جستجوی مقالات مرتبط با کلیدواژه "talent management" در نشریات گروه "فلسفه و کلام"

In human resources planning, managers are considered as one of the important elements of productivity in the organization and one of the main goals of human resources planning. Therefore, the current research was formed with the aim of designing a model for the appointment of managers with an emphasis on ethical components.

The current research was among mixed researches. Roberts research synthesis method was used in the qualitative part. The community of all scientific research articles was through searching keywords such as "talent management, appointment of managers, management skills, ethics" through the databases of Science Direct, Google Scholar, Noor Magz, SID, Mag Iran, Google and the comprehensive portal of humanities. 71 studies were selected from among them. All components were extracted through open coding process and then based on selective coding process, all components were categorized based on common concepts. In the quantitative part of the statistical community, there were managers and employees of the country's medical sciences universities, 351 of whom were selected by available sampling method. The researcher's questionnaire tool was made by the qualitative department. Descriptive and inferential statistics (structural equation modeling and AHP) were used to analyze the data using Spss version 18 software, Amos18 and ECS3.

In the proposed model, the components were classified in 5 levels and the results of the investigation showed that the designed model has sufficient fit.

Based on the results of the present research, it was determined that attracting and hiring talented and ethical staff, identifying and separating talented and ethical employees, employing talent, moral development, and maintaining and maintaining talent are important factors in the appointment of managers, and the model designed theoretically and practically, it can be used in the Ministry of Health, Treatment and Medical Education.

Today, in order to achieve greater efficiency and effectiveness and reach the set goals, organizations must pay enough attention to ethical and justice-oriented indicators and talent management in the use of human resources. The purpose of this research is succession and talent management with an emphasis on ethical and justice-oriented approach in science and technology park centers of Gilan province.

The present study is among mixed studies. In the qualitative part, which was conducted by theme analysis, the statistical community of experts and senior managers of the knowledge-based company was involved in the implementation of the succession process and talent management. Among them, 28 people were selected and interviewed by a targeted method until theoretical saturation was reached. The coding method was used to analyze the data. In the quantitative part of the statistical community of the research, all managers and heads of knowledge-based companies (Gilan Science and Technology Park) were selected as a sample by simple random method. The questionnaire tool was made by the researcher and the data were analyzed through exploratory factor analysis and structural equation model with SPSS and Lisrel software.

The results of the qualitative part indicated 23 primary codes and 7 themes that formed the network of themes and the final model. The results of the quantitative part also indicated that the model has a good fit.

The results of the research showed that seven policy factors, organizational structure, support and participation of senior management, systematic approach, mediating role of justice, organizational culture and fairness can be introduced as success factors in succession planning and talent management and the success rate Succession program and talent management can be measured by ethics and justice.

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 Customs Administration of Iran needs new concepts to keep up with the increasing demands of the business world in the light of the ever-changing business world. Accordingly, the purpose of this study was to investigate the relationship between talent management and knowledge management with the mediating role of organizational ethics in the customs organization.

The present research is applied in terms of purpose and descriptive-survey in terms of data collection. The statistical population of all customs employees, which was 8364 at the time of the research, of which 373 were selected by simple random sampling and through questionnaires 1. Talent management 54 researcher-made items, 2. Organizational ethics measurement tool from the organizational ethics questionnaire (CEP) 5 Item 3. Knowledge management based on the knowledge management questionnaire of 42 items, data collection was performed and analyzed through PLS structural equations.

Data analysis showed that the value of t-statistic in the path of organizational ethics and knowledge management is equal to 16.894 and greater than 1.96 and also the value of t-statistic in the path of talent management and organizational ethics is equal to 6.537 and greater than / 96. Is 1, so the relationship between them is significant, but for the third path, namely talent management and knowledge management, the value of t is equal to 0.644 and less than 1.96, so these two relationships are not significant.

According to the findings of this study, talent management in the customs organization through knowledge of organizational ethics affects knowledge management

In the world today, organizations operate in dynamic environments. Such an environment challenges structural and behavioral changes; and creation of these developments requires paying attention to the role of organizational justice and their own special leaderships and also taking the talent management into account. The present research has been done aiming the studying the role of organizational justice in talent management together with the mediation of moral leadership.

The research methodology used was descriptive-correlative. Statistical community of the research includes 211 educational staff of Ardabil city that 162 people were selected from among them as statistical sample on the basis of Cochran formula and using the randomly stratified method. For data collection the three questions of organizational justice, talent management and moral leadership were used. The research data were analyzed using structural equations modeling.

The Results showed that the effect of organizational justice on the management talent (0.46) was positive and significant. This variable had a stronger effect (0.73) on moral leadership. The effect of moral leadership on talent management (0.68) was also positive and significant. Indirect effect of organizational justice on the management talent with the mediation of moral leadership was positive and significant amounting (0.43).

The obtained results showed that there is a relationship between organizational justices and talent management in the organization with the meditation variable of moral leadership; and therefore, it can be said that the role of moral leadership in the organization bears special importance in development, improvement and protection of human resources.

Nowadays, people expect to be well-understood in the organization and to be ‎respected. Ethical leadership shows that the leader's effort to create an ‎ethical context to influence the behavior of the staff, and, on the other hand, it must be ‎stated that maintaining the organization without talented and loyal employees is ‎impossible because they are the ones who provide the services with higher quality. Management of potential and its detection and finally match the job with abilities is the hypothesis of this study. This is an applied descriptive-correlation study. The statistical population of this research is the staff of a private sector service ‎company (N= 243). Using the Cochran sampling method, the sample size of ‎this study is estimated to be 149 people. The data collection tool is a questionnaire. 153 completed questionnaires were returned and analyzed. The statistical ‎method of the present study is structural equations based on regression. According to the results, the main hypothesis was confirmed in this research, ‎the hypothesis that ethical leadership has a positive effect on organizational talent ‎management, and seven hypotheses have been approved from 12 research hypotheses. ‎ Given the positive implications of ethical leadership for organizations and ‎communities, managers need to reinforce this type of leadership.

The researchers suggest that the base of competitive success has been changed; so that value intangible resources including capabilities and competencies have caused to fundamental shift in competitive advantage nature and all these intangible assets are directed and managed by human talent as one of the ways. The goal of this research is to explain role of talent management in improvement of professional ethics in insurance industry employees.
The present research is applied study and it is descriptive-correlative. The statistical population of this research consisted of 1493 employees of Insurance industry in east Azarbayjan province; which 290 subjects were selected by simple - cluster sampling. The data were collected by questionnaire and analyzed by using regression analysis method.
The findings showed that talent management with identification coefficient (R2 = 0.2) plays a role in explaining professional ethic variance.
The results determined that talent managment plays a positive role in improvement of professional ethics in insurrance industry. The findings of this research can be used by managers related to improvement of professional ethics using talent managment in order to expand professional ethics in organizations and fianally creation of sustainable competitive advantage.