Boštjančič Eva, Slana Zala
Department of Psychology, Faculty of Arts, University of Ljubljana, Ljubljana, Slovenia.
Front Psychol. 2018 Sep 19;9:1750. doi: 10.3389/fpsyg.2018.01750. eCollection 2018.
In order for companies to realize their organizational visions, they need staff who are high-potential and looking toward the future. Due to the demographic, social and economic situation in Europe, the labor market is already reflecting a lack of high-quality human resources (HR), which inspires research into and planned management of high-potential, i.e., talented, employees. Companies are aware that only those organizations that recognize this area as crucial and invest resources into it will be successful in the "war for talent." The purpose of the study was to research the field of talent management from the perspective of the definition of what the talent management process means for companies, how to attract and recognize talented employees, what development activities to provide them with and how to measure their performance and progress. We employed an exploratory approach, using the method of semi-structured interviews to gather information from 21 HR professionals who work at medium-sized and large Slovenian companies. We found that these organizations use various approaches and activities to attract and develop talented employees. At two thirds of the companies, performance is measured using annual evaluation interviews, by measuring the meeting of targets and evaluations by superiors. The biggest challenges in the field are attracting talented employees and positioning the organization as a desirable employer. The study is useful primarily as an overview of the field and of best practices, which companies can use to argument their existing processes.
为了使公司实现其组织愿景，他们需要有高潜力且着眼未来的员工。由于欧洲的人口、社会和经济状况，劳动力市场已经反映出高质量人力资源的短缺，这激发了对高潜力（即有才华）员工的研究和规划管理。公司意识到，只有那些将这一领域视为关键并投入资源的组织，才会在“人才争夺战”中取得成功。该研究的目的是从人才管理过程对公司意味着什么的定义、如何吸引和识别有才华的员工、为他们提供哪些发展活动以及如何衡量他们的绩效和进步等角度，对人才管理领域进行研究。我们采用了探索性方法，使用半结构化访谈的方法，从21位在斯洛文尼亚中型和大型公司工作的人力资源专业人员那里收集信息。我们发现，这些组织使用各种方法和活动来吸引和培养有才华的员工。在三分之二的公司中，通过年度评估访谈、衡量目标达成情况和上级评估来衡量绩效。该领域最大的挑战是吸引有才华的员工，并将组织定位为理想的雇主。这项研究主要作为该领域和最佳实践的概述很有用，公司可以用它来论证其现有流程。
