Talent Management

by

ACKNOWLEDGEMENT

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

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ABSTRACT

In this study we try to explore the concept of Talent Management in a holistic context. The main focus of the research is on Human Resource Management and its relation with Talent Management. The research also analyzes many aspects of the Talent Management strategies in Thailand and tries to gauge its effect on the management progress of Thailand. Finally, the research describes various factors which are Talent Management and tries to describe the overall effect of Talent Management on the Human Resource Management practices.

Table of Contents

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

TABLE OF CONTENTSV

CHAPTER 1: INTRODUCTION1

Background of the Study1

Aim of the research3

Research Objectives3

CHAPTER 2: LITERATURE REVIEW4

Talent4

Talented People and their Characteristics6

Managing Talent7

Tracking and Evaluating Talent Management9

Is Talent Born or Made? And who is the Talent Scout?9

Talent Management11

Effective Talent Management12

Talent in Organisations16

Considerations about talent at the organisational level17

Talent at group level18

Human Resources Management and Talent Management19

Talent Management in Organizational Development20

Retention Management20

CHAPTER 3: METHODOLOGY24

Introduction24

Philosophical Framework or Paradigm25

Rationale for a Qualitative Study29

Method of Research30

Mixed Research31

Classification of research methods32

Multi-method studies32

Mixed-method studies33

Steps in mixed methodology33

Strength and weakness of the mixed research:33

Strengths34

Weaknesses34

Search Technique34

Research Design35

Research Instrument35

Key words36

Literature Search36

Researcher Bias36

Data Analysis Procedures37

Quality and Verification38

Inclusion and exclusion criteria39

Reliability/Dependability39

Informed Consent41

Confidentiality41

Validity42

Ethical Considerations44

Search rationale45

Critical Appraisal tool45

Appraisal limitations45

CHAPTER 4: CASE STUDY47

Talent Management in Thailand47

CHAPTER 5: FINDINGS50

CHAPTER 6: CONCLUSION55

CHAPTER 1: INTRODUCTION

Background of the Study

The complex interaction between managerial best practices and employee retention is a problem facing many organizations. “Research consistently shows that the daily interactions between employees and their direct supervisors is more critical than any other factor on employee morale, quality of work, productivity and, ultimately, retention” (Cappelli, 2008, pp 74). Managers are key players in protecting the organization's reputation as they create an environment in which an employee can feel valued by the organization. Managers need to cultivate relationships with employees by providing (a) talent management, (b) clearly communicated culture, (c) conflict management, (d) change management, and (e) performance management.

Management's goals should include personal development as well as development of their employees. To help retain high performing employees, it is essential to investigate the role that managers play in retention and talent management (Davies, 2006, pp 24). The business world is currently witnessing a wave of the shift from traditional practices for Human Resources Management, to the strategic practices. This shift requires organizations to reflect on how to attract, recruit, employ, and retain talented employees. Organizations know that they must have the best talent in order to succeed in the hypercompetitive and increasingly complex global economy. Along with the understanding of the need to hire, develop, and retain talented people, organizations are aware that they must manage talent as ...