Authors: Konstantinos Kanakoglou, Dimitrios Kafetzopoulos, Maria Goudetzidou

Title: Talent Management in the new business era: A proposed model for high level business outcomes

Abstract

Purpose:

The primary objective of the present study is to design a holistic Talent Management framework. The research aims to establish causal relationships between specific factors and talent management practices (recruitment, development, retention), considering their impact on high-level business outcomes.

In particular, the study considers organizational culture, leadership, and employer branding as antecedents of a talent management system, which encompasses the practices of talent recruitment, talent development and talent retention. Furthermore, the study also regards Quality 4.0, digital transformation and organizational sustainability as outcomes stemming from a talent management system.

Research Hypotheses:

The Hypotheses of this research study are the following:

1. There is a positive relationship between Organizational Culture and Talent Management practices (recruitment, development, retention)
2. There is a positive relationship between Leadership and Talent Management practices (recruitment, development, retention)
3. There is a positive relationship between Employer Branding and Talent Management practices (recruitment, development, retention)
4. There is a positive relationship between Talent Management practices (recruitment, development, retention) and Quality 4.0
5. There is a positive relationship between Talent Management practices (recruitment, development, retention) and Digital Transformation
6. There is a positive relationship between Talent Management practices (recruitment, development, retention) and Organizational Sustainability

Methods:

The research methodology involves an initial in-depth literature review to establish key terms and theoretical framework. The subsequent stage involves data collection through quantitative research. The questionnaires will be distributed to a sample of Greek businesses, carefully selected, as well as to managerial employees responsible for talent management practices. The study also plans to collect input from employees experience these practices.

Structural Equation Modeling (SEM), incorporating both Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA), will be used for analyzing relationships among model variables and factors.

Originality/ Value:

The value of this research lies in the advantages offered by a holistic Talent Management system. It benefits both individuals through increased job satisfaction, commitment, and productivity, but also businesses through improved profitability, strategic operational flexibility, and enhanced company image.

Despite the increased attention in Talent Management in recent years, gaps persist in defining the concept and developing a comprehensive model suitable for the current business landscape in the Industry 4.0 era. Additionally, up to this point, no empirical research on this specific topic has been conducted in Greece. Thus, this study aims to bridge these gaps by introducing a holistic Talent Management model, shedding light on its key components and influencing factors, along with the resultant outcomes.

Keywords:

Talent management, organizational culture, leadership, employer branding, quality 4.0, digital transformation, organizational sustainability