Practices of Talent Management in Organisations in the Czech Republic
As theory still lacks consistent definition of successful talent management, the praxis is characterized by dissimilar interpretations of the term talent. The lack of integrity of definitions appears to be the reason to analyse talent management practices. The article focuses on consistency of sugge...
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Mendel University Press
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Online Access: | https://acta.mendelu.cz/64/2/0701/ |
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doaj-cab78075bf15451987fe56e49b646ef82020-11-24T23:05:57ZengMendel University PressActa Universitatis Agriculturae et Silviculturae Mendelianae Brunensis1211-85162464-83102016-01-0164270170910.11118/actaun201664020701Practices of Talent Management in Organisations in the Czech RepublicLucie Vnoučková0Department of Management, University of Economics and Management Prague, Nárožní 2600/9a, 158 00 Praha 5, Czech RepublicAs theory still lacks consistent definition of successful talent management, the praxis is characterized by dissimilar interpretations of the term talent. The lack of integrity of definitions appears to be the reason to analyse talent management practices. The article focuses on consistency of suggested practices in management of organisational strategies. The aim is to reveal current approach of Czech organisations towards talent management practices and to specify the main factors affecting employee development in talent management in the tested organisations. Bivariate and multivariate statistical methods and analyses were used to lower the number of possible single approaches and practices. Analyses formed valid factors, which influence and determine employee development as key principles of talent management: alignment with strategy, internal consistency, cultural embeddedness, management involvement, and employer branding through differentiation. Results identified and verified different ways of support of talented employees. Firstly, it is Talent management in its original shape (25.9%), secondly, Learning organisation based on common learning (23.5%) and the third factor name is Plain promises (12.4%). Organisations grouped in the factor only declare possibility of development, but do not practically use it.https://acta.mendelu.cz/64/2/0701/talent managementeducationdevelopmentlearningemployeeorganisations |
collection |
DOAJ |
language |
English |
format |
Article |
sources |
DOAJ |
author |
Lucie Vnoučková |
spellingShingle |
Lucie Vnoučková Practices of Talent Management in Organisations in the Czech Republic Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis talent management education development learning employee organisations |
author_facet |
Lucie Vnoučková |
author_sort |
Lucie Vnoučková |
title |
Practices of Talent Management in Organisations in the Czech Republic |
title_short |
Practices of Talent Management in Organisations in the Czech Republic |
title_full |
Practices of Talent Management in Organisations in the Czech Republic |
title_fullStr |
Practices of Talent Management in Organisations in the Czech Republic |
title_full_unstemmed |
Practices of Talent Management in Organisations in the Czech Republic |
title_sort |
practices of talent management in organisations in the czech republic |
publisher |
Mendel University Press |
series |
Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis |
issn |
1211-8516 2464-8310 |
publishDate |
2016-01-01 |
description |
As theory still lacks consistent definition of successful talent management, the praxis is characterized by dissimilar interpretations of the term talent. The lack of integrity of definitions appears to be the reason to analyse talent management practices. The article focuses on consistency of suggested practices in management of organisational strategies. The aim is to reveal current approach of Czech organisations towards talent management practices and to specify the main factors affecting employee development in talent management in the tested organisations. Bivariate and multivariate statistical methods and analyses were used to lower the number of possible single approaches and practices. Analyses formed valid factors, which influence and determine employee development as key principles of talent management: alignment with strategy, internal consistency, cultural embeddedness, management involvement, and employer branding through differentiation. Results identified and verified different ways of support of talented employees. Firstly, it is Talent management in its original shape (25.9%), secondly, Learning organisation based on common learning (23.5%) and the third factor name is Plain promises (12.4%). Organisations grouped in the factor only declare possibility of development, but do not practically use it. |
topic |
talent management education development learning employee organisations |
url |
https://acta.mendelu.cz/64/2/0701/ |
work_keys_str_mv |
AT lucievnouckova practicesoftalentmanagementinorganisationsintheczechrepublic |
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1725624748685131776 |