Talent Management for Organisational Performance Development in Bangladesh Private Industry Context

Islam, Asadul; Jantan, Amer Hamzah; Rahman, Adnan; Hamid, Abu Bakar Abdul; Mahmud, Fariha Binte; Hoque, Ashikul

doi:10.5296/ijhrs.v8i4.13665

Cited by 5 publications

(3 citation statements)

References 24 publications

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“…Here, Long (2013) defines high organizational performance as the ability of an organization, on an ongoing basis, to be productive and to meet objectives through its productive workforce. In support of this view, Islam, Rahman, Hamid and Mahmud (2018), note that organizational competitive advantage is achieved in lights of product diversity, growth and managerial competencies driven by employees.…”

Section: Organizational Effectivenessmentioning

confidence: 99%

Examining the Relationship Amongst Transformational Leadership, Talent Management, and Organizational Effectiveness: A Review of Literature

Magambo

2021

AJLG

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Purpose: With the growing need to compete in a globalize world alongside conflicting and competing interest, transformational leadership has resulted in mixed outcomes. A vast number of studies have been conducted to explore the impact of transformational leadership on talent management and organizational effectiveness. Methodology: This study employed desktop research methodology to critically review literature on the phenomenon with aim of highlighting empirical as well as contextual gaps in extant literature and proposing an integrated conceptual model that links transformational leadership to talent management and organizational effectiveness. This is done while highlighting the role of organizational context and phase of development on the phenomenon. Findings: The study found that transformational leadership is central to talent management and organizational effectiveness. Although transformational leadership has a positive impact on talent management, which results in organizational effectiveness, a need to include other variables that affect the relationship such as the organizational context and phase of development was identified. Unique Contribution and Recommendation: The study recommends that organizations should embrace transformational leadership style to achieve organizational effectiveness. Further, the study recommend talent management practice should be a core concern of leaders who intend to realize faster and sustainable organizational effectiveness.

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Section: Organizational Effectivenessmentioning

confidence: 99%

Examining the Relationship Amongst Transformational Leadership, Talent Management, and Organizational Effectiveness: A Review of Literature

Magambo

2021

AJLG

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“…Training is defined as "a planned process to modify attitude, knowledge, skill or behavior through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individuals and to satisfy the current and future needs of the organization" (Manpower Services Commission, 1981, p. 62 in Wilson, 1999Islam et al, 2018). Beardwell and Holden (2001) stated that training is a planned process that is used to change attitudes, knowledge, skills, and behavior through the learning experience to achieve effective performance in a specific activity or range of activities.…”

Section: Trainingmentioning

confidence: 99%

Evaluating the Effectiveness of Internal Training of Commercial Banks in Vietnam

2021

IJEKM

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The purpose of this research is to evaluate factors affecting effectiveness of internal training of commercial banks in Vietnam. Internal training is as very critical factor on the performance of commercial banks or in any other financial institution. Hence, the aim of this study is to identify issues of employee training and how it affects the performance and development of the bank. A sample of 215 employees who obtained training from 9 commercial banks of Vietnam was surveyed using a structured questionnaire. Data was captured and processed using Statistical Package for Social Sciences (SPSS) which is a well-used computer package in research to calculate effectiveness of study and programmers by performing a variety of statistical analyses and procedures. Research results show that the factors such as, development of overall skills, reduction of stress level, development technical skills, need-based training programs, helpful in the long run, and quality of the instructor are the important factors for the development of training effectiveness in commercial banks of Vietnam. This study suggests that the commercial banks should focus more on reduction of stress level, development technical skills, needbased training programs, helpful in the long run, and quality of the instructor that affect the effectiveness of the training programs operated by the commercial banks of Vietnam.

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“…The need for good corporate culture as a retention strategy has become an area of focus for researchers (Philip & Cornel, 2003;Nafei, 2016). Managers and institutional authorities must align management and the organization's expectations with the overall corporate culture (Ahlrichs, 2003;Nafei 2016;Islam, Jantan, Rahman, Hamid, Mahmud, & Hoque, 2018). Organizational culture has a direct impact on many variables of the organization (Kotter, 2012;Nafei, 2016).…”

Section: Talent Management Practice (Culture)mentioning

confidence: 99%

Talent Management Practices in Institutions: Impact of Recruitment and Culture on Employee Performance

2020

JIBM

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The performance of institutions of higher learning in Nigeria is becoming a concern and an attention-grabbing issue to stakeholders and organizations, as a result of the severe shortage of employees, students and talent drain and attrition, poor quality graduates, poor global ranking, poor-quality research, and many others. This study examines Talent Management Practices in IHL: the impact of recruitment and culture on employee performance. The research design was based on the quantitative technique. Data was collected through a structured questionnaire using the Linkert scale. Data was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM). The researchers used the PLS model because the study involved testing a theoretical framework from a predictive perspective and our objective is to better understand an increasingly complex variable by exploring theoretical extensions on TMP. The findings of the study showed a positive relationship between TMP and Employee Performance. The implication is that for IHL to achieve efficiency, they must continue to invest in TM by selecting employees based on qualification, experience, and competence across all cadres; implement salary increment meritoriously; maintain transparency and not politicize promotion guidelines, and through public recognition and awards ingrain EP as part of the operational culture.

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Talent Management for Organisational Performance Development in Bangladesh Private Industry Context

Cited by 5 publications

References 24 publications

Examining the Relationship Amongst Transformational Leadership, Talent Management, and Organizational Effectiveness: A Review of Literature

Examining the Relationship Amongst Transformational Leadership, Talent Management, and Organizational Effectiveness: A Review of Literature

Evaluating the Effectiveness of Internal Training of Commercial Banks in Vietnam

Talent Management Practices in Institutions: Impact of Recruitment and Culture on Employee Performance

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