The seven myths of global talent management: A reflection

Oppong, Nana Yaw

doi:10.1016/j.ssaho.2023.100633

Cited by 3 publications

(5 citation statements)

References 29 publications

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“…However, the study reveals only a weak correlation between the identification of teachers' talents and their personal qualities. These findings are consistent with those of Taamneh et al (2022), who contended that evaluating teachers based on their personal qualities is the key to revealing their strong talent culture, identifying their potential talent in management and effectively utilizing their talent (Oppong, 2023).…”

Section: Discussionsupporting

confidence: 88%

“…To the best of our knowledge, this study represents the first attempt to examine talent management as it relates to the personal qualities of MICSS teachers across Malaysia. This is because, as yet, there is no universal consistency in talent management definitions and practices (Oppong, 2023;Southwick et al, 2023). Personal traits require additional research Buri c and Frenzel, 2023) on different cultural (Aksin, 2023) or national contexts (Kaliannan et al, 2023).…”

Section: Discussionmentioning

confidence: 99%

“…Talent management According to a study conducted by Davies and Davies (2011), talent management is a dynamic and systematic process for identifying, developing, and retaining talented individuals within an organization. In general, scholars concur that talent management is subdivided into three primary contexts, namely the identification or acquisition of talent, talent development, and a culture of talent retention within an organization (Mahapatra and Dash, 2022;Oppong, 2023;Pagan-Castaño et al, 2022;Tsai et al, 2023).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Talent development is a crucial endeavor within organizational settings, particularly in educational institutions, as it facilitates the realization of teachers' desired aspirations Conceptual framework talent management with teacher's personal qualities among MICSS teachers in Malaysia IJEM 38,5 (Kaliannan et al, 2023;Oppong, 2023;Shen, 2022;Al Hashimi et al, 2021). However, training methods conducted in MICSS are all short-term training activities, which are not adequate to achieve meaningful and lasting professional improvement for the teachers (An et al, 2022a).…”

Section: Talent Developmentmentioning

confidence: 99%

“…Talent development is a crucial endeavor within organizational settings, particularly in educational institutions, as it facilitates the realization of teachers’ desired aspirations (Kaliannan et al. , 2023; Oppong, 2023; Shen, 2022; Al Hashimi et al. , 2021).…”

Section: Literature Reviewmentioning

confidence: 99%

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Teachers' talent management and personal quality ensure a better tomorrow in education

Koh,

Abdul Razak

2024

IJEM

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PurposeThis study investigates the level and correlation between talent management and teacher personal qualities among MICSS (Malaysian Independent Chinese Secondary School) teachers by integrating the talent management model proposed by Davies and Davies (2011) and the Big Five Structure established by Lewis R. Goldberg (1992).Design/methodology/approachThe researcher conducted quantitative research methods in this study, collecting numerical data through the use of questionnaires and utilizing the stratified random sampling technique. The sample consisted of 357 Malaysian teachers who are employed by MICSS throughout the whole Malaysian context.FindingsIn essence, the survey revealed a significant degree of proficiency in talent management and teacher personal qualities among teachers. In addition, this study also revealed a moderate correlation between talent management and the personal traits of teachers across MICSS teachers in Malaysia.Research limitations/implicationsLimiting the investigation solely to MICSS is a noteworthy limitation. The examination also utilizes AMOS structural equation modeling (SEM) analysis, and it may be considered a restriction of this research that quantitative survey research is employed.Practical implicationsAcademic establishments and universities that nurture prospective educators should incorporate talent management strategies and the personal qualities of teachers into the modules of teacher training to ensure that these individuals are not only adequately prepared but also assured of their ability to execute all duties assigned to them in a professional manner.Originality/valueThis research is notably innovative in the context of the Malaysian MICSS, where little evidence exists regarding talent management and teacher personality traits in education. This study, to the best of our knowledge, is the first attempt to investigate the practices and correlation between talent management and teacher personality traits in the entire Malaysian context. The research focuses on the practices of talent management towards MICSS teachers in Malaysia as well as the personal qualities of MICSS teachers.

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Section: Discussionsupporting

confidence: 88%

Section: Discussionmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Talent Developmentmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

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Teachers' talent management and personal quality ensure a better tomorrow in education

Koh,

Abdul Razak

2024

IJEM

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Implementing the Merit System Through Talent Management as Career Development Basis

Azzizah,

Syahrul,

Yulihasri

2024

publicuho

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This study aims to determine antecedents of the low aspect career development for civil servant and the application of talent management strategies as a solution to career development issues. By using a qualitative method to executes semi-structure interview for 7 informants that responsible and have authorities to the civil servant career development. The collecting data also conducted through observation and documentation. Result of interviews show that six of ten indicators from career development aspects un-optimum implemented, such as job competency standards documents, availability of employee profiles based on talent or competency mapping, talent pool implementation, availability of succession plans, qualification and competency gap documents, and capacity building and competency development. Further, research findings show that the obstacles of career development aspects caused by six indicators such as bureaucratic politicization, lack of leadership commitment, un-optimum budget, and bad teamwork. The Talent management strategy states as comprehensive solution in establishing the basis for future civil servant career development.

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Investigating the Validity Amount of the Talent Management Model based on the Teachings of Nahjolbalagha

Karamy,

Givaki,

Ranjbar

et al. 2023

Iranian Journal of Educational Sociology

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The seven myths of global talent management: A reflection

Cited by 3 publications

References 29 publications

Teachers' talent management and personal quality ensure a better tomorrow in education

Teachers' talent management and personal quality ensure a better tomorrow in education

Implementing the Merit System Through Talent Management as Career Development Basis

Investigating the Validity Amount of the Talent Management Model based on the Teachings of Nahjolbalagha

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