Identification of the dimensions and components of the talent management model in the department of education using the phenomenological analysis technique | ||
| International Journal of Nonlinear Analysis and Applications | ||
| مقاله 3، دوره 15، شماره 10، دی 2024، صفحه 19-32 اصل مقاله (390.53 K) | ||
| نوع مقاله: Research Paper | ||
| شناسه دیجیتال (DOI): 10.22075/ijnaa.2023.31498.4648 | ||
| نویسندگان | ||
| Abdolreza Golabi؛ Seyyed Rasool Agha Davod* ؛ Saeed Aghasi | ||
| Department of Public Management, Dehaghan Branch, Islamic Azad University, Dehaghan, Iran | ||
| چکیده | ||
| This study aims to “identify the dimensions and components of the talent management model in the Isfahan Department of Education. Given to exploratory nature of the patterns and existing frameworks in the current study, the methodology of the current study is qualitative and based on an inductive approach. Meanwhile, it is applied based on the objective and interpretive from the study’s philosophical viewpoint. Based on this description, to obtain talent management requirements, semi-structured interviews with experts such as managers of the education department was conducted by designing different questionnaires to assess their deep understandings, attitude, and beliefs regarding the subject of education. For this purpose, discussions with 22 university professors, experts, and managers of the education department of Isfahan province were held regarding the talent management subject, its requirements, and necessities, and the conclusion of these interviews was prepared as a list of talent management dimensions at the education department. Then, the input and output dimensions of talent management were specified. Finally, the final model of talent management at the Department of Education was designed and provided after some amendments. In the end, organization strategy, management of talents conflict, succession, meritocracy system, strategic management of human resources, rules, and regulation, managers support, organizational culture as a talent management input, and improvement of personal efficiency, personal maturity, human force agility, personal satisfaction, emotional commitment, perceived justice, comparative advantage acquirement, adjustment with global changes, increased beneficiaries’ satisfaction, improved organizational efficiency, individual and organizational excellence as talent management output were extracted. Further, some recommendations were proposed to improve the condition of talent management in the Department of Education. | ||
| کلیدواژهها | ||
| Talent management؛ Education؛ Phenomenology analysis | ||
| مراجع | ||
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