فهرست مطالب داود انارکی اردکانی

One major problem in public agencies in Iran is the lack of clear understanding of talent, types of talent and talent needs required for the talent management system. The main purpose of this research is to reach an understanding of talent concept from the view point of top managers and specialists in Iranian public organizations so that they can categorize the vast range of talent properties in their own organizations. Together with the repertory grid method, both qualitative and quantitative strategies were applied at the same time. Conducting structured interviews on the topic of talent with 14 subjects, their understanding of talent was extracted and the content of each repertory grid was created in the framework of bipolar personal constructs. These grids provided a basis for content analysis. Finally, collective repertory grid was drawn up and statistical analyses were performed. Results show that talent concept can be explained in the framework of a system consisting of three dimensions (innate capabilities, experience and oral communication skills,  and motivation), as well as 13 constructs (mathematical intelligence, problem-solving ability, deep knowledge, high learning ability, high analytical ability, extensive skills, strong expertise, professional competence, good communication skills, work experience, commitment, continued achievements and high motivation).

The aim of the present study is cognitive understanding of TM from the viewpoint of managers and expert and top personnel of Iranian governmental organizations.14 interviews were conducted with top managers and senior staff of governmental organizations. In the present study, through implementation of a specific kind of structured interview, the perceptions of the participants on talent management are extracted through systematic comparison of its objective samples and in the form of elements of the repertory grid. Finally, for each participant, an individual repertory grid consisting of content and structure was extracted, and the individual structures of the participants in all grids became the basis for content analysis. After analyzing the content the collective repertory grid was plotted. The results of the analysis showed the concept of TM in the form of a system in monopoly-specific and internal look, and eight reliable construct of the process and some filters to identify people with talent, the number of talented people, the opportunity to develop for talented people, key and special people for special exclusive posts, creating job opportunities for special and key individuals, targeted evaluation of some key and special people, and recruiting talented people to the organization.