Perspectives of talent management: evidence from czech and slovak business organisations

Egerová, Dana; Lančarič, Drahoslav; Eger, Ludvík; Savov, Radovan

doi:10.15240/tul/001/2015-4-008

Cited by 16 publications

(14 citation statements)

References 24 publications

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“…Internet tools such as social media and recruitment websites have the ability to build a strong employer brand (Baum & Kabst, 2014). A strong employer brand can help to attract qualified applicants and, therefore, succeed in the war for talent (Wayne & Casper, 2012;Egerová et al, 2015).…”

Section: The Internet and Its Place In Recruitmentmentioning

confidence: 99%

Employer Brand Building: Using Social Media and Career Websites to Attract Generation Y

Mičík

Mičudová

2018

Economics &Amp; Sociology

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Having the image of an attractive employer allows organization hire the most talented employees. To win in this 'war for talents', it is necessary for organizations to build their employer brand. Ideally, branding should be perceived as a comprehensive recruiting strategy that positions a company in an attractive way and keeps it top of the mind for potential candidates. Potential candidates, in this case the Millennials, will make up a large share of the global workforce by the year 2020. Millennials are a specific social group due to several characteristics and expectations different from the previous generations, which means that companies cannot use the same strategies that have been in use so far. Considering the fact that the Generation Y has grown up with the Internet, firms should also develop their communications on the web. The goal of this research study was to find out whether organizations build an image of an attractive employer for potential employees of the Generation Y and to what extent companies can attract Millennials. To identify the most attractive companies for the generation in question, cluster analysis was used. The outcomes of this study can be used by companies to increase their attractiveness among talented young people looking for jobs.

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Section: The Internet and Its Place In Recruitmentmentioning

confidence: 99%

Employer Brand Building: Using Social Media and Career Websites to Attract Generation Y

Mičík

Mičudová

2018

Economics &Amp; Sociology

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“…A scaled questionnaire was used as a tool of collection data. This questionnaire was set up with the consortium of scientific researchers and modified for our research conditions (Egerová et al 2015). It contained 41 items directly aimed to the talent management process, including HR strategy, identification, assessment, development, and retaining.…”

Section: Methodsmentioning

confidence: 99%

“…Talent management is the way to increase the quality of human resources in each company, regardless of the size of the company. Talent management should be defined as a systematic and dynamic process of discovering, developing, and sustaining talent (Egerová et al 2015). To manage the talent, a first step is to identify key positions in the organization (Collings et al 2019).…”

Section: Introductionmentioning

confidence: 99%

Size of the Company as the Main Determinant of Talent Management in Slovakia

Savov

Lančarič

Kozáková

2020

JRFM

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Nowadays, all sources in the reproduction process are easily substituted, thus the most important factors in reaching a competitive advantage are human resources. Talent management is the process oriented to enrich higher the ability of employers to increase their quality and productivity. Globalization has changed the structure of the companies in Slovakia, depending on the size of the company. This paper compares how the size of the company influences the main phases of the talent management process (strategy, identification, assessment, development, retaining). A scaled questionnaire was applied as a tool for data collection in 381 companies operating business in Slovakia. Questionnaire reliability was verified by Cronbach’s alpha. To verify the existence of statistically significant differences between individual groups of respondents, ANOVA was used. We found that the main differences between small and large companies were identified in the phases of talent identification and talent development. In bigger companies, management is more focused on HR plans that include talent identification and acquisition and have more possibilities to develop talented individuals. On the other side we could see that small companies were more successful in the process of retaining the talents. Talented people in small companies are more loyal to the employers and stay in the company for longer periods than talented individuals in large companies.

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“…Thus, the value of a brand is associated with its degree of awareness/ recognition and the image it conveys to people, new potential candidates (Reis & Braga, 2016). Preferences and motivation concerning work (also concerning the employer brand) may be different for each generation, and would require attention in human resources management practices in the recruitment process (Eger, Egerová, & Mičík, 2015;Fernandez-Lores, Gavilan, Avello, & Blasco, 2015).…”

Section: Employer Brandingmentioning

confidence: 99%

“…Organizations need to attain differentiation and become more competitive in attracting talented (Egerová, Lančarič, Eger, & Savov, 2015) and especially young people through employer branding (EB) initiatives. Understanding what attracts talented recruits to a company may provide important insights for human resources managers (Alniacik, Alniacik, Erat, & Akcin, 2014).…”

Section: Introductionmentioning

confidence: 99%

Employer branding on social media and recruitment websites: symbolic traits of an ideal employer

Eger¹,

Mičík²,

Řehoř³

2018

E+M

Self Cite

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Perspectives of talent management: evidence from czech and slovak business organisations

Cited by 16 publications

References 24 publications

Employer Brand Building: Using Social Media and Career Websites to Attract Generation Y

Employer Brand Building: Using Social Media and Career Websites to Attract Generation Y

Size of the Company as the Main Determinant of Talent Management in Slovakia

Employer branding on social media and recruitment websites: symbolic traits of an ideal employer

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