Effects of Perceived in Talents Management Practices on Employee Effectiveness and Turnover Intention

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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 The traditional concept of human resource management has been replaced by a concept of human capital perspective.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
Stream: Knowledge and Technology
Presentation Type: Paper Presentation in English
Paper: Effects of Perceived in Talents Management Practices on Employee Effectiveness and Turnover Intention


Dr. Sophia Hsiu-Hua Hu

Assistant Professor, Dept. of International Business, Ming Chuan University
Taipei, Taiwan

Prior to my PhD program, I worked at Watson Wyatt Consulting Company (http://www.watsonwyatt.com/) as a senior consultant in human resource management for over 10 years. During this period of time, I worked on projects for many Chinese, Taiwanese and China-based US companies in area of compensation, performance management and human resource management.

Chin-Wen Chang

Graduated Student, Graduate Program in International Business, Ming Chuan University
Taipei, ROC, Taiwan


Ref: T08P0297