پیوندهای مفید
اخبار و اعلانات
آمار
| تعداد نشریات | 31 |
| تعداد شماره‌ها | 334 |
| تعداد مقالات | 3,274 |
| تعداد مشاهده مقاله | 4,073,611 |
| تعداد دریافت فایل اصل مقاله | 4,879,393 |
Presenting Talent Management Model in Tehran City Schools: A Qualitative Study | ||
| School Administration | ||
| مقاله 2، دوره 8، شماره 3، آذر 2020، صفحه 50-29 اصل مقاله (1.03 M) | ||
| نوع مقاله: Qualitative Research Paper | ||
| نویسندگان | ||
| غلامرضا عزیزی* 1؛ میترا عزتی2؛ امیرحسین محمدداودی3 | ||
| 1دانشجوی دکتری مدیریت آموزشی، دانشگاه آزاد اسلامی واحد قم، ایران | ||
| 2استادیار گروه مدیریت اموزشی، دانشکده روانشناسی و علوم تربیتی دانشگاه تهران، ایران | ||
| 3دانشیار گروه مدیریت آموزشی، دانشکده علوم انسانی، دانشگاه آزاد اسلامی واحد ساوه، ساوه، ایران | ||
| چکیده | ||
| This study aims to identify the dimensions and components of talent management in schools in Tehran. The present study was applied in terms of purpose, qualitative in terms of method and content analysis in terms of research method. Participants in this study, based on the rule and principle of theoretical saturation, included 8 experts available in the field of talent management in Tehran, who were selected by purposive sampling. The data collection tool is a semi-structured interview. Data were analyzed using MAXQDA 2018 software. Data validation was performed by participants using the verification method. Based on the research findings, the dimensions and components of talent management in schools include; Talent-supporting laws and regulations, having a talent management perspective, talent management financial resources, creating an atmosphere of talent support, establishing soft infrastructure, establishing hard infrastructure, scientific and academic system, quality of teaching and learning and talent management. Today, the school and its activities are constantly being judged by public opinion. The school is the only organization that has a direct relationship with the external environment and its customers are all sections of society. "Schools and their work are always subject to public judgment," it said. This is especially true in countries where people care about education and its consequences. Therefore, schools and their administrators must be aware of the sensitivity of school-community relations to public opinion and public reaction. ”The first priority of education today is to have capable and talented principals to run schools effectively. To this end, identifying talents can facilitate effectiveness. Talent management in education refers to identifying and employing effective teachers and administrators for all schools and classrooms and equipping them with the educational and leadership skills needed to dramatically improve student achievement. Talent management in schools and familiarizing students, teachers, and parents with the unique abilities and talents of students, introduces and recognizes the abilities, desires, and limitations of students, thereby helping the individual to make more sensible and realistic decisions. Healthy life, succeed. Necessity and importance of talent is an important factor in the success or failure of people in jobs and organizations, without having talent in a field will not achieve progress or the process will be very slow. Therefore, knowledge of the amount and type of talent and selection of talented people. It will help the organizations to have a good forecast of the future considering the talented forces in the organization and in this way they can improve their organizational performance. Talent management creates a two-way commitment between employees and the organization by creating the right environment, the result of which is nothing but improving individual and organizational performance. By identifying the capabilities of employees and putting them in the right place and using these capabilities and developing them and timely and appropriate appreciation of the desired performance, both employee satisfaction and the organization achieves its goals according to Due to the importance of this issue, it has been selected to conduct this research. Undoubtedly, no one can have as much influence over what goes on in schools as a teacher. The teacher can turn education into a process of joy and success, or a fruitless process and become the main architect of the education system and succeed. Every education system depends on his knowledge and professional skills. Their performance is not the same. Certainly, teachers are successful in their serious responsibility to have a positive attitude towards their job and profession in the first place. The importance of positive job attitudes in the teaching profession and its role in students' academic performance has been repeatedly reported and confirmed. In fact, teachers show initiative and love for their work in order to achieve the goals of teaching and learning through the work they do. Therefore, it is necessary for the education system to emphasize the education of people who are able to solve unpredictable problems creatively. Education is evolving in most developed countries, and efforts are being made to break through traditional education frameworks and use new methods to make education more effective and efficient, and thus nurture students' minds. Recent advances in industry, computers, and telecommunications Increasingly learning has become a self-taught state, thus cultivating creative thinking and ultimately creating creative effects by engaging thoughts for learning independence. In general, teachers need to create opportunities to solve problems that require creative thinking. The concern, claim, or in other words, the primary intuition of the researcher, was to discover the basic dimensions and components of talent management in gifted schools. So that this concern was worthy of attention and research and can play a role in optimizing and effectiveness of the talent management process in gifted schools by teachers and principals. On the other hand, such a concern can be very important for the statistical community such as teachers and principals, because the purpose of talent management is to provide a platform for strengthening the relevant talent of gifted school staff, their use in teaching and the job of teachers and principals. It can be very important in schools. Therefore, based on such initial intuitions and concerns, the researcher tried to study talent management in the statistical community of teachers and principals of gifted schools in Tehran. In this regard, conceptualization was discussed. A total of 9 dimensions in this study as effective dimensions on talent management in gifted schools in Tehran include; Rules supporting regulations for talent, having a vision for talent management, financial resources for talent management, creating an atmosphere of talent support, establishing soft infrastructure, establishing hard infrastructure, scientific and academic system, quality of teaching and learning and talent management were identified. Always remember that making small changes can make big, fruitful and effective changes in students. Therefore, today's society needs creative, dynamic, innovative, flexible and responsive forces that the identification, recruitment, training, support and retention of these elites can begin through talent management of gifted schools and educational institutions that play a key role in the formation and flourishing of talent. . | ||
| کلیدواژه‌ها | ||
| Talent؛ Talent Management؛ Students؛ Schools | ||
| مراجع | ||
|
Aksakal, E., Dagdeviren, M., Eraslan, E., & Yuksel, I. (2013). Personal Selsction Based On Talent Management. Procedia- Social and Behavioral Sciences, Elsevier,73, 68-72. Alagheband, A. (2013). Introduction to Educational Management. Tehran:, Ravan Publishing. [in Persian]. Bhatt, M. P., & Behrstock-Sherratt, E. (2010). Managing Educator Talent: Promising Practices and Lessons from Midwestern States, Learning Point Associates. Chao Hong, Sh., & Abdelqader Alsakarneh, A. (2015). Talent management in twenty - first century: theory and practically. International Journal of Applied Research, 1(11), 1036-1043. Drafsh, H., Farhadi Rad, H., & Abharakpour, A. (2017). The Role of Talent Management in Organizational Health of Ahwaz Secondary Education Schools. Journal of School Administration, 5(2), 47-61. [in Persian]. Fallahmohsen khani, Z. (2015). Analysis of Iran's labor force using flow statistics. Iranian Journal of Official Statistics Studies, (26) 2, 201-230. [in Persian]. Ferasatkhah, M. (2016). Qualitative research method in social sciences with emphasis on basic theory (Grand Theory, GMT), Tehran: Agah Publications. [in Persian]. Graham, S. J., & Mowery, D. C. (2014). Intellectual property protection in the US software industry. Patents in the Knowledge-based Economy, 5(8), 219- 231. Iles, p., Chaui, X., & Preece, D. (2009). Talent Management and HRM in Multinational Companies in Beijing: Definitions, Differences and Drivers. Journal of World Business, 412, 3-11. Karatop, B. (2015). Talent management in manufacturing system using fuzzy logic approach. Computers & Industrial Engineering, 86, 127-136. Kehinde, J. S. (2012). Talent Management: Effect On Organization Performance. Jornal of management Research, 4(2), 33-44. Keshvari, H. (2011). Feasibility study of using teacher talent management in high schools in Tehran. Master Thesis in Educational Management, Kharazmi University of Tehran. [in Persian]. LusicaStan, S. (2012). Talent management and Cultural Influences on Human Resource management Processes. Department of business administration management 2(13), 1-62. Moghimi, S. M. (2011). Organization and management: a research approach. Tehran: Termeh Publications. [in Persian]. Momeni Rad, H. (2013). Qualitative content analysis in the research procedure: nature, stages and validity of the results. Educational Measurement Quarterly,14, 187-222. [in Persian]. Nijs, S., Gallardo-Gallardo, E., Dries, N., & Sels, L. (2014). "A Multidisciplinary Review into the Definition, Operationalization, and Measurement of Talent". Journal of World Business, 49 (2), 180-191. Rashki, M., Salarzehi, H., & Kamalian, A. R. (2017). Designing the Entrepreneurial Talent Management Model for Students of Higher Education Institutions in the country with a Foundation data approach. Journal of Entrepreneurship Development, 2(4), 595-614. [in Persian]. Rezaian, A., & Soltani, F. (2009). Introducing a comprehensive and systematic model of talent management to improve the individual performance of oil industry employees. Human Resource Management in the Oil Industry, 3 (8), 7-50. [in Persian]. Saif Hashemi, F., Abbaspour, A., Ghiasi Nadoshan, S., & Khorsandi Taskooh, A. (2019). Design and Credit of Talent Management Model in Schools of Islamic Azad University (Sama). Journal of School Administration, 7(2), 294-314. [in Persian]. Salehzadeh, R., & Labaf, L. (2011). developed a model for strategic management talent to improve organizational performance. the Executive, (1), 86-98. [in Persian]. Sayadi, S., Mohammadi, M., & Nikpour, A. (2012). Investigating the relationship between talent management and job satisfaction of employees in the central headquarters of the Social Security Fund. School Management Process, 25( 80), 131-148. [in Persian]. Seyedjavadin, R., & Pahlavansharif, M. A. (2017). talent management; Conceptual foundations and approaches. Strategic Management Thought, 11 (1), 170141. [in Persian]. Shekari, G. A., Hakimzadeh, A., & Salahshour, S. (2012). On the Productivity of Human Resources Using Performance Evaluation Methods. Australian Journal of Basic and Applied Sciences, 6(8), 469-482. [in Persian]. Skoli, S. L. (2010). Leveraging Employee Engagement through a Talent Management Strategy: Optimizing Human Capital through Human Resources and Organizational Development Strategy in a Field Study. (Unpublished doctoral dissertation), Benedictine University. Tahmasebi, R., Gholipour, A., & Javaherizadeh, A. (2012). Talent Management: Identifying and ranking the factors affecting the absorption and retention of scientific talents. Public Management Reserches, 5(17), 5-26. [in Persian]. | ||
|
آمار تعداد مشاهده مقاله: 701 تعداد دریافت فایل اصل مقاله: 1,168 |
||