ارائه مدل عوامل مؤثر بر مدیریت استعداد در شرکت‌های دانش‌بنیان با تأکید بر ماندگاری کارکنان دانشی
محورهای موضوعی : مدیریت(منابع انسانی)
بی بی عصمت سرفرازی
1
(دانشجوی دکتری گروه مدیریت دولتی، واحد بیرجند، دانشگاه آزاد اسلامی، بیرجند، ایران)
نور محمد یعقوبی
2
(استاد گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران)
محمد محمدی
3
(استایار گروه مدیریت دولتی، واحد بیرجند، دانشگاه آزاد اسلامی، بیرجند، ایران)
جلیل جراحی
4
(استادیار گروه مدیریت دولتی، دانشگاه آزاد اسلامی، واحد بیرجند، بیرجند، ایران)
کلید واژه: کارکنان دانشی, مدیریت استعداد, ماندگاری, شرکت‌های دانش‌بنیان,
چکیده مقاله :
کارکنان دانشی مهم‌ترین دارایی شرکت‌های دانش‌بنیان هستند. برای ترغیب آنان جهت ماندن در این شرکت‌ها باید دست به اقداماتی زد که مسلماً فعالیت‌های مدیریت استعداد، بخش مهمی از این اقدامات به‌شمار می‌آید. بر همین اساس، هدف این پژوهش، شناسایی عوامل مؤثر بر مدیریت استعداد در شرکت‌های دانش‌بنیان با تأکید بر ماندگاری کارکنان دانشی است. بدین منظور پس از تعریف موضوع و انجام مطالعات اکتشافی و کتابخانه‌ای اولیه، عوامل و مؤلفه‌های مربوط از طریق روش دلفی و توسط پرسشنامه‌ای محقق‌ساخته به نظر خبرگان رسید و پس از اخذ نظرات اصلاحی کیفی و کمّی از سوی ایشان بر اساس روش‌های آماری مربوط تحلیل و درنهایت تناسب مدل، مؤلفه‌ها و ترکیب عوامل به اجماع آنان رسید. جامعه مورد مطالعه در این بخش شامل 33 نفر از خبرگان دانشگاهی و حرفه‌ای آشنا با موضوع است که به‌صورت غیراحتمالی و قضاوتی انتخاب شدند. سپس برای آزمون مدل پرسشنامه‌ای محقق‌ساخته در بین 295 نفر از مدیران و کارشناسان شرکت‌های دانش‌بنیان مستقر در استان‌های جنوب شرق کشور که به روش خوشه‌ای تصادفی انتخاب شدند، توزیع گردید و تجزیه‌وتحلیل داده‌های به‌دست‌آمده در این بخش نیز با استفاده از تحلیل عاملی تأییدی توسط نرم‌افزار Smart PLS 3 انجام شد. نتایج پژوهش نشان داد که چهار دسته عوامل محیطی، سازمانی، فردی و شغلی بر مدیریت استعداد در شرکت‌های دانش‌بنیان جهت ماندگاری کارکنان دانشی مؤثر می‌باشند که از این میان، عوامل سازمانی با ضریب تأثیر 7/68، بیشترین اثرگذاری را بر مدیریت استعداد در شرکت‌های دانش‌بنیان جهت ماندگاری کارکنان دانشی دارند.
Knowledge workers are the most valuable assets of knowledge-based companies, which necessitates to take measures in order to encourage knowledge worker retention. Definitely, talent management activities constitute an important part of these measures. Accordingly, the current study set out to identify the factors affecting talent management in knowledge-based companies with a focus on the retention of knowledge workers. To this end, after defining the research topic and conducting preliminary exploratory and library studies, the researchers consulted a panel of experts about the factors and components which were identified through Delphi method and a researcher- made questionnaire. Having received qualitative and quantitative feedback from the experts, the related analyses were conducted and ultimately, the model, components and the combination of factors were agreed upon. The study population at this point included 33 academic experts and professionals, familiar with the subject who were recruited through non-probability judgmental sampling. Then, in order to test the researcher-made questionnaire, it was distributed among 295 managers and experts of knowledge-based companies, located in the southeastern provinces of the country who were selected through random cluster sampling. The collected data were analyzed conducting confirmative factor analyses using Smart PLS 3 software. The results revealed that four factors of environmental, organizational, personal and occupational are effective in talent management in knowledge-based companies contributing to the retention of knowledge workers. Among these factors, organizational factors with the effect size of 68.7 were found to have the highest impact on talent management in knowledge-based companies in order to encourage the retention of knowledge workers.
Abbasi-Esfenjani, H. (2017), Designing a Commercialization Model for Academic Research by Modeling Structural Equations of Partial Least Squares (SEM-PLS), Journal of Journal of Commerce,21(82), 33-65. [In Persian]
Abtahi, S. H., Kheir-Andish, M. (2009), Pattern of suitable contextual factors for knowledge organizations (Case study: National Iranian Petroleum Products Distribution Company), Journal of Human resource management in the oil industry, 3(6), 113-140. [In Persian]
Afkhami-Ardakani, M., Farahi, R. (2011), Culture, organizational commitment and willingness to leave the knowledge staff: Designing and explaining a model in the Petroleum Industry Research Institute, Journal of Iranian Management Sciences, 6(24), 1-24. [In Persian]
Ahmadi, H. (2017), Modeling the effective factors on talent management of secondary school teachers in Ardabil. Master Thesis, Department of Educational Management, Mohaghegh Ardabili University. [In Persian]
Cooke, F. L., Saini, D. S. Wang, J. (2014), Talent management in China and India: a comparison of management perceptions and human resource practices, Journal of World Business, 49(2), 225-235.
Davari, A., Reza-zade, A. (2013), Structural equation modeling with PLS software. Tehran: University Jihad Publications, first edition, 1-240. [In Persian]
De Boeck, G., Meyers, M. C., Dries, N. (2018), Employee reactions to talent management: Assumptions versus evidence, Journal of Organizational Behavior, 39(2), 199-213.
Deghati, A. (2016), Strategic approach to retaining manpower in higher education in South Khorasan province, Journal of Public Management Research, 9(32), 137-153. [In Persian]
Dehghanan, H., Efjei, S. A. A., Soltani, M., Javaheri-zade, E. (2018), Data model based on the talent management process. Journal of Human Resource Management Research (Imam Hossein University), 10(4), 185-217. [In Persian]
Dehghani, M., Yaghoubi, N. M., Mougheli, A. R., Vazifen Z. (2019), Provide a comprehensive model of factors affecting the effective establishment of knowledge management, Journal of A new approach in educational management, 10(37), 109-132. [In Persian]
Doaei, H. A., Borjalilou, Sh. (2010), Investigating the relationship between perceived organizational support and organizational commitment and intention to leave the service. Journal of Public Management Perspectives,1(3), 63-77. [In Persian]
Efjei, S. A. A. Saleh-Ghafari, A. (2012), Factors Affecting the Retention and Retirement of Knowledge-Based Employees (Case Study: University Jihad, Tehran Branch). Journal of Culture strategy, 21, 79-112. [In Persian]
Gholam-Hosseini, E., Esmaeili, A. R. (2011), Investigating the effect of organizational commitment on manpower retention. Journal of NAJA Human Resources, 2(23), 1-24. [In Persian]
Gholipour, R. A., Amiri, A. N., Medi-zade, M. R., Zamanifar, M. (2013), Identifying the factors affecting the retention of knowledge workers in Iran Oil Refining and Distribution Company. Journal of organizational culture management, 11(2), 133-161. [In Persian]
Ghorbani-zade, V. A., Kheir-Andish, M., Adnan-rad, A. (2017), Factors affecting the retention of knowledge workers with the aim of developing quality of work life programs at the Institute for International Energy Studies, Journal of Human resource management in the oil industry, 8(32), 149-176. [In Persian]
Goudarzvand-Chegini, D., Chirani, M., Ghane-Koushalshahi, S. F., Moradi, M. (2016), Investigating the relationship between talent management and organizational performance, Journal of Productivity management, 10(38), 253-278. [In Persian]
Hadi-Peikani, M., Khanifar, A. (2017), Explaining and prioritizing the factors affecting the dismissal of key employees in the companies transferred to the private sector of the Oil Company (Case study: Ahvaz Pipe Manufacturing Company). Journal of Human Resource Management in the Oil Industry, 8(31), 153-175. [In Persian]
Hasani, K., Sheikh-Esmaeili, S., Maghsoudi, K. (2013), Investigating the dimensions and components of meritocracy in managers and employees of educational institutions. Journal of Management and development process, 26(2), 119-140. [In Persian]
Hay M. (2002), strategies for survival in the war of talent. Career development international, 7 (1), 52-55.
Hossein-pour, Manteghi, M., Malek-Mohammadi, S. (2015), Investigating the Role of Talent Management in Organizational Capital Development (Case Study: Iran Helicopter Support and Renovation Organization - Penha), Journal of Innovation Management, 4(3), 97-118. [In Persian]
Jayasingam, Sh., Muhiniswari, G., Sharan, K.G.S. (2016), Instilling affective commitment: insights on what makes knowledge workers want to stay. Management Research Review, 39(3), 266-288.
Joo, B. K. Hahn, H. J., Peterson, S.L. (2015), Turnover intention: The effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity. Human Resource Development International, 18(2), 116-130.
Kalali, N. S. (2015), A Fuzzy Inference System for Supporting the Retention Strategies of Human Capital, Procedia - Social and Behavioral Sciences, 207, 344-353.
Kamran-nejad, A. R., Hosseini, H., Nazari, N. A., Mohtaram, M. R. (2011), Practical solutions for attracting and retaining human resources in order to increase organizational productivity. Journal of Oriental Disciplinary Studies, Preface, 38-48. [In Persian]
Kelly, L. L., Blackman, D. A., Hurst, J. (2007), An Exploration Of The Relationship Bev tween Learning Organizations And The Retention Of Knowledge Workers, The Learning Organization, 14, 204-221.
Kosari-pour, m., Shahlayi-Bagheri, J., Afshari, M. (2014), Investigating the relationship between the functions of caring for managerial factors and maintaining human resources in the Ministry of Sports and Youth. Journal of Sports Management Studies, 26, 71-92. [In Persian]
Mehdi-Beigi, N., Kamalian, A. R., Yaghoubi, N. M., Pour-Ezzat, A. A., Ronaghi, M. H. (2019), Developing the capacity of administrative system reform in the light of smart organization with data-driven approach, Journal of Human resource management research, 9(3), 111-132. [In Persian]
Mir-Bageri, A. R., Tahmasebi, H., Hashemi, A. (2010), Effective strategies in retaining knowledge-based employees. Journal of Tadbir, 219, 22-29. [In Persian]
Mohammadi, M., Pour-Kiani, M. (2014), The effect of the dimensions of the general policies of the administrative system in the field of human resources on the retention of knowledge-based staff in the body of the Iranian higher education system. Journal of Public Management Mission, 5(13), 23-30. [In Persian]
Mojibian, F., Fartouk-zade, H. R. Rajabi-Nahouji, M., Mostafayi, Kh. (2015), Investigating the reasons for the departure of knowledge employees from knowledge-based companies with a dynamic approach. Journal of Iranian Management Sciences, 10(37), 23-49. [In Persian]
Moradi, M., Bashokouh, M., Ahmadi. H. (2016), A survey of talent management among faculty members of Mohaghegh Ardabili University. Journal of Educational Management Innovations, 11(3), 105-120. [In Persian]
Mosleh-Shirazi, A. N., Mohammadi, A., Avaz-pour, N. (2018), An overview of the characteristics of knowledge-based companies. Fifth International Conference on Innovation, Development and Business, Tehran, Kianpajoohan Scientific Institute. [In Persian]
Oliver, S., Reddy Kandad, K. (2006), How to develop knowledge culture in organizations? A multiple case study of large distributed organizations, Journal of Knowledge Management, 10(4), 6-24.
Palvalin, M. Theo van der Voordt, T. J. (2017), The impact of workplaces and selfmanagement practices on the productivity of knowledge workers, Journal of Facilities Management, 15(4), 423-438.
Parish, R., Salarzehi, H. A., Mougheli, A. R., Roshan, S. A. Gh. (2016), A framework for talent management in the tourism industry. Journal of Human Resource Management Research (Imam Hossein University), 8(3), 19-36. [In Persian]
Pittino, D., Visintin F., Lenger T., Sternad D. (2016). Are high performance work practices really necessary in family SMEs? An analysis of the impact on employee retention, Journal of Family Business Strategy, 7(2), 75-89.
Pouladi, H., Keshavarzan, M. M. (2016), Analysis and pathology of the manpower maintenance system. Toli Technical Office Press, First Edition. [In Persian]
Price, J. L. (2006), Reflections on the determinants of voluntary turnover. International Journal of manpower, 22(7), 600-624.
Rasouli, R., Rashidi, M. (2015), Designing and explaining the maintenance model of knowledge-based staff. Journal of Human resource management research, 7(1), 39-55. [In Persian]
Romans, J., & Lardner, L. (2005), Integrated talent management at BD Japan: How a holistic approach to talent management built a high performance culture. Strategic HR Review, 4(5), 16-19.
Sehat, S., Taghavi-fard, M. T., Salami, R., Afsharian, M. (2019), A model for the successful implementation of talent management in knowledge-based companies. Journal of Strategic Management Studies, 37, 41-60. [In Persian]
Shahvazian, S., Mortazavi, S. (2013), Identifying the factors affecting the retention of susceptible individuals: A qualitative approach to phenomenology. The First International Conference on Challenges and Solutions Management, Shiraz. [In Persian]
Sharer, E., Jones, C. J., Morris, A., Harpel, A., Miesle, A., Dixon, J. (2016), Recruiting and Maintaining Millennial Talent for the JM Smucker Company, 1-43.
Shekari, M. R., Esmaeili-Givi, A. R., Keshavarz, H. (2016), Investigating knowledge management infrastructure and its impact on organizational intelligence in research institutes affiliated to the Ministry of Science, Research and Technology. Journal of Information Processing and Management, 31(4), 1075-1097. [In Persian]
Sleiderink, D. E. M. (2012), Talent management in health care: identifying and retaining talent at Medisch Spectrum Twente, 1-65.
Sohrabi, R. A., Jafari-Seresht, D., Miandar-Basmanj, F. (2017), Provide a talent management framework with a human resource agility approach. Journal of Human Resource Management Research, 9(3), 179-204. [In Persian]
Stephen, T; Lakhani, B; Brown, D. A.; Malmi, T. (2008), Strategic human resource management and knowledge workers. Journal of Strategic human resource management, 31(9), 683-696.
Tabarsa, Gh. A., Azimi, S. S. (2016), The fusion of knowledge organization, knowledge-based staff, and knowledge management: A new triangle in management concepts. The first international conference on new paradigms of business and organizational intelligence management, Tehran, University of Shahid Beheshti. [In Persian]
Tahmasebi, R., Gholipour, A., Javaheri-zade, E. (2012), Talent Management: Identifying and Ranking the Factors Affecting the Recruitment and Retention of Scientific Talents. Journal of General Management Research, 5(17), 5-26. [In Persian]
Tayebi-Abolhasani, S. A., Khodabakhshi, M. (2017), Factors affecting the survival of knowledge human resources in knowledge-based companies. Journal of Human Resource Management Research (Imam Hossein University), 9(2), 167-192. [In Persian]
Van Zyl, E. S., Mathafena, R. B., & Ras, J. (2017), The development of a talent management framework for the private sector. SA Journal of Human Resource Management, 15, 1-19.
Venkatesh, A.N.(2017), Integrated Talent Management Framework for Healthier Healthcare Performance–A Strategic Approach.American International Journal of Research in Humanities, Arts and Social Sciences,9
_||_Abbasi-Esfenjani, H. (2017), Designing a Commercialization Model for Academic Research by Modeling Structural Equations of Partial Least Squares (SEM-PLS), Journal of Journal of Commerce,21(82), 33-65. [In Persian]
Abtahi, S. H., Kheir-Andish, M. (2009), Pattern of suitable contextual factors for knowledge organizations (Case study: National Iranian Petroleum Products Distribution Company), Journal of Human resource management in the oil industry, 3(6), 113-140. [In Persian]
Afkhami-Ardakani, M., Farahi, R. (2011), Culture, organizational commitment and willingness to leave the knowledge staff: Designing and explaining a model in the Petroleum Industry Research Institute, Journal of Iranian Management Sciences, 6(24), 1-24. [In Persian]
Ahmadi, H. (2017), Modeling the effective factors on talent management of secondary school teachers in Ardabil. Master Thesis, Department of Educational Management, Mohaghegh Ardabili University. [In Persian]
Cooke, F. L., Saini, D. S. Wang, J. (2014), Talent management in China and India: a comparison of management perceptions and human resource practices, Journal of World Business, 49(2), 225-235.
Davari, A., Reza-zade, A. (2013), Structural equation modeling with PLS software. Tehran: University Jihad Publications, first edition, 1-240. [In Persian]
De Boeck, G., Meyers, M. C., Dries, N. (2018), Employee reactions to talent management: Assumptions versus evidence, Journal of Organizational Behavior, 39(2), 199-213.
Deghati, A. (2016), Strategic approach to retaining manpower in higher education in South Khorasan province, Journal of Public Management Research, 9(32), 137-153. [In Persian]
Dehghanan, H., Efjei, S. A. A., Soltani, M., Javaheri-zade, E. (2018), Data model based on the talent management process. Journal of Human Resource Management Research (Imam Hossein University), 10(4), 185-217. [In Persian]
Dehghani, M., Yaghoubi, N. M., Mougheli, A. R., Vazifen Z. (2019), Provide a comprehensive model of factors affecting the effective establishment of knowledge management, Journal of A new approach in educational management, 10(37), 109-132. [In Persian]
Doaei, H. A., Borjalilou, Sh. (2010), Investigating the relationship between perceived organizational support and organizational commitment and intention to leave the service. Journal of Public Management Perspectives,1(3), 63-77. [In Persian]
Efjei, S. A. A. Saleh-Ghafari, A. (2012), Factors Affecting the Retention and Retirement of Knowledge-Based Employees (Case Study: University Jihad, Tehran Branch). Journal of Culture strategy, 21, 79-112. [In Persian]
Gholam-Hosseini, E., Esmaeili, A. R. (2011), Investigating the effect of organizational commitment on manpower retention. Journal of NAJA Human Resources, 2(23), 1-24. [In Persian]
Gholipour, R. A., Amiri, A. N., Medi-zade, M. R., Zamanifar, M. (2013), Identifying the factors affecting the retention of knowledge workers in Iran Oil Refining and Distribution Company. Journal of organizational culture management, 11(2), 133-161. [In Persian]
Ghorbani-zade, V. A., Kheir-Andish, M., Adnan-rad, A. (2017), Factors affecting the retention of knowledge workers with the aim of developing quality of work life programs at the Institute for International Energy Studies, Journal of Human resource management in the oil industry, 8(32), 149-176. [In Persian]
Goudarzvand-Chegini, D., Chirani, M., Ghane-Koushalshahi, S. F., Moradi, M. (2016), Investigating the relationship between talent management and organizational performance, Journal of Productivity management, 10(38), 253-278. [In Persian]
Hadi-Peikani, M., Khanifar, A. (2017), Explaining and prioritizing the factors affecting the dismissal of key employees in the companies transferred to the private sector of the Oil Company (Case study: Ahvaz Pipe Manufacturing Company). Journal of Human Resource Management in the Oil Industry, 8(31), 153-175. [In Persian]
Hasani, K., Sheikh-Esmaeili, S., Maghsoudi, K. (2013), Investigating the dimensions and components of meritocracy in managers and employees of educational institutions. Journal of Management and development process, 26(2), 119-140. [In Persian]
Hay M. (2002), strategies for survival in the war of talent. Career development international, 7 (1), 52-55.
Hossein-pour, Manteghi, M., Malek-Mohammadi, S. (2015), Investigating the Role of Talent Management in Organizational Capital Development (Case Study: Iran Helicopter Support and Renovation Organization - Penha), Journal of Innovation Management, 4(3), 97-118. [In Persian]
Jayasingam, Sh., Muhiniswari, G., Sharan, K.G.S. (2016), Instilling affective commitment: insights on what makes knowledge workers want to stay. Management Research Review, 39(3), 266-288.
Joo, B. K. Hahn, H. J., Peterson, S.L. (2015), Turnover intention: The effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity. Human Resource Development International, 18(2), 116-130.
Kalali, N. S. (2015), A Fuzzy Inference System for Supporting the Retention Strategies of Human Capital, Procedia - Social and Behavioral Sciences, 207, 344-353.
Kamran-nejad, A. R., Hosseini, H., Nazari, N. A., Mohtaram, M. R. (2011), Practical solutions for attracting and retaining human resources in order to increase organizational productivity. Journal of Oriental Disciplinary Studies, Preface, 38-48. [In Persian]
Kelly, L. L., Blackman, D. A., Hurst, J. (2007), An Exploration Of The Relationship Bev tween Learning Organizations And The Retention Of Knowledge Workers, The Learning Organization, 14, 204-221.
Kosari-pour, m., Shahlayi-Bagheri, J., Afshari, M. (2014), Investigating the relationship between the functions of caring for managerial factors and maintaining human resources in the Ministry of Sports and Youth. Journal of Sports Management Studies, 26, 71-92. [In Persian]
Mehdi-Beigi, N., Kamalian, A. R., Yaghoubi, N. M., Pour-Ezzat, A. A., Ronaghi, M. H. (2019), Developing the capacity of administrative system reform in the light of smart organization with data-driven approach, Journal of Human resource management research, 9(3), 111-132. [In Persian]
Mir-Bageri, A. R., Tahmasebi, H., Hashemi, A. (2010), Effective strategies in retaining knowledge-based employees. Journal of Tadbir, 219, 22-29. [In Persian]
Mohammadi, M., Pour-Kiani, M. (2014), The effect of the dimensions of the general policies of the administrative system in the field of human resources on the retention of knowledge-based staff in the body of the Iranian higher education system. Journal of Public Management Mission, 5(13), 23-30. [In Persian]
Mojibian, F., Fartouk-zade, H. R. Rajabi-Nahouji, M., Mostafayi, Kh. (2015), Investigating the reasons for the departure of knowledge employees from knowledge-based companies with a dynamic approach. Journal of Iranian Management Sciences, 10(37), 23-49. [In Persian]
Moradi, M., Bashokouh, M., Ahmadi. H. (2016), A survey of talent management among faculty members of Mohaghegh Ardabili University. Journal of Educational Management Innovations, 11(3), 105-120. [In Persian]
Mosleh-Shirazi, A. N., Mohammadi, A., Avaz-pour, N. (2018), An overview of the characteristics of knowledge-based companies. Fifth International Conference on Innovation, Development and Business, Tehran, Kianpajoohan Scientific Institute. [In Persian]
Oliver, S., Reddy Kandad, K. (2006), How to develop knowledge culture in organizations? A multiple case study of large distributed organizations, Journal of Knowledge Management, 10(4), 6-24.
Palvalin, M. Theo van der Voordt, T. J. (2017), The impact of workplaces and selfmanagement practices on the productivity of knowledge workers, Journal of Facilities Management, 15(4), 423-438.
Parish, R., Salarzehi, H. A., Mougheli, A. R., Roshan, S. A. Gh. (2016), A framework for talent management in the tourism industry. Journal of Human Resource Management Research (Imam Hossein University), 8(3), 19-36. [In Persian]
Pittino, D., Visintin F., Lenger T., Sternad D. (2016). Are high performance work practices really necessary in family SMEs? An analysis of the impact on employee retention, Journal of Family Business Strategy, 7(2), 75-89.
Pouladi, H., Keshavarzan, M. M. (2016), Analysis and pathology of the manpower maintenance system. Toli Technical Office Press, First Edition. [In Persian]
Price, J. L. (2006), Reflections on the determinants of voluntary turnover. International Journal of manpower, 22(7), 600-624.
Rasouli, R., Rashidi, M. (2015), Designing and explaining the maintenance model of knowledge-based staff. Journal of Human resource management research, 7(1), 39-55. [In Persian]
Romans, J., & Lardner, L. (2005), Integrated talent management at BD Japan: How a holistic approach to talent management built a high performance culture. Strategic HR Review, 4(5), 16-19.
Sehat, S., Taghavi-fard, M. T., Salami, R., Afsharian, M. (2019), A model for the successful implementation of talent management in knowledge-based companies. Journal of Strategic Management Studies, 37, 41-60. [In Persian]
Shahvazian, S., Mortazavi, S. (2013), Identifying the factors affecting the retention of susceptible individuals: A qualitative approach to phenomenology. The First International Conference on Challenges and Solutions Management, Shiraz. [In Persian]
Sharer, E., Jones, C. J., Morris, A., Harpel, A., Miesle, A., Dixon, J. (2016), Recruiting and Maintaining Millennial Talent for the JM Smucker Company, 1-43.
Shekari, M. R., Esmaeili-Givi, A. R., Keshavarz, H. (2016), Investigating knowledge management infrastructure and its impact on organizational intelligence in research institutes affiliated to the Ministry of Science, Research and Technology. Journal of Information Processing and Management, 31(4), 1075-1097. [In Persian]
Sleiderink, D. E. M. (2012), Talent management in health care: identifying and retaining talent at Medisch Spectrum Twente, 1-65.
Sohrabi, R. A., Jafari-Seresht, D., Miandar-Basmanj, F. (2017), Provide a talent management framework with a human resource agility approach. Journal of Human Resource Management Research, 9(3), 179-204. [In Persian]
Stephen, T; Lakhani, B; Brown, D. A.; Malmi, T. (2008), Strategic human resource management and knowledge workers. Journal of Strategic human resource management, 31(9), 683-696.
Tabarsa, Gh. A., Azimi, S. S. (2016), The fusion of knowledge organization, knowledge-based staff, and knowledge management: A new triangle in management concepts. The first international conference on new paradigms of business and organizational intelligence management, Tehran, University of Shahid Beheshti. [In Persian]
Tahmasebi, R., Gholipour, A., Javaheri-zade, E. (2012), Talent Management: Identifying and Ranking the Factors Affecting the Recruitment and Retention of Scientific Talents. Journal of General Management Research, 5(17), 5-26. [In Persian]
Tayebi-Abolhasani, S. A., Khodabakhshi, M. (2017), Factors affecting the survival of knowledge human resources in knowledge-based companies. Journal of Human Resource Management Research (Imam Hossein University), 9(2), 167-192. [In Persian]
Van Zyl, E. S., Mathafena, R. B., & Ras, J. (2017), The development of a talent management framework for the private sector. SA Journal of Human Resource Management, 15, 1-19.
Venkatesh, A.N.(2017), Integrated Talent Management Framework for Healthier Healthcare Performance–A Strategic Approach.American International Journal of Research in Humanities, Arts and Social Sciences,9
