Abstract
Summary
The purpose of this work was to identify and develop a talent management model of the general directorate of the Sports and Youth departmentns of the Fars Province in Iran. This research work was conducted according to the Grand theory, and the qualitative and quantitative research methods were used.
Introduction
The talent management process is the application of a set of integrated activities to ensure that the organization recruits, retains, motivates, and develops the forces it requires now and in the future. The Sports and Youth departments at the provincial level are among the organizations that have a very valuable role in the country's sports, and improving the performance of these departments will lead to a further development in the country's sports. One of the most important pillars on which the development of organizations as well as the Sports and Youth departments depends is the human resources and the talent management process in these departments.
Methodology and Approach
The participants in this work included the experts, professors, and researchers in the fields of sports management, managers, head of sports delegations, staff and employees of sports, and youth departments in the Fars Province in Iran. From the interview 11 onwards, we did not enter much new information into the study so 14 semi-structured individual interviews were conducted. The data analysis was performed using the systematic method of Strauss and Corbin including a three-step open, axial, and selective coding.
Results and Conclusion
A total of 80 primary codes were generated from a total of 14 interviews, and then similar codes were classified based on the conceptual and semantic similarity, and placed in their own group and reduced to 22 sub-categories. The political legal constraints, financial conditions of the organization, causal conditions (service compensation system, job opportunities, ability and job fit, organizational environment, organizational communication, and organizational management), axis phenomenon (talent management process), strategies (identification and recruitment, recruitment and employment, retention, and development and improvement), underlying factors (conceptualization of talent, organizational vision, and attitudes of managers), and consequences (job satisfaction, role-playing behavior, job motivation, organizational commitment, sustainable competitive advantage, and talent retention and succession) were identified. According to the results of the research work, the managers can prevent the talent migration and waste of costs by focusing on the talent management process and using the proper human resource management strategies, and improve the employee performance and increase the productivity of the organization and promote sports in the Fars Province.
Keywords
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