چکیده:
The complexity and turbulence of the cultural environment of the society has made it necessary to change the approach of cultural organizations from functionalist systems to "problem-centered" cultural systems as an inevitable issue. This requires a change of approach from designing to learning. Since the basic foundation for organizational learning is attention to human capital, the need for talent is abundantly felt. Talent Management in this study is a kind of integrated Human Resource Management with a talents-focused approach. It emphasizes high-performance individuals who specifically work for the organization and are defined as talent or the superiors. But the main question is how to identify these people, which is the purpose of this study in a cultural organization. In this study, the qualitative research methodology has been carried out in a cultural organization over a two-year period, and the relevant indicators and dimensions are extracted and categorized as components of the system. Then, they are prioritized and weighted by Analytical Hierarchy Process Analysis (AHP).Accordingly, to identify the talents in the cultural organization, 17 indicators in three domains of input, process, and output are identified in five dimensions of personality, attitude, individual capabilities, interpersonal capabilities and performance, and are prioritized and weighted in four occupational categories, namely expert, operational director, managers and top managers.
خلاصه ماشینی:
Identifying the System Pattern of Talent Indicators; A Study of Action Research in a Cultural Organization Javad Mohammadsalehi *1, Mohammadreza Bagherzadeh 2, Seyed Mousa Rajaei 3 1.
Talent management in this research is a type of integrated human resource management with an approach focused on talents; high-performing individuals who have special value for the organization and are defined as talents or the best.
The present study was conducted using a qualitative action research method over a two-year period in a cultural organization, and related indicators and dimensions were extracted and categorized into system components.
Accordingly, for identifying talents in a cultural organization, 17 indicators in 3 input, process, and output axes were determined in personality, attitudinal, individual capabilities, interpersonal capabilities, and functional dimensions, and weighted and ranked in 4 job categories of expert, operational manager, middle manager, and senior manager.
This means that the researcher, during two years of continuous presence, extracted talent indicators in the cultural organization under study, in the first step, based on an inductive approach and with the consensus of expert employees, identified the subject of the research.
The weighting and ranking of talent dimensions and indicators were performed separately at four organizational levels – including senior managers, middle managers, operational managers, and specialists of the cultural organization under study.
Therefore, the present research was conducted with the aim of identifying and ranking the dimensions and indicators of talent in cultural organizations.
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