Effects of Perceived in Talents Management Practices on Employee Effectiveness and Turnover Intention
The advent of the knowledge economy has seen a quick shift in industrial structures from labor-intensive and low technology models to knowledge oriented and high technology models. The traditional concept of human resource management has been replaced by a concept of human capital perspective. As "key talents" can help companies to create innovative business models to attain a competitive advantage, the biggest challenge of human resource management is how best to retain key employees. Effective human capital management will depend on the talent retention mechanisms in an organization, concluding performance appraisal, compensation management, and career development. According to social exchange theory, the study will expect to examine the effect of the implementation in talents retention programs on employee effectiveness (task performance); to investigate what practice will have more predictable effect on employee effectiveness (organizational commitment, job satisfaction, and turnover intention); to compare the gap effects between programs’ implementation and staff's perception of talents management practices on employee effectiveness.
Keywords: Talents Management Practices, Performance Appraisal, Compensation Management, Career Development, Employee Effectiveness and, Turnover Intention
Dr. Sophia Hsiu-Hua Hu
Assistant Professor, Dept. of International Business, Ming Chuan University
Graduated Student, Graduate Program in International Business, Ming Chuan University