Determinants of Talent Management Practices of Business

Organization: A Literature Review

Shagnik Ghosh
ID- 2124341016
Abdul Al Nasim
Samiha Binta Kaikobad ID-2224341037

a m e : ID-2224341001

u p N Saalim Sadman Shimran

G r o N S Sania Islam ID- 2224341046

A P I E ID-2224341008
S H Ahnaf Sadid Hossain
Md.Mahedi Hasan ID-2224341050
ID-2224341010
Md.Mahedi Hasan
2224341010
ABSTRACT

Purpose Methodology Findings Conclusions Keywords Paper type

3
Objectives

 To identify the factors of talent management practices of business organizations.

 To identify the components that influence organizational performance.

 To Identify the determinants of talent management components

4
O v e r v i e w o f Ta l e n t M a n a g e m e n t

Talent
Talent represent the best people for the job in an organization and who would contribute
to most to the achievement of its strategic goals

Talent Management
Talent management includes all the functions of human resource management with the focus on attracting,
deploying, developing, retaining and succession planning and it emphasizes on talented people.

SUCCESSION
ATTRACTING DEPLOYING RETAINING DEVELPOING
PLANNING

5
 C omp on en t s of Tal e nt
A c c o r d i n g t o t h e R e n z u l l i M o d e l

 Creativity, originality, novelty, fluency and  Commitment to work, self-discipline, perseverance in

 Above-average abilities, including general
flexibility of thinking, analyzing new and the pursuit of purpose, diligence, endurance, fascination
ability, or increased intellectual potential
unconventional problems, openness to with the work, willingness to sacrifice, faith in their own
and specific abilities within specific fields.
ambiguity and uncertainty, risk-taking, abilities. These are variables of a social nature, included

sensitivity, and rich emotional aspects. in charismatic leadership, realized by the leader in their
interacting with others. The main skill here is emotional
intelligence, in particular: emotional self-control,
empathy, the ability to influence and motivate.
6
Md.Abdullah Al Nasim
2224341037
T h e o r i e s o f Ta l e n t M a n a g e m e n t
Reinforcement
Theory
Reinforcement theory proposes that you can
change someone's behavior by using
reinforcement, punishment, and extinction.
Rewards are used to reinforce the behavior you
want and punishments are used to prevent the
behavior you do not want.
Social Learning
Theory
Social learning theory is a psychological
theory developed by Albert Bandura. This
theory suggests people learn social behaviors
by observing others, then imitate the behavior
they observed. People may learn behaviors
from anyone. This includes people they know
directly, such as parents, peers or coworkers,
or people they don't know, such as athletes,
celebrities and influencers.
Human Capital
Theory
Human capital refers to an individual’s
qualities deemed valuable to the manufacturing
process. It includes employee knowledge,
skills, expertise, health, and education. Social
scientists use this term while referring to the
monetary worth of a worker’s knowledge and
abilities.
8
Sania Islam
2224341008
I M P O RTA N C E O F TA L E N T
MANAGEMENT
• Successful talent management certifies the organization to attract
and retain essential talents.
• Employees’ engagement
• Talent Management can enhance the employees’ knowledge in an
organization.

10
I M P L I C AT I O N S O F TA L E N T
MANAGEMENT

• Talent management leads to a lower turnover rate.

• It can raise employee retention rates.
• Talent management can increase employee engagement.

11
Samiha Binta Kaikobad
2224341001
 TA L E N T M A N A G E M E N T
PROCESS
1 PLANNING 4 DEVOLOPING TALENTS

2 ATTRACTING TALENTS 5 RETAINING TALENTS

3 DEPLOYING TALENTS 6 TRANSITIONING

13
 METHODOLOGY

TYPE OF Qualitative literature review

METHODOLOG
Y
POPULATION 15 research papers

SIZE

SAMPLING Systematic review method

TECHNIQUE
DATA
Google Scholar, ResearchGate, ScienceDirect
COLLECTION
METHOD
15 research papers literature reviews
DATA
ANALYSIS
14
Ahnaf Sadid Hossain
2224341050
Internal Factors

1 4
Corporate Culture Budget

2 5
Management system and leadership Personnel Department

3
M a n a g e r i a l S t u ff
Shagnik Ghosh
2124341016
External Factors
1 State Policy
Talent management is negatively impacted by
unfavorable state policy and the absence of formal and
legal solutions that would encourage investment in
human capital.
2 Competition
From the standpoint of a business operating in a
specific industry, competition will be portrayed as
market competition
3 Legal Aspects:
Before establishing ILO, Labor law was based on the
specific state’s policy. Those policy exploited worker even
some state’s allowed to keep slave. After establishing ILO,
It tries to protect worker’s right..
Cooperation with
4 Environment
Cooperation with the environment has a significant
impact. First and foremost, there is a genuine desire
for collaboration between a higher education
institution and a business
5 Socio-economic Situation
The perception of the entire process is positively impacted
by social acceptance and respect for the talented, which
significantly increases the effectiveness of the process.
6 Globalization
Globalization also plays an important rule to influence in
talent management and knowledge. Because of Globalization
and IT technologies, Many companies running their office
virtually from oversees companies. That’s the reason software
creation, IT support and customer service are rising jobs
where needs specific skills, experience.
Saalim Sadman Shimran
2124341046
  Most studies focused on three predominant practices they are talent

attraction, talent development, and talent retention.

 The outcome of this review is in agreement with the fact that internal and

external influencing talent planning, acquisition, deployment, development,

Conclusion and retaining process have a substantial bearing on the growth of the

organizations.

 Every organization should put much emphasis on ensuring a structured talent

management model following the factors mentioned above.

20
A NY Q UE ST I O NS ?