Sport Management Studies

Current Issue

By Issue

By Author

By Subject

Author Index

Keyword Index

About Journal

Aims and Scope

Editorial Board

Indexing and Abstracting

Related Links

FAQ

Journal Metrics

Reviewers

Article Processing Charges (APC)

Peer Review Process

manuscript submission

Designing and Explaining the Talent Management Process Model of Physical Education Teachers

Document Type : Research Paper

Authors

1 Ph.D. in Sport Management, Shahrood University of Technology

2 Associate Professor of Sport Management, Shahrood University of Technology

Abstract

The purpose of this study was Designing and explaining the Talent Management Process Model of Physical Education Teachers. This is an applied qualitative-quantitative study in two stages. In the qualitative stage, 16 experts of human resources management in sport and physical education experts through purposive sampling were selected to identify the components of talent management of physical education teachers. In the quantitative phase, the model was tested in a survey. The statistical population of this section included all physical education teachers in Iran. According to the research purpose, 384 people were selected in the exploratory factor analysis and 345 people in the confirmatory factor analysis section were selected by Stratified random sampling as a statistical sample. The required data for identifying the components and analyzing the model were collected using a researcher-made questionnaire after obtaining the validity (face, content and structure). To calculate reliability Cronbach’s alpha and Composite Reliability were used, and to analyze the data, exploratory and confirmatory factor analysis and structural equation were used. The results of exploratory factor analysis showed that 29 finalized items were classified as Components of talent management Process in five dimensions of "Organization Strategy, Identify and Assess, Talent Recruitment, Talent Development & Improvement and Talent Retention ". Finally, examined and tested of structural equation model of the study showed that, overall indices of Structural model were in good condition and the identified factors have a significant relationship with the main structure of the study - the talent management process of the physical education teachers.

Keywords

Main Subjects

References
  1. Akram, K., & Bilal, H. (2013). Recruitment and retention of generation Y teachers in private educational sector of Pakistan. International Journal of Humanities and Social Science, 3(15), 227-32.
  2. Armstrong, M (2012). A Handbook of Personnel Management Practice (10th Ed.). London Kogan Page.
  3. Bano, S., Khan, M. A., Rehman, Q. H. U., & Humayoun, A. A. (2010). Schematizing Talent Management: A core business issue. Far East Journal of Psychology and Business, 2(1), 4–16.
  4. Barkhuizen, N., Schutte, N., & Nagel, L. (2017). Consequences of talent management for academic staff in South African higher education institutions. International Journal of Management and Applied Science, 3(6), 239-48.
  5. Barron, P. (2008). Education and talent management: Implications for the hospitality industry. International Journal of Contemporary Hospitality Management, Emerald Group, 20(7), 730-42.
  6. Belbin, C; Erwee, R; & Wiesner, R. (2012). Employee perceptions of workforce retention strategies in a health system. 18(5), 742-760.
  7. Bhatnagar, J (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relation, 23(6), 640-63.
  8. BIS – Department of Business, Innovation and Skills. (2011). Higher education: Student at the heart of the system. A report presented to the Parliament by the Secretary of state for BIS, London. Available at: https://www.hepi.ac.uk/wp-content/uploads/2014/02/White_paper_response_08_15c.pdf. (Accessed: 28 Jun 2013).
  9. Björkman, I., Ehrnrooth, M., Mäkelä, K., Smale, A., & Sumelius, J. (2013). Talent or not? Employee reactions for talent Identification. Human Resource Management, 52(2), 195–214.
  10. Brink, V. D., & Thunissen, M. (2013). Talent management in academia: Performance systems and HRM policies. Human Resource Management Journal, 23(2), 180-95.
  11. Butter, M., Valenzuela, E., & Quintana, M. (2015). Intercultural Talent Management Model: Virtual communities to promote collaborative learning in indigenous contexts. Teachers’ and students’ perceptions. Computers in Human Behavior, 1191-7.
  12. Byars, L.I & Rue, L.W. (2008). Human Resource Management: 9 th Edition. New York: Mc GrawHill, 203-209.
  13. Cappelli, P. (2008). Talent management for the 21st century. Harvard Business Review, (3), 74–81.
  14. Clark, P. (2011). Impact of higher education reforms. A Universities UK report.     Available at :http://www.universitiesuk.ac.uk/highereducation/Pages/impactofhigher educationreforms.aspx. (Accessed: 12 Aug 2010).
  15. Cheraghali, M., Ayyobi, R., & Maetoofi, A. (2015). Unified talent management a step towards realizing the Organization's Strategy. Paper presented at the 4th Conference on Accounting, Financial Management and Investment, Islamic Azad University Azadshahr Branch, Azadshahr.
  16. Collings, D. G. (2014). Toward mature talent management: Beyond shareholder value. Human Resource Development Quarterly, 25(3), 19–301.
  17. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, (19), 13–304.
  18. Deloitte (2010), Talent Edge 2020: Blueprints for the New Normal. Available at: http://www.deloitte.com/assets/dcomunitedstates/local%20assets/documents/imos/talent/us_talentedge2020_121710.pdf (Last Accessed: 29.04.2015)
  19. Dychtwald, K., Erickson, T. J., & Morison, R. (2006). Workforce crisis: How to beat the coming shortage of skills and talent. Boston, MA: Harvard Business School Press.
  20. Edwards, D., & Smith, T. F. (2010). Supply issues for science academics in Australia: Now and in the future. Higher Education, 60(1), 19–32.
  21. Egerová, D., Eger, L., & Jiřincová. M. (2013). Integrated Talent Management Challenge and Future for Organizations in Visegrad Countries. International Visegrad fund. Pilsen City: NAVA.
  22. Eghbal, F., Hovida, R., Siyadat, A., Samavatiyan, H., & Yarmohammadiyan, H. (2017). Design and development of faculty talent management process model for talent-driven universities. Public Management Researches, 9(34), 5-292. (Persian).
  23. Farley, C. (2005). Human Resource role in Talent Management and driving business results. Employment Relations Today, 32(1), 55-62.
  24. Gibbons, J. (2006). Employee engagement: A review of current Research and its implications. The conference Board. New York, NY, pp.1-21.
  25. Hair, J., Black, C., Babin, J. & Anderson, E. (2010). Multivariate data analysis. Prentice Hall Publisher.
  26. Hartley, D. (2009). Tools for talent. Training and Development, 58(4), 3-20.
  27. Jyoti, J., & Rani, R. (2014). Exploring talent management practices: Antecedents and consequences. International Journal of Management Concepts and Philosophy, 8(4), 220-48.
  28. Heidke, J.D. 2006.Benefits of effective Talent Management include.                                 ASTD Presentation. Retrieved from www.fasset.org.za/downloads/.../talent_man_sdf_long_article_website.pdf [Accessed 7th January 2014].
  29. Keeling, K. A., McGoldrick, P. J., & Sadhu, H. (2013). Staff word-of-mouth (SWOM) and retail employee recruitment. Journal of Retailing, 89(1), 88–104.
  30. Khalavandi, F., Abbaspour, A. (2014). In search of strategic talent management strategy case study of Pars Oil & Gas Company. Human Resource Management in the Oil Industry, 6(21), 133-72. (Persian).
  31. Kline, R. B. (2011). Principles and practice of structural equation modeling. New York: Guilford Press.
  32. Lewis, R. E., Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, (16), 130-54.
  33. Lueneburger, A. (2012). Retaining high potential talent: Assessment and coaching as a means of avoiding the “Mahna-Mahna” effect. International Journal of Evidence Based Coaching and Mentoring, 10(1), 124–31.
  34. McCartney, C. & Worman, D. (2013). Talent Management: Current and Future Trends. Retrieved from www.cipd.co.uk/NR/rdonlyres/.../Talentmanagement28May2013.pdf [Accessed 18th November 2013].
  35. Newell, P. J. (2005). Business and international environmental governance: The state of the art. Cambridge, London: The MIT Press.
  36. Oehley, A. M. (2007). The development and evaluation of a partial talent management competency model (Unpublished master΄s thesis). Stellenbosch University, Stellenbosch, South Africa.
  37. Onah, F., & Anikwe, O. (2016). The task of attraction and retention of academic staff in Nigeria Universities. Journal of Management and Strategy, 7(2), 9-20.
  38. Phillips, D. R., & Roper, K. O. (2009). A framework for talent management in real estate. Journal of Corporate Real Estate, 11(1), 7-16.
  39. Raja, V., & Kumar, A. (2016). A study on employee retention in education sector in India. International Journal of Management, 7(3), 1-11.
  40. Ratna, R & Chawla, S. (2012). Key factors of retention and retention strategies in telecom sector. Global Management Review, 6(3), 35–46.
  41. Rezaian, A., & Soltani, F. (2009). Introduction to a comprehensive and systematic talent management model for the improvement of the individual performance of the oil industry's employees. Human Resource Management in the Oil Industry, 3(8), 7-50. (Persian).
  42. Sandhya, K; & Kumar, D. (2011). Employee retention by motivation. Indian Journal of Science and Technology, 4(12), 1778-82.
  43. Schiemann, W. A. (2013). From talent management to talent optimization. Journal of World Business, 49(2), 8-281.
  44. Shahin, B. (2016). Evaluating the Effectiveness of Strategic Planning Within the Middle Eastern Public Sector. A thesis submitted in partial fulfillment for the degree of Doctor of Business Administration. Victoria University, Melbourne.
  45. Silzer, D., Dowell, B. E. (2010). Strategy-driven talent management. A leadership imperative. San Francisco: John Wiley & Sons.
  46. Smith, M., & Graves, C. (2002). Re-engineering recruitment to the accounting profession. Managerial Auditing Journal, 17(3), 21-117.
  47. Sobhani, M. J. (2015).  Developing a Model through Talent Management in Agricultural Higher Education System. A Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy in (Ph.D.) in Agricultural Extension and Education. Tarbiat Modares University, Tehran.
  48. Sweem, S. L. (2009). Leveraging employee engagement through a talent management strategy: Optimizing human capital through human resources and organization development strategy in a field study (Unpublished doctoral dissertation). Benedictine University, Lisle, Illinois, United States.
  49. Tahmasebi, R., Gholipour, A., & Javaherizadeh, E. (2012). Talent management: Explain, identify and the rank influencing factors on recruitment and retention of academic talent. Public Management Researches, 5(17), 5-26. (Persian).
  50. Tucker, E., Kao, T., & Verma, N. (2005). Next generation talent management: Insight on how work force trends are changing the face of talent management. Business Credit, 106(7), 20-7.
  51. Tyagi, S; Singh, G; Aggarwal, T. (2017). “Talent Managemnt in Education Sector”. International Journal on Cybernetics & Informatics (IJCI), 6(1/2), 47-52.
  52. Vasquez, D. (2014). Employee retention for economic stabilization: A qualitative phenomenological study in the hospitality sector. International Journal of Management, Economics and Social Sciences, 3(4), 1–17.
Sport Management Studies
Volume 12, Issue 59
March and April 2020
Pages 177-206
Files
History
  • Receive Date: 31 August 2018
  • Revise Date: 24 October 2018
  • Accept Date: 19 November 2018
Share
How to cite
Statistics