The impact of talent management dimensions on job engagement ((An analytical study of the opinions of a sample of managers in the National General Insurance Company))

Mfras Ali Mohammed Al-Krtany

doi:10.25098/1.3.3

Authors

Mfras Ali Mohammed Al-Krtany Department of Mathematics ,College of Science, University of Diyala, Diyala, Iraq.

DOI:

https://doi.org/10.25098/1.3.3

Keywords:

Talent Management Dimensions, Recruitment talent, talent development, talent performance management, talent retention,Employee Engagement

Abstract

The research sought to measure the relationship and impact of the dimensions of talent management in the Employee Engagement. To achieve this goal, four talent management dimensions were adopted based on the researcher's survey ( Recruitment talent, talent development, talent performance management, and talent retention) which are represented the independent variable. The dependent variable was represented by ( Employee Engagement ). The research has used a questionnaire, which prepared based on the previous studies, to measure these variables. As well as the adaptation of the paragraphs in proportion with the current research. The research's community consists of (70) managers and assistants who hold positions in the National General Insurance Company. A random sample of (52 ) individuals have been selected to represent the research community. The data were processed by using a set of statistical methods which is Spss version.20 program. The research showed a significant correlation and effect relationship between the talent management processes and job involvement. Also it is recommended to investment of talent and maintain and support materially and morally.

References

أولاً:- المصادر العربية :

- الجادري، عدنان حسين، وابو الحلو، يعقوب عبد الله (2009). الاسس المنهجية والاستخدامات الاحصائية في بحوث العلوم التربوية والانسانية . الاردن، عمان: دار اثراء للنشر والتوزيع.

- الجراح، صالح علي، وابو دوله، جمال داود (2015). اثر تطبيق استراتيجيات ادارة المواهب في تعزيز الانتماء التنظيمي لدى اعضاء هيئة التدريس في الجامعة الاردنية الرسمية. المجلة الاردنية في ادارة الاعمال، العدد 2(11) 283- 315، الجامعة الاردنية، عمان، الاردن.

- حريم، حسين (2010). ادارة الموارد البشرية: اطار متكامل. الاردن، عمان: دار الحامد للنشر والتوزيع.

- الحميدي، محمد سعيد، والطيب، الهادي خوجلي (2011). الاستثمار في التدريب وادارة المواهب: تجربة دولة الامارات العربية المتحدة، ورقة بحثية، كلية الشرطة، معهد التدريب والضباط رأس الخيمة، الامارات العربية.

- الكساسبة، محمد مفضي (2016). تأثير ادارة المواهب والتعليم التنظيمي في استدامة شركة زين. المجلة الاردنية في ادارة الاعمال، العدد 12(1) 93- 110، الجامعة الاردنية، عمان، الاردن.

- العبادي، هاشم فوزي(2011). ادارة الموهبة في منظمات الاعمال: رؤى ونماذج مقترحة، الغري للعلوم الاقتصادية والادارية، العدد 7(20)، 1-53، بغداد، العراق.

- العنقري، عبد العزيز بن سلطان (2012). ادارة المواهب كمدخل لتنمية سلوكيات الاستغراق الوظيفي لدى العاملين بالمنظمات الحكومية السعودية. المؤتمر الثاني لمعهد الادارة العامة والتنمية الادارية لدول مجلس التعاون لدول الخليج العربي.

- العنزي، سعد، العطوي، عامر، و العابدي، علي (2011). انظمة عمل الاداء العالي كمنهج لتعزيز استراتيجية ادارة الموهبة في المنظمات، مجلة الادارة والاقتصاد، السنة 34, العدد(89)، بغداد، العراق.

- صيام، عزيزة عبد الرحمن عبد الله (2013). واقع تطبيق نظام ادارة المواهب البشرية من وجهة نظر الادارة الوسطى والعليا: دراسة حالة الجامعة الاسلامية بغزة. رسالة ماجستير، الجامعة الاسلامية بغزة، كلية التجارة، فلسطين.

- خليل، اريج سعيد(2014). تأثير ابعاد ادارة الموهبة في ادارة التميز: بحث استطلاعي لعينة من شركات وزارة الصناعة في بغداد. مجلة القادسيةللعلوم الادرية والاقتصادية، العدد3(16)،103-135، بغداد، العراق.

ثانياً:- المصادر الانكلـــيزية

-Armstrong, M., (2006). A Handbook of Human Resource Management Practice.10th Edition, Kogan Page, Great Britain, Cambridge University Press.

-Armstrong, M., (2008). Strategic Human Resource Management: A guide to action. 4th Edition, Kogan Page, Great Britain, Cambridge University Press.

-Armstrong, Michael, (2009). Performance Management Key Strategies and Practical Guidelines. Clays Ltd, Ives Plc, British.

-Armstrong, M., (2010). Human Resource Management Practice: A Guide to People Management. Kogan Page, London, Philadelphia, new Delhi.

- Akdemire, et al.,(2010).Characteristics of high performance organizations. Journal of economics and Administrative Sciences. Vol. 15, No. 1,p 155-174.

- Armstrong, M., (2015). Handbook of Performance management : An evidence – based guide to delivering high performance.5th EditionKogan Page, London, Philadelphia, new Delhi.

-Bersin, J., (2006). Talent Management What is it? Why now. Sinclair Consulting Inc., Morristown, NJ, USA.

- Busi, M. & Bititci, U.S., (2006). Collaborative performance management: present gaps and future research, International Journal of Productivity and PerformanceManagement, 55(1/2), 7-26.

-Brand, E. & Kull, P. (2007). Talent Management: How firms in Sweden find and nurture value adding human resources. Thesis (MSc),Jönköping University.

- Beechler, S., & Woodward, I.C. (2009). The global “war for talent”. Journal of International Management, Vol. 15, No. 3, pp. 273-285.

- Calo, T. J.(2008). Talent Management in the Era of the Aging Workforce: The Critical Role of Knowledge Transfer. Public Personnel Management, 37(4) 403-416.

- Capplli, P (2008). Talent Management for the Twenty-First Century; Harvard Business Review. March 2008.

- Capplli, P (2008). Talent Management for the Twenty-First Century; Harvard Business Review, March 2008.

- Collings, D.G., & Mellahi, K.( 2009). Strategic Talent Management: A Review and Research Agenda. Human Resource Management Review, 19: 304-313.

- Daft, Richard. L.,(2010).Management, 9th edition, South-Western, Cengage Learning.

- Dessler , Gary (2011).A Framework for Human Resource Management, 6th Edition , International Edition , Pearson, New Jersey.

- Derek Torrington . Laura Hall Stephen Taylor .Carol Atkinson ( 2014).Human Resource Management. Ninth Edition.Pearson Education Limited, United Kingdom.

-Drake, t.(2012).Assessing employee engagement: A comparsion of the job engagement scale and the Utrecht work engagement scale, Master thesis, Colorado State University.

- Dhanabhakyam, M. and Kokilambal, K. (2014). A Study on Existing Talent Management Practice and its Benefits Across Industries. International Journal of Research in Business Management. 2(7),p. 23-36.

- Ekmekci, A., K. (2011). A study on Involvement and Commitment of Employees in Turkey, Journal of Public Administration and PolicyResearch, 3(3), PP.68- 73.

- Frank, F. D., and Taylor, C. R. 2004. Talent Management: Trends that will Shape the Future. Human Resource Planning, 27(1): 33-41.

- Gibbons, J. (2006). Employee Engagement: A Review of Current Research and Its Implications. The Conference Board, New York, NY, p.1-21.

- Govaerts, N. and Kyndt, E., Dochy, F. and Baert, E.,(2011) Influence of Learning and Working Climate on the retention of talented employees, Journal of workplace learning, Vol. 23(1),p. 35-55.

-Harter, l, Schmidt, F., & Hayes T. (2002). Business-unit level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2),268-279.

- Herman, R. E. (2005). HR Managers as Employee-Retention Specialists. Employment Relations Today. 32(2). 1-7.

- Harrison, R. (2009). Learning and Development. 5th edn, London, CIPD.

- Hartmann, E., Feisel, E., and Schober, H. (2010), Talent Management of Western MNCs in China: Balancing Global Integration and Local Responsiveness, Journal of World Business, 45,169–178.

- Islam, M. Z. & Siengthai, S. (2010). Human Resource Management Practices and Firm Performance Improvement in Dhaka Export Processing Zone, Research and Practice in Human Resource Management,18(1), 60-77.

- John Storey, Dave Ulrich, Theresa M. Welbourne and Patrick M. Wrigh (2009). The Routledge Companion to " Strategic Human Resource Management". Simultanneously publish the UAS and Canada by Routledge.

- James Kwame Mensah , (2015),"A "coalesced framework" of talent management and employee performance: for further research and practice", International Journal of Productivity and Performance Management, Vol.64 (4), pp.1-24.

- Kanungo , R. (1982) , "Measurement of Job and work Involvement", Journal of Applied psychology , Vol. 67 , No. 3. PP. 341 – 349.

- Kehinde, J. S. (2012). Talent management: Effect On Organizational Performance, Lagos State University, Nigeria West Africa. Journal Of Management Research. 4 (2),p 178- 186.

- Kigo Sammy, Kihari & Gachunga, Hazel (2016). Effect of Talent Management Strategies on Employee Retention in The Insurance Industry. The strategic Journals, Vol.3, 45, No.2. pp. 977-9492.

- Lodahal, T.M. & Kejner, M.(1965). The definition and measurement of job involvement, Journal of Applied Psychology,V0l. 49,PP.24-33.

- Lewis, R.E., & Heckman, R.J. (2006) Talent management: A critical review. Human Resource Management Review, Vol.16, No. 2, pp. 139-154.

- Latukha, M. (2014). Talent management in Russian companies: domestic challenges and international experience. International Journal of Human Resource Management. Advance online publication.

- Latukha, M. (2016).Talent Management Practices Be Considered as a Basis for Sustainable Competitive Advantages in Emerging-Market Firms? Evidence from Russia, Wiley Periodicals, Inc. DOI: 10.1002/tie.21778.

- Macey, William. H., & Schneider, Benjamin.,(2008). The Meaning of Employee Engagement, Society for Industrial and Organizational Psychology.p3-30.

- Musleh, Atieh (1992). Absenteeism and Job Satisfaction Among Employees of Selected Metro Manila Supermarkets. University of Santo Tomas, Manila Philippines.

-Merriam-Webster, Inc. (2009). System. Retrieved April 4, 2009, from4

http://www.merriam-webster.comldictionary.

- Marian Thunnissen , Paul Boselie & Ben Fruytier (2013). A review of talent4

management: ‘infancy or adolescence. The International Journal of Human Resource Management, 24(9), p.1744-1761.

-Muntean, S.N.(2014).Talent Management and its Contributions to the Performance of the Multinational Organizations. Management and Economics, 3(75), p 300-306.

- Mnkweyi, Anne. Shinaka.,(2016). An investigation of the influence of talent management practices on Retention of Healthcare Professionals at kijabe Mission Hospital, Kiambu. Master thesis, Strathmore University Nairobi,Kenya.

- Njoroge, Naomi Wambui, (2012), Talent Management Practices in Commercial State Corporations in Kenya, Master Thesis, Business Administration, School of Business, University of Nairobi.

- Paradise, A.(2008). Influences engagement.T+D,62(1),54-59.Retrieved November 19,2008,from Academic Search Elite database.

- Phillips, Deborah R.& Roper, Kathy O. (2009).A framework for talent management in real estate. Emerald Group Publishing Limited, Journal of Corporate Real Estate,Vol.11.1.

- Robert L., Mathis & John H., Jackson (2008). Human Resource Management. Twelfth Edition, Thomson South-Western.

- Rich, B., Jeffery, A., & Eeeanr., C.(2010). Job Engagement Antecedents and effects on job performance, Academy of Management Journal, 53(3), p 617–635.

- Sakovska ,M.(2012), Importance of Employee Engagement in Business Environment: Measuring the engagement level of administrative personnel in VUC Aarhus and detecting factors requiring improvement , Master thesis, Aarhus University.

- Sundarapandiyan, N. & Babu, S.(2016).Talent Management practices with reference to Talent Retention in India, International Journal for Research in Business, Management and Accounting, Vol. (2), 2.p59-69.

- Tarique, I., and Schuler, R. S. (2010). Global Talent Management: Literature review, Integrative Framework, and Suggestions for Further Research. Journal of world business, 45(2),p 122-133.

-Thomas N. Garavan, R. C., Andrew R. (2012). Mapping talent development: definition, scope and architecture. European Journal of Training and Development, Vol.36(1) p.5-24.

- Uygur. & Akyay,& Kilic, Gonca (2009). A Study into Organizational Commitment and Job Involvement: Ozean An Application Towards the Personnel in the Central Organization for Ministry of Health in Turkey, Journal of Applied Sciences ,VOL ,2 , NO .1.

-Waheed, S., Zaim, A. and Zaim, H. (2012). Talent Management in Four Stages. The USV Annals of Economics and Public Administration, 12(15),p. 130 -137.