs and TM a strong correlation was found. The conclusion drawn is that the strong correlation (r = 0.511), between GTPs and TM, is attributed to the lack of integration and the parallel and independent administration of GTPs to TM, which invalidated a link between the two variables.Practical/managerial implications: The value to be derived by corporates administering GTPs may be elusive if the relationship between GTPs and TM remains unexplored.Contribution/value-add: Corporate organisationswill administer GTPs as effective management tools applied to ensure TM.

scholarly journals Die doeltreffendheid van talentbestuursprogramme in uitgesoekte Suid-Afrikaanse organisasies

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Jo-Ann P. Gainsford ◽  
Ebben S. Van Zyl
Keyword(s):  
South Africa ◽  
South African ◽  
Research Design ◽  
Quantitative Research ◽  
Talent Management ◽  
Management Programme ◽  
Design And Implementation ◽  
The Poor ◽  
Managerial Implications ◽  
Value Add

Oriëntasie: Die identifisering, behoud en ontwikkeling van talent moet doeltreffend bestuur word. Navorsingsdoelwit: Die studie het ten doel om die doeltreffendheid van bestaande talentbestuursprogramme in uitgesoekte Suid-Afrikaanse organisasies in die finansiële, vervoer- en mynbousektore te evalueer.Motivering vir die studie: Streng wetgewing (soos regstellende aksie) en die swak ekonomiese situasie in Suid-Afrika veroorsaak dat goeie presteerders as baie waardevol beskou word en behou moet word. Indien organisasies nie oor ’n doeltreffende talentbestuursprogram beskik nie, sal hulle waarskynlik talentvolle werknemers verloor.Navorsingsontwerp, -benadering en -metode: Hierdie studie maak van ’n kwantitatiewe navorsingsontwerp gebruik. Deur middel van toevallige steekproefneming is 117 werknemers in die onderskeie sektore ingesluit. Die ANOVA-toets en Tukey se paarsgewyse vergelykingstegniek is aangewend om die verskille tussen die drie sektore te bepaal.Resultate: Die resultate van die studie dui daarop dat die organisasies wat aan die studie deelgeneem het grootliks al die noodsaaklike komponente in die talentbestuursprogramme insluit. Die uitsondering is egter talentbestuursagteware, wat oor die algemeen nie in die talentbestuursprogramme ingesluit is nie. Verdere resultate dui daarop dat die oorgrote meerderheid van die respondente nie baie tevrede is met die komponente van die talentbestuursprogramme in hul organisasies nie. Die respondente van die mynbousektor het die laagste tevredenheidsvlakke ten opsigte van die talentbestuursprogram getoon. Die resultate dui verder daarop dat die finansiële sektor se talentbestuursprogram meer doeltreffend as dié van die mynbousektor is.Praktiese/bestuursimplikasies: ’n Omvattende lys van komponente van ’n talentbestuursprogram is ontwikkel om organisasies te ondersteun in die ontwerp en implementering van ’n doeltreffende talentbestuursprogram.Bydrae/waardetoevoeging: Die resultate van die studie kan gebruik word om bestaande talentbestuursprogramme aan te pas.The effectiveness of talent management programmes in selected South African organisations.Orientation: This study was driven by a need that was identified within South African organisations to establish guidelines for the implementation of an effective talent management programme.Research purpose: The purpose of this study was to evaluate the effiency of the existing talent management programme in selected South African organisations in the financial, transport and mining sectors.Motivation for study: Legislation and the poor economic situation in South Africa necessitate the retention of talented employees. This can be done by means of an effective talent management programme.Research design, approach and method: The study was conducted using a quantitative research design. The ANOVA test and Tukey’s Studentised Range were applied to determine differences between the three sectors with regard to the effectiveness of the talent management programmes. The sample consisted of 117 identified talented employees.Main findings: Results of the study indicated that the organisations that participated in the study do have most of the necessary components included in their talent management programmes. The exception is talent management software, which was generally not included in the talent management programmes of the organisations. Further results indicated that, for the largest part, the respondents are not very satisfied with the components of the talent management programmes in their organisations. The respondents of the mining sector indicated the lowest satisfaction levels regarding the talent management programme. Furthermore, the financial sector’s talent management programme seemed to be more effective than the mining sector’s talent management programme.Practical/managerial implications: A comprehensive list of components was developed which should be included in a talent management programme to assist organisations with the design and implementation of an effective talent management programme.Contribution/value-add: The results of the study can be utlised to adapt existing talent management programmes.

scholarly journals The impact of job description and career prospect on job satisfaction: A quantitative study in Mauritius

2019 ◽  
Vol 17 ◽  
Author(s):  
Ketan S. Ramhit
Keyword(s):  
Job Satisfaction ◽  
Team Leaders ◽  
Job Description ◽  
Managerial Implications ◽  
Career Prospect ◽  
Value Add ◽  
The Impact ◽  
The Relationship ◽  
Negative Relationships ◽  
Good Career

Orientation: Literature shows that job description and career prospect are connected to job satisfaction and it is seen that, in Mauritius, job description and career prospect impact job satisfaction.Research purpose: The purpose of the study was to determine the relationship between job description, career prospect and job satisfaction in Mauritius.Motivation for the study: It has been noticed that employees are dissatisfied when they perform duties outside their job description and also when they see that they do not have a good career prospect. Despite the existence of several researches, limited research exists in the Mauritian context. The outcome will provide significant relevance to existing knowledge.Research approach/design and method: A quantitative approach was adopted and a survey was conducted in a multinational company in Mauritius. A sample of 132 employees was chosen.Main findings: This research unravelled significant negative relationships between job description, career prospect and job satisfaction. The results revealed that, when duties are not well described or when duties are not in line with current responsibilities, the employees are dissatisfied. Similarly, the greater the chances that employees are not given the opportunity to get promoted, the more they are dissatisfied.Practical/managerial implications: Human resource practitioners, managers and team leaders need to recognise that employee’s moods influence the work pattern in the organisation and a clear job description and an appropriate career plan should exist.Contribution/value-add: Literature on the relationship between job description, career prospect and job satisfaction in the context of Mauritius is almost inexistent. This study will add to existing knowledge.

scholarly journals Gender pay gap in salary bands among employees in the formal sector of South Africa

2018 ◽  
Vol 16 ◽  
Author(s):  
Adeboye M. Adelekan ◽  
Mark H.R. Bussin
Keyword(s):  
Top Management ◽  
Gender Pay Gap ◽  
Formal Sector ◽  
Pay Gap ◽  
Men And Women ◽  
Representation Of Women ◽  
Similar Work ◽  
The Status ◽  
Managerial Implications ◽  
Value Add

Orientation: The gender pay gap is a worldwide challenge that has persisted despite political will and interventions. Comparably qualified women performing similar work as men continue to earn less. There are conflicting views in the literature regarding the status of the gender pay gap.Research purpose: The purpose of the study was to determine status of the gender pay gap among employees in the same salary band and to establish whether men and women receive similar pay for similar work in the study population.Motivation for study: The status of the gender pay gap would establish the progress made towards closing the gap and guide necessary adjustments to interventions.Research approach/design and method: A quantitative analysis was conducted on the pay information of 217 902 employees collected in a survey from over 700 companies, across 10 job families and 6 industries.Main findings: Men’s pay was consistently higher than that of women in all salary bands except at the 75th and 95th percentile in sub-bands B-lower and B-upper and 25th percentile in sub-band E-upper. The gender pay gap ranged from 8% in band A to 27.1% in sub-band F-upper. The gaps observed in the salary bands were statistically significant (p < 0.0001) except in sub-band E-upper, F-lower and F-upper, indicating convergence towards similar pay for similar work at senior to top management levels. Women were under-represented in all salary bands with the lowest presence in band F, especially sub-band F-upper. Gender, race, job family and industry have a significant effect on income earned in the study sample.Practical/managerial implications: Government’s efforts seemed to have produced minimal results as women are represented in all job families, industries and salary bands. The pay of men and women in senior and top management levels was similar. However, more still needs to be done to achieve the 50% target representation of women in senior management and close the gap at all levels.Contribution/value-add: The number of women at management levels is still very low when compared to their male counterparts. However, the gender pay gap in senior to top management positions are converging towards similar pay for work of similar value.

scholarly journals Prevalence of workplace bullying of South African employees

2012 ◽  
Vol 10 (3) ◽  
Author(s):  
Leanri Cunniff ◽  
Karina Mostert
Keyword(s):  
South African ◽  
Workplace Bullying ◽  
Demographic Characteristics ◽  
Negative Effects ◽  
Cross Sectional ◽  
Demographic Groups ◽  
Diversity Experiences ◽  
Managerial Implications ◽  
Value Add ◽  
Survey Approach

Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations. Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC) and diversity experiences.Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do.Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911). They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA) and analyses of variance (ANOVAs) to determine the differences between the groups.Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying.Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods.Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.

scholarly journals The validity of world class business criteria across developed and developing countries

2010 ◽  
Vol 8 (1) ◽  
Author(s):  
Andre J. Parker ◽  
Theo H. Veldsman
Keyword(s):  
Developing Countries ◽  
Developed Countries ◽  
General Assumption ◽  
Research Approach ◽  
Class Standing ◽  
Managerial Implications ◽  
World Class ◽  
Value Add ◽  
Business Challenges ◽  
Developing And Developed Countries

Orientation: World class implies being able to respond effectively to the prevailing business challenges in a manner that surpasses competitors and to compete effectively in the global economy.Research purpose: To assess the validity of the general assumption in the literature that world class criteria are equally applicable worldwide.Motivation for research: The possibility exists that developing countries require an adjusted mix of world class criteria and practices to become globally competitive.Research design, approach and method: A quantitative field survey research approach was adopted. A web-enabled questionnaire was designed, covering 35 world class practices grouped under 7 world class criteria. A cross-section of the senior management from 14 developing and 20 developed country’s organisations partook in the study.Main findings: It was empirically confirmed that the majority of world class practices posited in the literature are used by participating organisations; that world class criteria do not apply equally across developed and developing countries; and that more important than country location, is the deliberate choice by an organisation’s leadership to become world class. An empirically based model of ascending to world class was proposed.Practical/managerial implications: Regardless of country location, the leadership of an organisation can make their organisation world class by applying the proposed world class model.Contribution/value add: A reliable web enabled instrument was designed that can be used to assess an organisation’s world class standing; the assumption that world class criteria are equally valid across developing and developed countries was proven partially incorrect; since becoming or being world class is also a leadership choice regardless of location.

scholarly journals Developing and supporting coordinators of structured mentoring schemes in South Africa

2010 ◽  
Vol 8 (1) ◽  
Author(s):  
Penny Abbott ◽  
Xenia Goosen ◽  
Jos Coetzee
Keyword(s):  
South Africa ◽  
Qualitative Data ◽  
Descriptive Statistics ◽  
Job Description ◽  
Different Types ◽  
Managerial Implications ◽  
People Development ◽  
Value Add ◽  
Purposive Sample ◽  
The Coordinator

Orientation: Mentoring is considered to be such an important contributor to accelerated people development in South Africa that structured mentoring schemes are often used by organisations. There are at present few sources of development and support for coordinators of such schemes.Research purpose: The aim of this research is to discover what the characteristics of coordinators of structured mentoring schemes in South Africa are, what is required of such coordinators and how they feel about their role, with a view to improving development and support for them.Motivation for the study: The limited amount of information about role requirements for coordinators which is available in the literature is not based on empirical research. This study aims to supply the empirical basis for improved development and support for coordinators.Research design and method: A purposive sample of 25 schemes was identified and both quantitative and qualitative data, obtained through questionnaires and interviews, were analysed using descriptive statistics and thematic analysis.Main findings: Functions of coordinators tend to be similar across different types of mentoring schemes. A passion for mentoring is important, as the role involves many frustrations. There is little formalised development and support for coordinators.Practical/managerial implications: The study clarifies the functions of the coordinator, offers a job description and profile and makes suggestions on how to improve the development of the coordinator’s skills.Contribution/value-add: An understanding of what is required from a coordinator, how the necessary knowledge and skills can be developed and how the coordinator can be supported,adds value to an organisation setting up or reviewing its structured mentoring schemes.

scholarly journals Transformative consumer research: Its origins and possible enrichment of the field of consumer research in South Africa

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Leona M. Ungerer
Keyword(s):  
South Africa ◽  
Consumer Research ◽  
Well Being ◽  
Research Approach ◽  
Research Areas ◽  
Traditional Research ◽  
Managerial Implications ◽  
Additional Approach ◽  
Value Add ◽  
Transformative Consumer Research

Orientation: This article provides a rationale for considering transformative consumer research as a research approach for investigating the relationship between consumption and consumers’ well-being in South Africa.Research purpose: The purpose of this study is to explore the principles underlying transformative consumer research, including how it differs from traditional research methods and pointing out some established research areas in this field.Motivation for the study: Apart from pointing to a lack of literature, this article highlights the relevance of this approach for emerging countries by investigating the principles and practices embedded in transformative consumer research. It provides some indication of how an investigation of these areas may contribute to enhancing the relevance of consumer research to its various stakeholders.Research design, approach and method: The author used a literature review to conduct the study.Main findings: It appears that consumer research currently lacks external and internal relevance. A transformative consumer-research approach may address some of the fundamental problems in the way consumer psychologists plan and conduct their research, contributing to this lack of relevance.Practical/managerial implications: Most stages of the traditional research approach may need to be adapted for transformative research purposes. Some approaches appear particularly suited to transformative consumer research, including revelatory, incendiary, policy, participatory and coalition research. Contribution/value-add: This study’s primary contribution stems from suggesting a rather novel additional approach to enhance the relevance of consumer research in South Africa, pointing out some established practices in the field of transformative consumer research and suggesting how they may augment consumer research in South Africa.

scholarly journals How can work be designed to be intrinsically rewarding? Qualitative insights from South African non-profit employees

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Michelle Renard ◽  
Robin J. Snelgar
Keyword(s):  
Performance Management ◽  
South African ◽  
Structured Interviews ◽  
Extrinsic Rewards ◽  
Intrinsic Rewards ◽  
Non Profit ◽  
Performance Management Systems ◽  
Managerial Implications ◽  
Value Add ◽  
Traditional Performance

Orientation: Intrinsic rewards are personal, psychological responses to the work thatemployees perform, which stem from the manner in which their work is designed.Research purpose: This study sought to discover in what ways non-profit employees arepsychologically rewarded by the nature of their work tasks. The use of a qualitative approachto data collection and analysis ensured that in-depth responses from participants were gained.Motivation for the study: Intrinsic rewards are of particular importance to non-profitemployees, who tend to earn below-market salaries. This implies that their motivationoriginates predominantly from intrinsic as opposed to extrinsic rewards; yet, research into thisarea of rewards is lacking.Research approach, design and method: In-depth, semi-structured interviews were conductedusing a sample of 15 extrinsically rewarded non-profit employees working within South Africa.Thematic analysis was utilised in order to generate codes which led to the formation of fiveintrinsic rewards categories.Main findings: Intrinsic rewards were classified into five categories, namely (1) MeaningfulWork, (2) Flexible Work, (3) Challenging Work, (4) Varied Work and (5) Enjoyable Work.These rewards each comprise of various subcategories, which provide insight into why suchwork is rewarding to non-profit employees.Practical/managerial implications: Traditional performance management systems shouldbe re-evaluated in the non-profit sector to shift focus towards intrinsic rewards, asopposed to focusing only on the use of extrinsic rewards such as incentives to motivateemployees.Contribution/value-add: The study provides a qualitative understanding of how extrinsicallyrewarded non-profit employees perceive their work to be intrinsically rewarding, whichbridges the empirical gap pertaining to intrinsic rewards within this sector.

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