Research Article
Developing A Scale of Talent Management: A Study on Telecommunication Professionals in Turkey
Abstract
This study is expected to make a valuable contribution to the existing literature by developing
a scale of talent management. After reviewing the literature and getting expert
feedback, the author developed a five-point Likert type scale that consisted of twenty-
six items. Firstly, a pilot study was conducted on a sample of 134 participants who work in the
telecommunication sector in Istanbul. The questionnaire was reviewed and necessary corrections
were made according to the results of the pilot study and the opinions of academicians and experts. A
total of 751 telecommunication employees responded to the questionnaire based on their perceptions
on talent management practices in their workplaces. Factor analysis was used to find the factor structure
on the survey data. As a result of exploratory factor analysis, two items were excluded from the
scale and a four-factor solution was extracted that explained 67.3% of the total variance. The items
that were included in each factor were quite relevant. These factors were labeled as 1.Training and
Development, 2.Career Management, 3.Employee Recruitment and Selection, and 4.Performance
Management. The reliability of the scale was 0.951. The four factors were consistent and reliable.
The fit indexes in the confirmatory factor analysis showed that the talent management model with
four factors indicates a reasonable fit.
References
- Adkins, T. (2010). Recession or Not, Talent is More Important than Ever. Retrieved from American Management Assoication: http://www.amanet.org/training/ articles/Recession-or-Not-Talent-Is-More-Important- Than-Ever.aspx Armstrong, M., & Baron, A. (2005). Managing performance: Performance management in action. London: CIPD House. Arnold, J. (1997). Managing Careers Into the 21st Century. London: Sage Publications. Bae, J., & Lawler, J. J. (2000). Organizational And Hrm Strategies In Korea: Impact On Firm Performance In An Emerging Economy. Academy of Management Journal, 43(3), 502-517. Baltas, A. (2013). Managing in Turkish culture: acquiring global success with local values. İstanbul: Remzi Kitabevi. Baporikar, N. (2016). Talent Management Integrated Approach for Organizational Development. In A. M. Casademunt, Strategic labor relations management in modern organizations (pp. 22-48). Hershey, PA, USA: Business Science Reference. Barlett, C. A., & Ghoshal, S. (2002). Building Competitive Advantage Through People. MIT Sloan Management Review, 43(2), 34-41. Bartel, A. P. (1994). Productivity Gains From the Implementation of Employee Training Programs. Industrial Relations, 33(4), 411-425. BCG. (2014). Creating People Advantage 2014-2015: How to Set Up Great HR Functions. Retrieved from The Boston Consulting Group: https://www.bcgperspectives. com Berger, L. A., & Berger, D. R. (2004). The talent management handbook: creating organizational excellence by identifying, developing, and promoting your best people. New York: McGraw-Hill. Caldwell, D. F., & O’Reilly, C. A. (1990). Measuring Person-Job Fit With a Profile-Comparison Process. Journal of Applied Psychology, 75(6), 648-657. Cappelli, P. (2008). Talent management for the Twenty- First century. Harvard Business Review, 86(3), 74-81. Cheese, P. (2008, March). Talent a prerequisite for high performing companies. Management Today, 24(2), 38-42. Chen, S. Y. (2012). A Study of Strategic Talent Management System- Workforce Differentiation Perspectives. (Doctoral thesis). http://etd.lib.nsysu.edu.tw/ETD-db/ ETD-search/getfile?URN=etd-1002112-170312&filename= etd-1002112-170312.pdf. Chen, T.-Y., Chang, P.-L., & Yeh, C.-W. (2004). A study of career needs, career development programs, job satisfaction and the turnover intentions of R&D personnel. Career Development International, 9(4), 424-437. Church, A. H., & Bracken, D. W. (1997). Advancing the State of the Art of 360-Degree Feedback. Group & Organization Management, 22(2), 149-161. Coffman, C., & Molina, G. G. (2002). Follow this path: How the worlds greatest organizations drive growth by unleashing human potential. New York: Warner Books. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313. ISSN: 2148-9874 Collins, J. C. (2001). Good to great: why some companies make the leap--and others don’t. New York, NY: HarperBusiness. Çırpan, H., & Şen, A. (2009, September). İşletmelerde Yenilikçiliği Geliştirmede Etkili Bir Araç: Yetenek Yönetimi. Çerçeve, 110-116. Davis, T., Cutt, M., Flynn, N., Mowl, P., & Orme, S. (2016). Talent Assessment: A New Strategy for Talent Management. Abingdon: Routledge. Deb, T. (2005). A conceptual approach to strategic talent management. New Delhi: Indus Pub. Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969. Dewett, T., & Christense, L. (2008). Leadership redefined: the secrets of surviving cubicleland: a practical book about leading successfully. Springboro, OH: TVA Inc. Downe, A. G., & Loke, S. P. (2008). The Agenda for the New Servise Workforce: Attract, engage and retain young professionals in today’s booming services market. Retrieved from Manpower: https://candidate. manpower.com/wps/wcm/connect/d766e8004ec2f3b0b12af1ee16aecd97/ The+Agenda+for+the+- New+Service+Workforce.pdf?MOD=AJPERES Economist Intelligence Unit. (2006). The CEO’s role in talent management: How top executives from ten countries are nurturing the leaders of tomorrow. Retrieved from http://graphics.eiu.com/files/ad_pdfs/ eiu_DDI_talent_Management_WP.pdf Edwards, J. R. (1991). Person-Job Fit: A conceptual integration, literature review, and methodological critique. International Review of Industrial and Organizational Psychology, 6, 283-357. Ewerlin, D. (2013). The Influence of Global Talent Management on Employer Attractiveness: An Experimental Study. German Journal of Human Resource Management: Zeitschrift für Personalforschung, 279- 304. Forman, D. C. (2006). Talent Metrics. Leadership Excellence, 23(1), 6-7. Goldstein, I. L. (1980). Training in Work Organizations. Annual Review of Psychology, 31(1), 229-272. Grobler, P., & Diedericks, H. (2009). Talent management: An empirical study of selected South African hotel groups. Southern African Business Review, 13(3), 1-27. Heinen, J. S., & Oneill, C. (2004). Managing talent to maximize performance. Employment Relations Today, 31(2), 67-82. Hinkin, T. R., Tracey, J. B., & Enz, C. A. (1997). Scale Construction: Developing Reliable and Valid Measurement Instruments. Journal of Hospitality & Tourism Research, 21(1), 100-120. Hooper, D., Coughlan, J., & Mullen, M. R. (2008). Structural Equation Modelling: Guidelines for Determining Model Fit. Electronic Journal of Business Research Methods, 6(1), 53-60. Hu, L.-T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. Huselid, M. A., Jackson, S. E., & Schuler, R. S. (1997). Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm Performance. Academy of Management Journal, 40(1), 171- 188. Jackson, S. E., & Schuler, R. S. (1990). Human resource planning: Challenges for industrial/organizational psychologists. American Psychologist, 45(2), 223-239. Karunathilaka, K. G., Yajid, M. S., & Khatibi, A. (2015). A Study of Talent Management as a Strategic Tools for Private Sector Organizations in Srilanka. European Journal of Business, Economics and Accountancy, 3(6), 63-75. Karurı, M. (2015). Effect of Talent Management on Employee Outcomes: A Case Study of Central Bank of Kenya. Strategic journal of Business & Change Management, 2(43), 882-889. Kossek, E. E., Roberts, K., Fisher, S., & Demarr, B. (1998). Career Self-Management: A Quasi-Experimental Assessment Of The Effects Of A Training Intervention. Personnel Psychology, 51(4), 935-960. Latham, G. P., Almost, J., Mann, S., & Moore, C. (2005). New developments in performance management. Organizational dynamics, 34(1), 77-87. Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154. Lockwood, N. R. (2006). Talent Management: Driver for Organizational Success. SHRM Research Report Quarterly. Mcdonald, R. P., & Ho, M.-H. R. (2002). Principles and practice in reporting structural equation analyses. Psychological Methods, 7(1), 64-82. Mcdonnell, A. (2011). Still Fighting the “War for Talent”? Bridging the Science Versus Practice Gap. Journal of Business and Psychology, 26(2), 169-173. Melcrum. (2007). Essential techniques for employee engagement: Tips, tools and practical advice for building a committed workforce. Melcrum Publishing Limited. Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The War for Talent. Harvard Business Press. Mone, E. M., & London, M. (2010). Employee engagement through effective performance management: a practical guide for managers. New York, NY: Routledge. Oehley, A. M. (2007, December). The Development and Evaluatıon of A Partial Talent Management Competency Model. Thesis presented in partial fulfilment of the requirements for the degree of Master of Arts at Stellenbosch University. Oladapo, V. (2014). The impact of talent management on retention. Journal of Business Studies Quarterly, 19-36. Oreilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People And Organizational Culture: A Profile Comparison Approach To Assessing Person-Organization Fit. Academy of Management Journal, 34(3), 487-516. Özden, M. C. (2001). Bireysel Kariyer Yönetimi: Profesyonel’ in El Kitabı. Ankara: Ümit Yayıncılık. Pallant, J. (2011). PSS survival manual: a step by step guide to data analysis using SPSS. Crows Nest, N.S.W.: Allen & Unwin. Pfeffer, J. (1994). Competitive advantage through people: unleashing the power of the work force. Boston: Harvard Business School Press. Pfeffer, J. (1998). Seven Practices of Successful Organizations. California Management Review, 40(2), 96-124. Randstad. (2017, November 10). 2017 insan kaynakları trendleri ve ücret raporu. Retrieved from https:// www.randstad.com.tr/workforce360/arsiv/randstad- 2017-yili-insan-kaynaklari-ve-ucret-raporu_174/ Richard, S. W., Audrey, B. S., & Scott, E. (2011). Nine best practices for effective talent management. Retrieved from Development Dimensions International Inc. : https://www.ddiworld.com/9bestpractices-tm Schriesheim, C. A., Eisenbach, R. J., & Hill, K. D. (1991). The effect of negation and polar opposite item reversals on questionnaire reliability and validity: An experimental investigation. Educational and Psychological Measurement, 51(1), 67-78. Schweyer, A. (2004). Talent management systems: best practices in technology solutions for recruitment, retention and workforce. Toronto: Wiley. Shaw, J. D., Delery, J. E., Jenkins, G. D., & Gupta, N. (1998). An Organization-Level Analysis Of Voluntary And Involuntary Turnover. Academy of Management Journal, 41(5), 511-525. Slezak, P. (2012, April 12). 5 Reasons Why Internal Recruitment is the Best Place to Start. Retrieved from RecruitLoop: https://recruitloop.com/blog/keepingit- in-house-5-reasons-why-internal-recruitment-isthe- best-place-to-start/ Snell, S. A., & Dean, J. W. (1992). Integrated Manufacturing And Human Resource Management: A Human Capital Perspective. Academy of Management Journal, 467-504. Sturges, J., Guest, D., Conway, N., & Davey, K. M. (2002). A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work. Journal of Organizational Behavior, 23(6), 731-748. Sun, L.-Y., Aryee, S., & Law, K. S. (2007). High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective. Academy of Management Journal, 50(3), 558-577. Thompson, J. L. (2001). Understanding corporate strategy. Oxford: The Alden Press. Thunnissen, M., Boselie, P., & Fruytier, B. (2013). A review of talent management: ‘infancy or adolescence?’. The International Journal of Human Resource Management, 24(9), 1744-1761. Waheed, S., & Zaim, A. H. (2015). A Model for Talent Management and Career Planning. Educational Science: Theory & Practice, 15(5), 1205-1213. Wheaton, B., Muthen, B., Alwin, D. F., & Summers, G. F. (1977). Sociological Methodology, 84-136.
Abstract
References
- Adkins, T. (2010). Recession or Not, Talent is More Important than Ever. Retrieved from American Management Assoication: http://www.amanet.org/training/ articles/Recession-or-Not-Talent-Is-More-Important- Than-Ever.aspx Armstrong, M., & Baron, A. (2005). Managing performance: Performance management in action. London: CIPD House. Arnold, J. (1997). Managing Careers Into the 21st Century. London: Sage Publications. Bae, J., & Lawler, J. J. (2000). Organizational And Hrm Strategies In Korea: Impact On Firm Performance In An Emerging Economy. Academy of Management Journal, 43(3), 502-517. Baltas, A. (2013). Managing in Turkish culture: acquiring global success with local values. İstanbul: Remzi Kitabevi. Baporikar, N. (2016). Talent Management Integrated Approach for Organizational Development. In A. M. Casademunt, Strategic labor relations management in modern organizations (pp. 22-48). Hershey, PA, USA: Business Science Reference. Barlett, C. A., & Ghoshal, S. (2002). Building Competitive Advantage Through People. MIT Sloan Management Review, 43(2), 34-41. Bartel, A. P. (1994). Productivity Gains From the Implementation of Employee Training Programs. Industrial Relations, 33(4), 411-425. BCG. (2014). Creating People Advantage 2014-2015: How to Set Up Great HR Functions. Retrieved from The Boston Consulting Group: https://www.bcgperspectives. com Berger, L. A., & Berger, D. R. (2004). The talent management handbook: creating organizational excellence by identifying, developing, and promoting your best people. New York: McGraw-Hill. Caldwell, D. F., & O’Reilly, C. A. (1990). Measuring Person-Job Fit With a Profile-Comparison Process. Journal of Applied Psychology, 75(6), 648-657. Cappelli, P. (2008). Talent management for the Twenty- First century. Harvard Business Review, 86(3), 74-81. Cheese, P. (2008, March). Talent a prerequisite for high performing companies. Management Today, 24(2), 38-42. Chen, S. Y. (2012). A Study of Strategic Talent Management System- Workforce Differentiation Perspectives. (Doctoral thesis). http://etd.lib.nsysu.edu.tw/ETD-db/ ETD-search/getfile?URN=etd-1002112-170312&filename= etd-1002112-170312.pdf. Chen, T.-Y., Chang, P.-L., & Yeh, C.-W. (2004). A study of career needs, career development programs, job satisfaction and the turnover intentions of R&D personnel. Career Development International, 9(4), 424-437. Church, A. H., & Bracken, D. W. (1997). Advancing the State of the Art of 360-Degree Feedback. Group & Organization Management, 22(2), 149-161. Coffman, C., & Molina, G. G. (2002). Follow this path: How the worlds greatest organizations drive growth by unleashing human potential. New York: Warner Books. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313. ISSN: 2148-9874 Collins, J. C. (2001). Good to great: why some companies make the leap--and others don’t. New York, NY: HarperBusiness. Çırpan, H., & Şen, A. (2009, September). İşletmelerde Yenilikçiliği Geliştirmede Etkili Bir Araç: Yetenek Yönetimi. Çerçeve, 110-116. Davis, T., Cutt, M., Flynn, N., Mowl, P., & Orme, S. (2016). Talent Assessment: A New Strategy for Talent Management. Abingdon: Routledge. Deb, T. (2005). A conceptual approach to strategic talent management. New Delhi: Indus Pub. Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969. Dewett, T., & Christense, L. (2008). Leadership redefined: the secrets of surviving cubicleland: a practical book about leading successfully. Springboro, OH: TVA Inc. Downe, A. G., & Loke, S. P. (2008). The Agenda for the New Servise Workforce: Attract, engage and retain young professionals in today’s booming services market. Retrieved from Manpower: https://candidate. manpower.com/wps/wcm/connect/d766e8004ec2f3b0b12af1ee16aecd97/ The+Agenda+for+the+- New+Service+Workforce.pdf?MOD=AJPERES Economist Intelligence Unit. (2006). The CEO’s role in talent management: How top executives from ten countries are nurturing the leaders of tomorrow. Retrieved from http://graphics.eiu.com/files/ad_pdfs/ eiu_DDI_talent_Management_WP.pdf Edwards, J. R. (1991). Person-Job Fit: A conceptual integration, literature review, and methodological critique. International Review of Industrial and Organizational Psychology, 6, 283-357. Ewerlin, D. (2013). The Influence of Global Talent Management on Employer Attractiveness: An Experimental Study. German Journal of Human Resource Management: Zeitschrift für Personalforschung, 279- 304. Forman, D. C. (2006). Talent Metrics. Leadership Excellence, 23(1), 6-7. Goldstein, I. L. (1980). Training in Work Organizations. Annual Review of Psychology, 31(1), 229-272. Grobler, P., & Diedericks, H. (2009). Talent management: An empirical study of selected South African hotel groups. Southern African Business Review, 13(3), 1-27. Heinen, J. S., & Oneill, C. (2004). Managing talent to maximize performance. Employment Relations Today, 31(2), 67-82. Hinkin, T. R., Tracey, J. B., & Enz, C. A. (1997). Scale Construction: Developing Reliable and Valid Measurement Instruments. Journal of Hospitality & Tourism Research, 21(1), 100-120. Hooper, D., Coughlan, J., & Mullen, M. R. (2008). Structural Equation Modelling: Guidelines for Determining Model Fit. Electronic Journal of Business Research Methods, 6(1), 53-60. Hu, L.-T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. Huselid, M. A., Jackson, S. E., & Schuler, R. S. (1997). Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm Performance. Academy of Management Journal, 40(1), 171- 188. Jackson, S. E., & Schuler, R. S. (1990). Human resource planning: Challenges for industrial/organizational psychologists. American Psychologist, 45(2), 223-239. Karunathilaka, K. G., Yajid, M. S., & Khatibi, A. (2015). A Study of Talent Management as a Strategic Tools for Private Sector Organizations in Srilanka. European Journal of Business, Economics and Accountancy, 3(6), 63-75. Karurı, M. (2015). Effect of Talent Management on Employee Outcomes: A Case Study of Central Bank of Kenya. Strategic journal of Business & Change Management, 2(43), 882-889. Kossek, E. E., Roberts, K., Fisher, S., & Demarr, B. (1998). Career Self-Management: A Quasi-Experimental Assessment Of The Effects Of A Training Intervention. Personnel Psychology, 51(4), 935-960. Latham, G. P., Almost, J., Mann, S., & Moore, C. (2005). New developments in performance management. Organizational dynamics, 34(1), 77-87. Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154. Lockwood, N. R. (2006). Talent Management: Driver for Organizational Success. SHRM Research Report Quarterly. Mcdonald, R. P., & Ho, M.-H. R. (2002). Principles and practice in reporting structural equation analyses. Psychological Methods, 7(1), 64-82. Mcdonnell, A. (2011). Still Fighting the “War for Talent”? Bridging the Science Versus Practice Gap. Journal of Business and Psychology, 26(2), 169-173. Melcrum. (2007). Essential techniques for employee engagement: Tips, tools and practical advice for building a committed workforce. Melcrum Publishing Limited. Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The War for Talent. Harvard Business Press. Mone, E. M., & London, M. (2010). Employee engagement through effective performance management: a practical guide for managers. New York, NY: Routledge. Oehley, A. M. (2007, December). The Development and Evaluatıon of A Partial Talent Management Competency Model. Thesis presented in partial fulfilment of the requirements for the degree of Master of Arts at Stellenbosch University. Oladapo, V. (2014). The impact of talent management on retention. Journal of Business Studies Quarterly, 19-36. Oreilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People And Organizational Culture: A Profile Comparison Approach To Assessing Person-Organization Fit. Academy of Management Journal, 34(3), 487-516. Özden, M. C. (2001). Bireysel Kariyer Yönetimi: Profesyonel’ in El Kitabı. Ankara: Ümit Yayıncılık. Pallant, J. (2011). PSS survival manual: a step by step guide to data analysis using SPSS. Crows Nest, N.S.W.: Allen & Unwin. Pfeffer, J. (1994). Competitive advantage through people: unleashing the power of the work force. Boston: Harvard Business School Press. Pfeffer, J. (1998). Seven Practices of Successful Organizations. California Management Review, 40(2), 96-124. Randstad. (2017, November 10). 2017 insan kaynakları trendleri ve ücret raporu. Retrieved from https:// www.randstad.com.tr/workforce360/arsiv/randstad- 2017-yili-insan-kaynaklari-ve-ucret-raporu_174/ Richard, S. W., Audrey, B. S., & Scott, E. (2011). Nine best practices for effective talent management. Retrieved from Development Dimensions International Inc. : https://www.ddiworld.com/9bestpractices-tm Schriesheim, C. A., Eisenbach, R. J., & Hill, K. D. (1991). The effect of negation and polar opposite item reversals on questionnaire reliability and validity: An experimental investigation. Educational and Psychological Measurement, 51(1), 67-78. Schweyer, A. (2004). Talent management systems: best practices in technology solutions for recruitment, retention and workforce. Toronto: Wiley. Shaw, J. D., Delery, J. E., Jenkins, G. D., & Gupta, N. (1998). An Organization-Level Analysis Of Voluntary And Involuntary Turnover. Academy of Management Journal, 41(5), 511-525. Slezak, P. (2012, April 12). 5 Reasons Why Internal Recruitment is the Best Place to Start. Retrieved from RecruitLoop: https://recruitloop.com/blog/keepingit- in-house-5-reasons-why-internal-recruitment-isthe- best-place-to-start/ Snell, S. A., & Dean, J. W. (1992). Integrated Manufacturing And Human Resource Management: A Human Capital Perspective. Academy of Management Journal, 467-504. Sturges, J., Guest, D., Conway, N., & Davey, K. M. (2002). A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work. Journal of Organizational Behavior, 23(6), 731-748. Sun, L.-Y., Aryee, S., & Law, K. S. (2007). High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective. Academy of Management Journal, 50(3), 558-577. Thompson, J. L. (2001). Understanding corporate strategy. Oxford: The Alden Press. Thunnissen, M., Boselie, P., & Fruytier, B. (2013). A review of talent management: ‘infancy or adolescence?’. The International Journal of Human Resource Management, 24(9), 1744-1761. Waheed, S., & Zaim, A. H. (2015). A Model for Talent Management and Career Planning. Educational Science: Theory & Practice, 15(5), 1205-1213. Wheaton, B., Muthen, B., Alwin, D. F., & Summers, G. F. (1977). Sociological Methodology, 84-136.
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