Abstract:
The purpose of this paper was to present the talent supply chain management model of the National Iranian Oil Company. In term of aim, this research is considered an applied and developmental research based on mixed method. The statistic population in qualitative step consisted articles in domstic and foreign scientific information bases related to talent management and in Quantitative step the human resources experts of company. The statistical samples for Meta synthesis included 12 articles related to talent supply chain management, which was determined through a multi-stage refinement of 109 papers and for Fuzzy interpretive structural modeling 22 HRM experts were selected by purposeful and judgmental method. Based on the research findings, talent supply chain network structure, talent supply chain key processes, managerial elements, core functions, talent supply chain performance and talent supply chain strategies are dimensions of the talent supply chain management model. In the presented model, the structure of the talent supply chain network has the highest driving power and the performance of talent supply chain management has the highest dependence degree.
Machine summary:
Based on the research findings, network structure, key talent supply chain processes, managerial elements, main functions, performance, and talent supply chain strategies were identified as the dimensions of the talent supply chain management model for the National Iranian Oil Company.
The secondary objectives of the research include identifying the dimensions, components, and indicators of the talent supply chain management pattern of the National Iranian Oil Iranian Oil Company, determining how these dimensions interact with each other, and providing solutions for better managing uncertainty in predicting and supplying the required talents in order to reduce talent supply and demand mismatch, skill gaps, and related costs.
Examining the definitions provided by various researchers indicates the existence of dimensions such as innate abilities (Axelrod & Michaels, Handfield-Jones, 2001), regular development of abilities and skills (Gagne, 2000), strong performance potential (Tansley, Stewart & Turner, Carley, Harris, Sempik, 2007), competence, commitment, and cooperation (Smallwood & Ulrich, 2012) in talented individuals.
In the meta-synthesis stage, the statistical population consisted of talent management articles in domestic and foreign scientific databases, and in the interpretive structural modeling stage, it consisted of human resources experts from the National Iranian Oil Company.
As previously mentioned, the main research question in the meta-synthesis section was how the talent supply chain management pattern of the National Iranian Oil Company is and what its indicators, 1 Meta- Synthesis 2 Sandelowski & Barroso components and dimensions are?
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