Talent management practices impact on Malaysian SMIs managers job performance

Krishnan, Ravichandran Ceyon; Said, Al Mansor Abu; Razak, Mohd Rizal Abdul; Ahmed, Elsadig Musa

doi:10.1504/ijlic.2020.105338

Cited by 5 publications

(6 citation statements)

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“…Based on that, the researcher is expecting the significant impact of mentoring on leadership competencies in government organizations in the UAE. This hypothesis is same and aligned with other hypotheses in others studies (Abdulkarim & Kah, 2020;Al Aina & Atan, 2020;Gupta, 2019;Kavoo, 2018;Krishnan et al, 2020).…”

Section: Literaturesupporting

confidence: 92%

“…Some researchers that have researched mentoring they found out that mentoring has a positive impact in increasing leadership competencies (AGARWAL, 2018;Claus, 2019;Damarasri & Ahman, 2020;Kavoo, 2018; Alhammadi, E. M., Romle, A. R. ( 2023) The Impact of Talent Management Practices on Employee Performance: Leadership Competencies as a Mediator Matata, 2017;Mensah, 2019). Mentoring will help to make sure that training is going as planned, and the employees will gain more competences (Al Aina & Atan, 2020; Krishnan et al, 2020). Based on that, the researcher is expecting the significant impact of mentoring on leadership competencies in government organizations in the UAE.…”

Section: Literaturementioning

confidence: 99%

“…A focus on leadership proficiencies and ability advancement promote better management (Lee & Jang, 2020). Some researchers that have researched leadership competencies they found out that leadership competencies have a positive effect in increasing employee performance (Altay et al, 2018;Chong et al, 2018;Gochhayat et al, 2017;Krishnan et al, 2020;Meyers, 2020;Naranjo-Valencia et al, 2017;Pawirosumarto et al, 2017;Santos & Gonçalves, 2018). Leadership competencies is making the employees more qualified to do their jobs as assigned (AGARWAL, 2018;Mensah, 2019).…”

Section: Literaturementioning

confidence: 99%

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The Impact of Talent Management Practices on Employee Performance: Leadership Competencies as a Mediator

Alhammadi,

Romle

2023

J. Professional Business Review

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Purpose: This research aims to fill some of the knowledge gaps in employee performance in the UAE through the direct impact of realistic job previews, performance-based compensation, perceived organizational support, mentoring, training and development on employee performance, and an indirect impact through the mediating effect of leadership competencies. By providing resource-based view (RBV) theory, this research aims to add to the body of knowledge and empirical data by explaining how employee performance in government organizations in the UAE may evolve. Theoretical framework: Talent management practices are applied by leadership competencies if each employee inevitably plays his or her overall function in the performance of the organization (Wassem et al., 2019). It is important to look at how much talent management practises have enhanced employee performance since leadership competence has an effect on them. Design/Methodology/Approach: In this study, a cross-sectional design was appropriate. Moreover, 280 employees from Government Housing Programs Departments in United Arab Emirates were given questionnaires. The research found a significant impact of talent management practices on employee performance. Findings: the results demonstrated the function of leadership competencies as a mediator between talent management practices and employee performance. The current research also highlighted the research's implications, recommendations for future research, and limitations. Research, Practical & Social implications: One of the study's limitations is that it relies on a cross-sectional design; leadership competencies and employee performance are often time-consuming processes that may benefit from a longitudinal study. In addition, adopting quota sampling impacts the usable conclusion; the subsequent research may enhance the sample technique and be based on the effect of the described further circumstances. Originality/Value: in its specific focus on the impact of talent management practices on employee performance, its exploration of an emerging field within HR management, its holistic examination of the talent management process, its potential to establish causal relationships, its practical implications for organizations, its guidance for HR strategies, its value for HR practitioners, and its contribution to the academic literature. These elements collectively emphasize the significance of the study in advancing understanding and practices in talent management and organizational performance.

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Section: Literaturesupporting

confidence: 92%

Section: Literaturementioning

confidence: 99%

Section: Literaturementioning

confidence: 99%

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The Impact of Talent Management Practices on Employee Performance: Leadership Competencies as a Mediator

Alhammadi,

Romle

2023

J. Professional Business Review

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“…The predictive effect of organisational culture on job performance have been widely researched in various context and industries such as telecom sector in Pakistan (Fareed et al, 2016), South Korean sports industry (Jeong et al, 2019), consulting companies in Indonesia (Raharjo et al, 2018), among SMEs in Pakistan (Soomro & Shah, 2019) and steel industry in Taiwan (Kuo & Tsai, 2019). In Malaysia, similar results were found among multinational company in Sarawak (Lau et al, 2020) and SME employees' in Johor, Penang, Selangor and Perak (Krishnan et al, 2020).…”

Section: Introductionmentioning

confidence: 81%

Organisational Culture, Affective Commitment, Employee Competency and Malaysian Rail Employees’ Job Performance

Mahmood,

Abdullah Hashim,

Abdul Majid

2022

AJPBS

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Rail transport sector in Malaysia is one of the major economic growth contributor. Due to its importance, government has been allocating large sum of fund to improve rail transport sector among others include new railway lines, maintenance of trains and systems improvement. The ultimate aim is to provide effective and efficient train services to the users in improving quality of life. In this regard, rail employees play major role in ensuring efficient services. However, problems still prevail which include quality of services and accidents that affecting users and government’s image. The problems are closely related to the employees in respect of their performance in managing train operations. Hence, there is great significance to examine factors that influence rail employees job performance. This paper provides a literature review on the relationship between organisational culture, employee competency and affective commitment on job performance..

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“…The TM practice is considered a key element for managers' job performance outcomes (Krishnan et al, 2020). The ideal TM system is one where all managers understand the mission of the organization, how far they are towards achieving the organization's goals, and the skills required to improve performance and help the organization reach its dream.…”

Section: Introductionmentioning

confidence: 99%

Talent Management Intervention Program for First Line Nurse Managers and Its Effect on Their Job Performance

Abd El-Fattah Mohamed Aly,

Moustafa El-Shanawany,

Ghanem

et al. 2023

Egyptian Journal of Health Care

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Background: Nurse leaders will be required to manage the rapid change in the healthcare system. Talent management training plays a crucial role in preparing nursing leaders and improving their performance in health care systems. This study aimed to examine the effect of the talent management intervention program for first line nurse managers on their job performance. Subjects and Method: Study design: A quasi-experimental study. Setting: The study was implemented in medical-surgical, surgical intensive, toxicology and critical care units at the Alexandria Main University Hospital. Subjects: The study was carried out on 125 first line nurse managers who attended the talent management intervention program. Tools of data collection: The data of the present study were collected using self-report questionnaires regarding first line nurse managers' knowledge and practice of talent management and their job performance during training program intervention. Results: The present study revealed that the talent management training program generated an improvement in post and follow-up program assessment compared to pre-program evaluation. Z and t values indicated that there were highly statistically significant differences in first line nurse managers' knowledge and practice of talent management and first line nurse managers' job performance. Correlation and regression tests revealed that first line nurse managers' knowledge and practice about talent management were positively influencing first line nurse managers ' job performance during post (r = .

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Talent management practices impact on Malaysian SMIs managers job performance

Cited by 5 publications

References 0 publications

The Impact of Talent Management Practices on Employee Performance: Leadership Competencies as a Mediator

The Impact of Talent Management Practices on Employee Performance: Leadership Competencies as a Mediator

Organisational Culture, Affective Commitment, Employee Competency and Malaysian Rail Employees’ Job Performance

Talent Management Intervention Program for First Line Nurse Managers and Its Effect on Their Job Performance

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