Business leaders face leadership crises as executives from the baby boomer generation retire, creating a shortage of experienced and knowledgeable leaders. Some business leaders are unprepared for the replacement of retiring senior-level executives and lack strategies for succession planning. The findings of this study indicate succession planning and leadership development play a significant role in preparing future healthcare leaders in their ability to improve the quality of patient care and improve the strategic and financial health of the organization. Guided by the human capital theory the purpose of this multiple case study was to explore the strategies used by healthcare leaders for succession planning. The study consisted of interviewing the chief executive officers of 3 separate hospitals operating under a multihospital system located in south-central Texas. The data collection process included semistructured interviews and review of relevant organizational documents related to leadership development. Through methodological triangulation and employing Yin's 5-step data analysis technique of design, prepare, collect, analyze and share, several themes emerged as strategies for succession planning. The themes of executive coaching, leadership dyads, and leadership pipelines, ensure a new generation of emerging leaders have access to experienced leaders through coaching opportunities and allow physicians to co-lead a hospital and maintain a meaningful presence in patient care. Social implications of the study include prepared leaders to implement the ongoing healthcare reform in the United States, trained to improve the quality of care provided to patients.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: South African organisations within both the private and public sectors of the economy are investing heavily into their talented employees, in an attempt to derive a sustainable competitive advantage. This competitive advantage is threatened when employees engage in turnover behaviours. This study is directed at understanding those factors that contribute to employees’ intention to quit following employees’ perceptions of training and development initiatives. Empirical support has been found that certain line management talent management competencies would result in the retention of talented employees. This study investigated an existing talent management competency structural model, with a specific focus on two talent management competencies related to employee development, namely: Talent Management Mindset and Develops Others. Furthermore, this study investigated the inclusion of additional latent variables (Organisational Trust, Perceived Organisational Support, and Felt Obligation) that may potentially explain additional variance in various organisational outcome variables (i.e. Job Satisfaction, Affective Commitment, Normative Commitment, and Intention to Quit). Through understanding how line managers’ competence on talent management competencies influence employees’ perceptions of organisational development initiatives and how these employee perceptions are causally related to Intention to Quit, organisations will be in the prime position to effectively address the issue of employee turnover, through structured talent management retention programmes. The results of the current study showed that the original structural model displayed good fit. Based on the modification index values calculated for the G and B matrices, a number of modifications were made to the structural model. Following the modifications to the original model, the fit of the model improved, and support was derived for numerous causal relationships proposed in the model, whist others were not supported. / AFRIKAANSE OPSOMMING: Suid - Afrikaanse organisasies in beide die privaat – en openbare sektor maak beduidende beleggings in hul talentvolle werknemers in ‘n poging om ‘n volhoubare mededingende voordeel te bewerkstellig. Hierdie mededingende voordeel word egter bedreig wanneer werknemers die organisasie verlaat. Die studie het ten doel gehad om die faktore te verstaan wat bydra tot werknemers se diensverlatingsvoorneme gegee hul persepsie van opleiding en ontwikkelings - inisiatiewe. Die empiriese bevindinge toon dat sekere lynbestuur - talentbestuurbevoegdhede lei tot die behoud van talent. Die studie het ‘n bestaande talentbestuur bevoegdheids model ondersoek, met ‘n spesifieke fokus op twee talentbestuur bevoegdhede wat verband hou met werknemer ontwikkeling, naamlik: Talentbestuur – ingesteldheiden Ontwikkeling van Ander. Die studie het voorts ook die insluiting van addisionale latent veranderlikes (Organisatoriese Vertroue, Waargenome Organisatoriese Ondersteuning, en Verpligting Ervaar) ondersoek wat moontlik addisionele variansie in verskeie organisatoriese uitkoms veranderlikes kan verklaar (i.e. Werkstevredenheid, Affektiewe Verbintenis, Normatiewe Verbintenis, en Diensverlatingsvoornemes). Deur te verstaan hoe lynbestuurders se bevoegdheid op talentbestuur bevoegdhede werknemers se persepsies van organisatoriese ontwikkelings-inisiatiewe beïnvloed en hoe hierdie persepsie oorsaaklik verband hou met Diensverlatingsvoorneme, sal organisasies in ‘n gunstige posisie wees om diensverlating op ‘n effektiewe wyse aan te spreek deur middel van gestruktureerde talentbestuur behoud programme. Die resultate van die huidige studie toon dat die oorspronklike strukturele model goeie pasgehalte behaal het. Na aanleiding van die modifikasie–indekswaardes wat bereken is vir die G en B matryse , is ‘n aantal veranderinge aan die strukturele model gemaak. Nadat die veranderinge aan die oorspronklike model aangebring is, het die pasgehalte van die model verbeter en steun is verkry vir verskeie oorsaaklike verwantskappe wat voor gehou is in die model, terwyl ander nie steun verkry het nie.

The research focuses on investigating the relationship between individuals’ career adaptability, employability attributes and retention factors within the context of talent retention in the 21st century workplace. A quantitative research approach was followed, and a probability sample of (N = 337) of single (42.7%), African (53.4%), female (65.9%), individuals between the ages of 26-40 years (57.4%), who are part time employees (50.7%), mostly at staff level (54.0%) were utilised. Correlational analysis indicated differences between the variables of CAI, EAS and RFMS. Inferential statistics showed a strong relationship between the variables of career adaptability, employability attributes and retention factors. Stepwise hierarchical regression analysis showed that age, gender, race, marital status and job level, their career adaptability and employability attributes significantly and positively predict retention factors. Test for mean differences revealed that males and females differed significantly in terms of their career adaptability, employability attributes and retention factors. Recommendations are suggested for use by human resource professionals in terms of retention practices. / Business Management / M. Com. (Business management)

Esta investigación tiene como finalidad analizar la alta rotación del personal del área de Innovación Pedagógica de una Universidad Particular de Lima Metropolitana, y plantear un estudio de las prácticas de gestión de recursos humanos que puedan ayudar a retener al mejor talento humano. Asimismo, este estudio se realizó entre los años 2015 y 2017, con una duración aproximada de catorce meses. Es una investigación descriptiva, ya que se basa en la investigación y exposición en forma detallada de las características de las variables que se estudian. Se busca señalar y exponer los aspectos que afectan la permanencia del talento humano, teniendo en cuenta su variable dependiente prácticas de gestión de recursos humanos y la variable independiente retención del talento humano. Para efectos de una mejor precisión, se consideró utilizar el universo total de 36 colaboradores como muestra, la cual se eligió de forma no probabilística y está conformada por : 2 jefes de sección, 4 coordinadores, 2 secretarias y 28 asistentes. Para la obtención de resultados se utilizó la técnica de la encuesta, con un cuestionario como instrumento de medición, que consta de un total de 42 preguntas. Los resultados demuestran que las prácticas funcionales de la variable prácticas de gestión de recursos humanos se muestran debilitadas y en este estudio se sugiere se refuercen. En cuanto a la variable retención del talento humano muestra que se necesita una alta atención con respecto a la compensación y paga justa, en las condiciones de trabajo satisfactorias, en las políticas organizacionales y procedimientos que soportan la adquisición de recompensas y finalmente en el margen de beneficios. This research aims to analyze the high turnover of personnel in the area of Pedagogical Innovation of a Particular University in Lima, and to propose a study of human resources management practices that can help retain the best human talent. Also, this study was carried out between the years 2015 and 2016, with duration of approximately fourteen months. It’s a descriptive research, because it is based on the research and exposition in detail of the characteristics of the variables studied. The present research, seeks to point out and expose those aspects that affect the permanence of human talent, taking in consider two variables: Dependent variable: practices of human resources management and Independent variable: Human talent retention. For purposes of better precision, it was considered to use the total universe as a sample, which was chosen in a non-probabilistic way and is made up of a total of 36 collaborators: 2 section chiefs, 4 coordinators, 2 secretaries and 28 assistants. To obtain results, the survey technique was used, with a questionnaire as a measurement instrument, it consist of 42 questions. The results demonstrate that the functional practices of the variable: Human Resource Management practices are weakened and should be reinforced. Likewise, the variable: Human talent retention, shows high attention is needed to: fair compensation and payment, satisfactory working conditions, organizational policies and procedures that support the acquisition of rewards, in the profit margin.

Submitted by Joel de Lima Pereira Castro Junior (joelpcastro@uol.com.br) on 2017-06-05T21:39:08Z No. of bitstreams: 1 Dissertação - Julio Pereira.pdf: 3031901 bytes, checksum: 709a85de0ea9d342e4e9962c6a426e1b (MD5) / Approved for entry into archive by Biblioteca de Administração e Ciências Contábeis (bac@ndc.uff.br) on 2017-06-12T22:44:39Z (GMT) No. of bitstreams: 1 Dissertação - Julio Pereira.pdf: 3031901 bytes, checksum: 709a85de0ea9d342e4e9962c6a426e1b (MD5) / Made available in DSpace on 2017-06-12T22:44:40Z (GMT). No. of bitstreams: 1 Dissertação - Julio Pereira.pdf: 3031901 bytes, checksum: 709a85de0ea9d342e4e9962c6a426e1b (MD5) / Universidade Federal do Estado do Rio de janeiro / O presente trabalho teve como objetivo geral investigar meios para a retenção de talentos no quadro de servidores nas universidades públicas federais do Brasil. As Universidades Federais têm sofrido com a evasão de talentos nos últimos anos. Dos candidatos que são aprovados e classificados nos concursos para a Universidade, poucos permanecem na instituição. Este processo de esvaziamento do seu quadro de servidores técnico-administrativos retrata um grave problema para a gestão de pessoas nas Universidades. A metodologia da pesquisa teve caráter qualitativo, com base na análise de conteúdo, sendo exploratório e descritivo; bibliográfico, documental e campo; em que o aspecto comparativo esteve presente. A pesquisa de campo apoiou-se no instrumento do questionário aberto (Lakatos e Marconi, 2003), com gestores de Recursos Humanos e servidores técnico-administrativos que ingressaram e saíram da Universidade Federal Fluminense (UFF) e da Universidade Federal do Estado do Rio de Janeiro (UNIRIO) nos últimos cinco anos. Adotou-se a técnica de Desk Research, (Malhota, 2008), nos documentos disponibilizados pela área de Recursos Humanos das respectivas universidades pesquisadas. Os resultados demonstraram que mesmo com medidas de reestruturação da carreira dos técnico-administrativos que permitiu um aumento de vagas dos servidores nas universidades públicas, foi constatado pelos levantamentos realizados que o desligamento voluntário de servidores ocorreu em número significativo nas universidades federais pesquisadas. Evidenciou que na UNIRIO a média de permanência no cargo foi de menos de três anos; e não foi avistado nenhum dispositivo na política atual de gestão de pessoas que retenha ou mantenha servidores qualificados no quadro de servidores das respectivas universidades federais de ensino. Ainda que paradoxal, em vista do grande fluxo de pessoas que buscam um emprego no setor público, vem sendo enfrentado pelas organizações do Estado o desafio de conter a saída de seus funcionários. Tal evasão faz com que áreas que deveriam ser supridas pelo concurso público voltem a ficar desfalcadas (Almeida, 2004). As opiniões dos servidores após analise dos questionários sinalizaram juntamente com os gestores que a universidade precisa reorganizar os fatores estratégicos, comportamentais e remuneratório; pelo qual afetam diretamente no propósito de manter um quadro de servidores talentosos. Esses fatores relatados na pesquisa corroboram diretamente com as práticas que motivam os colaboradores a continuar na organização – retenção de talentos. Os resultados obtidos sinalizaram que as práticas atuais de gestão de pessoas pela política geral de gestão de pessoas do Ministério da Educação vêm apresentando grandes dificuldades de proporcionar serviços de qualidade nas universidades federais. / The present work had as general objective to investigate means for the retention of talents in the server board in the federal public universities of Brazil. Federal Universities have suffered from the evasion of talent in recent years. Of the candidates who are approved and classified in competitions for the University, few remain in the institution. This process of emptying its staff of technical-administrative servants portrays a serious problem for the management of people in universities. The methodology of the research was qualitative, based on content analysis, being exploratory and descriptive; Bibliographical, documentary and field; In which the comparative aspect was present. The field research was based on the instrument of the open questionnaire (Lakatos and Marconi, 2003), with human resources managers and technicaladministrative staff who joined and left Federal Fluminense University (UFF) and the Federal University of Rio de January (UNIRIO) in the last five years. The Desk Research technique was adopted (Malhota, 2008), in the documents made available by the Human Resources area of the respective researched universities. The results showed that even with measures to restructure the technical-administrative career that allowed an increase in server vacancies in public universities, it was verified by surveys that the voluntary dismissal of servers took place in a significant number in the federal universities surveyed. He pointed out that in UNIRIO the average length of stay was less than three years; And no device has been found in the current personnel management policy that retains or maintains qualified servers on the server board of their respective federal universities. Although paradoxical, in view of the great flow of people seeking employment in the public sector, the organizations of the State have been faced with the challenge of containing the exit of their employees. Such evasion causes areas that should be filled by the public tender again to become void (Almeida, 2004). The opinions of the servers after analysis of the questionnaires signaled together with the managers that the university needs to reorganize the strategic, behavioral and remuneratory factors; By which they directly affect the purpose of maintaining a cadre of talented servers. These factors reported in the research corroborate directly with the practices that motivate employees to continue in the organization - retention of talent. The results obtained indicated that the current practices of people management by the general policy of people management of the Ministry of Education have presented great difficulties to provide quality services in federal universities.

El presente estudio presenta un mejorado modelo de reclutamiento y capacitación enfocado en mejorar la reputación de los médicos y obtener fidelización para retener a buenos especialistas médicos en provincias de Perú y de ese modo incrementar la competitividad y rentabilidad de la organización de salud. Con este propósito, se realizó una prueba piloto del modelo en una clínica de reproducción asistida (ART) con sedes en Chiclayo y Piura controlando el proceso de reclutamiento con artefactos como checklist. Los datos que resultaron después de la implementación fueron analizados utilizando el ratio de éxito en tratamientos de fertilización in vitro (IVF) del nuevo médico contratado, y con una encuesta estructurada de compromiso para determinar el grado de retención. El impacto económico del modelo también fue verificado. La prueba piloto fue aplicada exitosamente en el caso de estudio. En el nuevo modelo de reclutamiento, el nuevo médico obtuvo un porcentaje de éxito de 50% en embarazos IVF. La participación del médico principal se redujo de un 69% a un 48% sin reducir las ventas totales gracias al alto porcentaje de 26% alcanzado por el nuevo médico. El nivel de compromiso logrado por el nuevo médico fue de 96%, sobrepasando el promedio del equipo médico de la clínica de 79%. / The present research presents an improved recruitment and training model focused on increasing physician reputation and obtaining loyalty to retain good physicians in provinces of Perú and thereby increase competitiveness and profitability of the health care organization. For this purpose, a pilot test of the model was implemented in an assisted reproductive technology (ART) clinic based in Chiclayo and Piura using a recruitment process checklist. The data resulted after the implementation were analyzed using the success rate of in vitro fertilization (IVF) treatments of the new physician and a structured engagement survey to determine retention by validation. The economic impact of the model was also verified. The pilot test was successfully implemented in the case study. In the new recruitment model, the new physician achieved a success rate of 50% in IVF pregnancies. The main physician participation was reduced from 69% to 48% without a decrease in total sales because of the high percentage of 26% achieved by the new physician. The level of engagement achieved by the new physician was 96%, surpassing the average of the clinic’s medical team of 79%. / Tesis

<p>This study examined the relationship of talent management practices to employee job-related outcomes in the Indian manufacturing setting. Talent management practices included talent acquisition, talent development, talent engagement, and talent retention. Employee job-related outcomes of this study included intent to stay, job engagement, affective commitment, job satisfaction, and employee competency. This study used the social exchange theory and resource based view as the theoretical underpinning for the proposed TM model. The role of organizational culture as a moderator was also examined in the study.</p> <p>The sample of the study consisted of 992 full time employees working in one of largest textiles and paper manufacturing organization of India with facilities located in two Indian states. Data is collected online through a questionnaire composed of several existing survey instruments. Response rate for the survey was high (62.98 percent). The primary method of data analysis was structural equation modeling.</p> <p>Overall, the findings of the analysis showed a number of significant relationships among talent management practices and employee job-related outcomes. There were strong positive relationships between talent acquisition and affective commitment, talent engagement and job satisfaction, talent engagement and affective commitment, and talent retention and employee competency. The findings showed that organizational culture is significantly related to talent management and employee job-related outcomes. However, the organizational culture does moderate the relationship of talent management and employee job-related outcomes. The overall relationship between talent management and employee job-related outcome was found significant and positive.</p> <p>The findings of this study identified a number of implications for the Indian manufacturing organizations. The study also provides a framework of talent management practices for future research.</p>

The purpose of this thesis is to investigate the factors affecting talent retention in private organizations located in Baku, Azerbaijan. Since people are valuable assets to achieve sustainable development, organizations implement various strategies to retain them. The influence of globalization has made retaining talent a more challenging process. Considering that people's desire to work in an organization depends on motivating factors, this paper applied Self-Determination Theory to gain a deeper understanding of the relationship between motivation and retention. Self-Determination Theory has helped explain work motivation and its impact on people's choices and decisions. A qualitative study was chosen for this thesis because it is based on data collected through interviews. Data were collected through semi-structured interviews with HR practitioners to learn their perspectives. The study reveals the importance of some factors: fair and transparent compensation which is given as recognition of competence; clear communication and feedback; training that ensure internalization; a workplace provides autonomy to make one's own decisions; and an organisational culture which promotes work-life balance. Management in organizations should approach employees' problems more individually and pay attention to their intrinsic motivation. Extrinsic motivators, such as rewards offered by the organization, may contribute to retention only if they strengthen rather than undermine basic psychological needs.

The objectives of the study were to determine the relationship between the demographic variables, work-life balance (as measured by the Survey Work-Home Interaction - Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale); to determine whether the demographic variables and work-life balance significantly predict job satisfaction and turnover intention; and to determine the differences between biographical groups. A quantitative cross-sectional survey research design was applied to a stratified random sample of 79 employees in a South African IT company. Descriptive statistics, correlations, independent t-tests and regressions were used to analyse the data. Analysis revealed that job satisfaction has a significant negative relationship with turnover intention. Furthermore, the work-home interface sub-dimensions of work-life balance have both a positive and negative relationship with job satisfaction and turnover intention. There are significant differences between the various biographical groups. / Industrial and Organisational Psychology

Purpose – This research paper falls within the interpretive research philosophy and considers talent management within the field of competitive advantage. It aims to explore the organisation members’ perceptions of talent, talent management, the factors perceived to facilitate competitive advantage and the role of leadership in the facilitation of talent management. It attempts to achieve a greater understanding of talent management as practically applied by organisations. Design/Methodology – A qualitative research approach in collecting and analysing data was implemented for this particular research study to address the research problem. The research design consists of a qualitative case study of one organisation. The organisation was purposively selected due to its superior performance in its particular industry. The data was collected by using in-depth interviews and observation and analysed using qualitative content analysis. Organisational documents supplemented the data collection process. Rationale – Current talent management literature shows a lack of understanding of talent and the role leadership plays in talent management. A number of authors have called for research which focuses on the perspectives of all stakeholders, especially at the individual level. It was also suggested that greater focus is allocated to small to medium enterprises, as multi-national corporations dominated the current literature. This research paper has the potential to increase levels of understanding at both organisation and individual level. This study examined TM from a range of perspectives, focused on a smaller organisation and is one of the few qualitative studies in the world within a developing country—research that is lacking in the literature. Findings – Participants held different views on talent and talent management, supporting the lack of consensus on these topics and the lack of a standardised understanding. The findings highlight that talent management was mostly perceived to involve the correct positioning of people within the organisation and that talent involved skills, knowledge and abilities to perform their roles well. Organisational structure, processes, and the lack of leadership ability were perceived as the dominant factors affecting the effective implementation of talent management practices. Talent management was perceived as important by the middle and lower-level participants of the study and was perceived as not important by higher-level participants—a contrasting finding due to the fact that the higher-level candidates felt that it was important to retain staff, understood the consequences of staff loss and that it was difficult to replace talent. Theoretical and managerial implications – The findings correspond with previous studies that the understanding of talent management is still lacking and thus potentially jeopardizes shaping a competitive advantage. The leadership cadre at the case organisation failed to see the importance of talent management and failed to link talent management to competitive advantage and ultimately failed to strategise potential talent management practices and effective talent management implementation. The modern business environment is changing and the realisation that talent management is of crucial importance to sustained competitive advantage is becoming evident. Limitations – The main source of error was a potential bias of results and a lack of rigorous data analysis, which was overcome by attending to the reliability of the research. Future research – There is potential for further empirical research to be conducted in other industries while maintaining focus on smaller businesses. The focus must also be maintained on the perspectives of all stakeholders in organisations. / Business Management / M. Com.