Accreditation of Talent Management to Achieve Organizational Brilliance
An Exploratory Study of the Opinions of Teaching Staff at University of Zakho
Abstract
Organizational brilliance is the basic requirement for all organizations in a competitive environment, which can be achieved through the adoption of talent management. Based on this, the current research aims to measure the talent management role in achieving organizational brilliance by following the descriptive analytical approach that allows describing the phenomenon to be studied and proving the data collected from theoretical and practical sources that it is valid for discussion, analysis and interpretation, and the research was also based on a hypothetical model, shows two hypotheses for the correlation and influence between its variables, in addition to its reliance on the (SPSS V.25) program for data analysis. The research reached a number of conclusions, the most important of which is the presence of a talent management's correlation and impact on organizational brilliance, and the most important recommendation represent the possibility of adopting talent management to achieve organizational brilliance and enhance the ranking of universities.
Downloads
References
Ahmed, M.A. (2018). Organizational Excellence and its Implication for Human Capital, Sci. Int.(Lahore), (30)4, 581-586.
Al Aina, R., & Atan, T. )2020(. The Impact of Implementing Talent Management Practices on Sustainable Organizational Performance, Sustainability. (12)20, 1-21.
Al-Abedi, A.R., & Dosh, H.F.H. (2021). How the Organizational Envy Effects on Organization's Brilliance? The Moderating Role of Contextual Leadership Intelligence, Turkish Journal of Computer and Mathematics Education, (12)4, 665-673.
Al-Dahalmeh, M.L. )2020(. Talent Management: A Systematic Review, Oradea Journal of Business and Economic, 5(1), 115-123. doi:10.47535/1991ojbe102.
Ali, M., & Guha, S. (2018). Talent Management in South Asia: Prospects and Challenges, Bangladesh Journal of Public Administration, (26)2, 1-16.
Amushila, J., & Bussin, M.H.R. (2021). The Effect of Talent Management Practices on Employee Retention at the Namibia, SA Journal of Human Resource Management, (19)0,1-11. doi. org/10.4102/sajhrm. v19i0.1485.
Banneton, D., Schworm, S., Festing, M., & Muratbekova-Touron, M. (2019). Do Global Talent Management Programs Help to Retain Talent? A Career-Related Framework, The International Journal of Human Resource Management. (33)2, 303-238.
Bartrop-Sackey, M., Boakye, A.O., Muah, P., & Oppong, NY. (2022). Exploring the Talent Retention strategies of Cape Coast Technical University in Ghana, SA Journal of Human Resource Management, (20)0, 1-10. doi: 10.4102/sajhrm.v20i0.1865.
Bian, L., Les;ie, S., Murphy, M.C., & Cimpian, A., (2018). Messages about Brilliance Undermine Women's Interest in Educational and Professional Opportunities, Journal of Experimental Social Psychology, (76)1, 404-420. doi:org/10.1016/j.jesp.2017.11.006.
Chitu, E., & Russo, M. )2020(. Highlights of Talent Management in Relation to the Traditionalism of State-Owned Companies, Qualification and Experience in Communication, )10(2, 192-197.
Claus, L. (2019). HR Disruption-Time Already to Reinvent Talent Management, Business research Quarterly, (22)3, 207-215.
Ebrahim, Z.B., Razak, N.A.A., Mustakim, N.A., Mokhtar, N., & Sauid, M.K. (2021). The Effect of Talent Management on Employee Retention, International Research in Business & Social Sciences, (11)4, 675-684.
El Sayed, Y.S.N., Wadie, M.R.B., & Al Koussy, M.O. (2021). The Influence of Talent Management on Employee Retention, International Journal of Innovation, Creativity and Change, (15)10, 640-658.
Fatah, S.J. (2019). Applying Talent Management Practices by Management Involvement, Cihan University-Erbil Journal of Humanities and Social Sciences, (3)1, 1-6.
Hopwood, N., Dadich, A., Elliot, C., & Moraby, K. (2021). How is Brilliance Enacted in Professional Practices? Insights from the Theory of Practice Architectures, Professions & Professionalism, (11)2, 1-22.
Idown, A.Q. (2017). Effectiveness of Performance Appraisal System and its Effect on Employee Motivation, Nile Journal of Business and Economics, (3), 15-39. doi: 10.20321/nilejbe.v3i5.88.
Jaffer, F.M. (2020). Impact of Organizational Culture on Knowledge Conversion and Organizational Performance in Telecom Sector of Balochistan, Dissertation for Ph.D. in Business Administration, Selinus University, Bologna, Italy.
Joshi, P. (2017). To Study on Proactive Role of HR, International Journal of Innovative Research and Advanced Studies, (4)11, 281-285.
Kathiravan, C., Dhanalakshmi, K., Rajasekar, A., Velmurgan, S., Mahalakshmi, P., Chandramouli, E., Suresh, V., & Padmaja, B. (2021). Employees of the Rail Coach Engineering Factory's Talent Management and Team Effectiveness, Design Engineering, (2021)8, 363-373.
Lee, J.C., & Waldt, G.V. (2020). An integrated talent management model for the Public, Administratio Publica, (28)2, 173-190.
Leslie, S., Cimpian, A., Meyer, M., & Freeland, E. (2015). Expectations of Brilliance Underlie Gender Distributions Across Academic Disciplines, Science Research Report, (347)6219, 262-265.
Li, L.Q., Xin, K., & Pucik, V. (2019). MNCs’ R&D Talent Management in China, Chinese Management Studies, (13)4, 1-21.
Liu, Y., Vrontis, D., Visser, M., Stokes, P., Smith, S., Moore, N., Thrassou, A., & Ashta, A. (2020). Talent Management and the HR Function in Cross-Cultural Mergers and Acquisitions: The Role and Impact of Bi-Cultural Identity, Human Resources Management Review, (31)3,1-13.
Mishra, L. (2022). A Study of Talent Management and Its Impact on Performance of Organizations, Integrated Journal for Research in Arts and Humanities, (2)4, 56-59.
Nafei, W.A. (2018). The Role of Workplace Happiness in Achieving Organizational Brilliance, International Journal of Case Study, (7)2, 26-41.
Odeesh, J.Y. (2021). Leadership Talent Management: The Integrated Model, International Journal of Academic Management Science Research, (5)10, 26-33.
Panday, P., & Kaur, G. (2021). Talent Management and Employee Retention Practices, Journal of Contemporary Issues in Business and Government, (27)3, 2895-2914.
Radi, S. (2020). Encouraging Brilliance in the Workplace, MPRA Paper, Germany, Brandenburg University of Technology Cottbus–Senftenberg.
Rasheed, M.S., Odeesh, J.Y., & Ibrahim, T.A. (2021). Financial compensation and talent retention in COVID-19 era: The mediating role of career planning, Management Science Letters, (12)1, 35.42.
Selvanathan, M., Surendran, N.N., Arumugam, T., Subramaniam, S.J., & Yusof, N.M. (2019). Lecturer’s Perspective on Talent Management in Private Higher Learning Institutions in Kuala Lumpur, International Journal of Higher Education, (8)5, 257-267.
Skerhakova, V., Korba, P., Arova, M.H., & Taha, V.A. (2022). Talent Retention: Analysis of the Antecedents of Talented Employees’ Intention to Stay in the Organizations, European Journal of Interdisciplinary Studies, (14)1, 56-67.
Spoelstra, S. (2009). Organizational Brilliance: on Blinding Visions in Organizations, Journal of Organizational Change Management. (22)4, 373-385.
Verma, R., Pandit, T., & Verma, S. (2015). Fascinating Features for Job Selection: An Instrument to Obtain & Tactic to Retain Talent in the Organization, International Journal of Core Engineering & Management, (2)4, 132-141.
Vial, A.C., Muradoglu M., Newman, G.E., & Cimpian, A. (2022). An Emphasis on Brilliance Fosters Masculinity-Contest Cultures, APS Association for Psychological Science, (33)4, 1-18.
Younas, M., & Bari, M.W. (2020). The Relationship Between Talent Management Practices and Retention of Generation ‘Y’ Employees: Mediating Role of Competency Development, Economic Research- Ekonomska Istrazivanja, (33)1, 1330-1353.
Yukl, G. (2013). Leadership in Organization, (8th ed,), Boston, USA, Pearson Education Inc.
السلمي، سارة بنت عيد والشماسي، أريج بنت عبدالرحمن. (2022)، دور إدارة المواهب البشرية في تعزيز التميز القيادي، مجلة الدراسات
الجامعية للبحوث الشاملة، (7)14، 2666-2706.
السيد، علاء الدين خليل إبراهيم. (2021)، ممارسة القيادة الشبكية وعلاقتها بالتألق التنظيمي، مجلة جامعة القدس المفتوحة للبحوث الإدارية والأقتصادية، (6)16، 37-53.
العابدي، علي رزاق جياد. (2017)، المرح في مكان العمل كمتغير تفاعلي بين الأستقامة القيادة والتألق التنظيمي، مجلة العلوم الأقتصادية والإدارية- جامعة الكوفة، (23)97، 153-173.
عوديش، جيمس يوحنا. (2020)، دور صفات المستشار الإداري في تعزيز عملية صنع القرارات الإدارية، المجلة الأكاديمية لجامعة نوروز، (9)3، 305-323.
عوديش، جيمس يوحنا وصالح، سامي فريق. (2020)، دور وظائف إدارة الموارد البشرية الخضراء في تعزيز أستراتيجية المحيط الأزرق، مجلة العلوم الأنسانية لجامعة زاخو، (8)1، 129-145.
المركهي، جيمس يوحنا عوديش والمحمود، سعد فاضل عباس. (2018)، تطوير الموارد البشرية مدخل في إدارة المواهب، مجلة العلوم الأنسانية لجامعة زاخو، (6)3، 850-859.
Copyright (c) 2022 James Y. Odeesh
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License [CC BY-NC-ND 4.0] that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
