Evaluation of Talent Management Value Systems in order to improve Performance (Case study: Islamic Azad University of Orumiyeh Branch)

Value management and talent management systems represent a kind of paradigm shift from traditional management to modern management, which involves focusing on organizational elites. On the other hand, the importance of performance in studies and application areas such as managerial rewards and survival of organizations has made it more important to gain insight into the structure and how it is measured and to understand the factors that can affect it. The general purpose of this research is to investigate the effect of talent management on improving the human resources performance of Islamic Azad University of Urmia. The model in this research is adopted from Verhagen. To this end, the value-based management systems questionnaire in the form of a basic hypothesis and eight sub- hypotheses were used. After measuring the validity and reliability, sample was selected from 138 out of 214 staff. The data were classified and categorized and Pearson correlation test and regression were used to analyze the data. The results of hypothesis testing showed the effect of talent management and each dimension (standardization, strategy, organization development, viewpoint, infrastructure and processes, management factors, participation of managers, political factors) on improving the human resources performance.