فهرست مطالب سمیه بنی خدمت

Organizational approaches to talent management are often related to the ways in which a small proportion of relatively high-performing employees are identified and managed in relation to the majority. Despite the growing literature on talent management, little attention has been paid to evaluating the issue from an ethical perspective. Therefore, the purpose of this study is to analyze the components affecting talent management with emphasis on organizational ethics in the Martyr and Veterans Affairs Foundation.

The present study was qualitative and based on the data foundation method. The statistical population of this study was the directors and deputies of the Foundation for Martyrs and Veterans of the country, from which 13 people were selected as a sample by snowball sampling to theoretical saturation. The data collection tool was in-depth and semi-structured interviews and finally the data were analyzed by coding method in MAXQDA 11 software.

After analysis and coding, the results were classified into 136 initial codes, 40 concepts and 5 categories. These 5 categories include talent absorption factors, talent discovery and evaluation factors, talent development factors, talent retention factors and organizational ethics factors.

Any decision-making regarding organizational talent management requires a series of prerequisites that affect the talent management process, and in this regard, organizational ethics should also be considered.

The purpose of this study is to present a model of manpower talent management with emphasis on organizational culture in the Martyr and Veterans Affairs Foundation. In this research, a combined method (qualitative-quantitative) has been used. In the qualitative part, using the data theorizing method of the foundation, 13 experts of the Martyr and Veterans Affairs Foundation were interviewed. The results were categorized. In 136 basic codes, 40 concepts and 5 categories were categorized, which include, talent absorption factors, talent discovery and evaluation factors, talent development factors, talent retention factors and organizational culture factors. Also, in the quantitative part, a questionnaire was designed from the model designed in the qualitative part, and 124 questionnaires were filled out by random sampling from the staff of the Martyr and Veterans Affairs Foundation, and the model was validated using the structural equation method.The results showed that the factors of talent acquisition include: hiring, trying to use the facilities, discovering resources, discovering talented talents, authentication, professional interviews, reviewing scientific and executive records, willingness and interest in work, knowledge of organizational levels and It is the preparation of working conditions.