This study examines the influence of talent management practices on employee retention among the administrative staff of small projects in Syria. Using a sample of 217 administrative staff, the study employs regression analysis to assess the impact of these practices on retention. The findings reveal a significant relationship, providing insights for organizations keen on retaining talented employees and enhancing productivity.
This summary provides an overview of the key points from the document in 3 sentences:
The document discusses implementing human capital management strategies to improve business performance at Yonly Glass, a glass processor and applicator company in Indonesia. It examines how Yonly Glass can recruit and train skilled workers, establish corporate culture and policies around recruitment, training, performance evaluation and more. The study finds that implementing robust human resource management practices is necessary for companies in this sector to compete successfully.
A Study of Talent Management Practices and Strategies in the Service SectorDr. Amarjeet Singh
Talent management is a mechanism which involves hiring, assigning, transferring, growth and retaining of employees in the organisation. It is important because it ensures top talent is attracted and effective employee performance, employee’s engagement and retainment of top talent. A thorough review of the work carried out shows that businesses are experiencing a talent shortage in this competitive period, which has placed pressure on them to recruit the best talent and to ensure that workers enter the company and choose to remain in the organization rather than seeking opportunities elsewhere. The importance of the different components of talent management for employees was another unexplored area. Existing research has not been able to resolve the problem of defining the importance of the different talent management elements and the weighting they bear for employees. The problem of employee perception and management perception of the efficacy of talent management activities has also not been discussed, to address this gap the researcher has attempted to study talent management practices in service sector. The author followed a systematic approach to address the research questions, the literature was reviewed, in research methodology, primary data was collected through questionnaire which followed a sampling method accompanied by hypothesis testing which revealed that the effective practices boosts up the efficiency of the employees and performance of the organization too.
This document summarizes a research paper that studied the effect of recruitment and selection on employee retention, with employee engagement as a mediating factor. The study was conducted on small and medium enterprises in Nigeria. The findings revealed that recruitment and selection alone do not have a substantial effect on retention, but combining it with employee engagement strategies can significantly improve retention. Specifically, employee engagement was found to mediate the relationship between recruitment/selection and employee retention. The document provides background on recruitment/selection, employee engagement, and retention based on previous literature.
A LITERATURE REVIEW ON MEASUREMENT OF TALENT MANAGEMENT PRACTICES (TMP) ACROS...Heather Strinden
This document provides a literature review on measurement of talent management practices across different sectors globally. It discusses several factors that are commonly used to measure talent management practices, including recruitment, training and development programs, rewards, appraisal, and retention. The summary analyzes talent management practices in the education sector specifically, noting that components like employee turnover, performance, recognition, and relationships/work environment are priorities. It also reviews several models and frameworks that have been developed and tested to assess talent management practices in academic institutions.
Exploring the Relationship between HR Practices and Employee Retention: A Stu...AI Publications
This academic article investigates the relationship between HR practices and employee retention within the tech industry. The study aims to analyze how specific HR practices impact employee retention and provide insights into effective strategies for organizations. The research sample includes 338 administrative staff members from various tech companies. The study employs a quantitative approach, conducting reliability analysis and regression analysis using SPSS to analyze the collected data.
Human resources engagement as a competitive strategy for performance in small...Alexander Decker
This document summarizes a study on human resource engagement as a competitive strategy for small and medium enterprises (SMEs) in Kenya, using Jirani Engineering Services as a case study. It finds that effective strategies for communication, equal pay, opportunities, and recognition positively impact employee engagement, productivity, and the firm's competitive advantage. While Jirani Engineering Services adopted human resource engagement strategies, the value added was not clearly assessed. The study aims to determine the value added by these strategies and recommend how Jirani can better implement strategic human resource planning to improve engagement and performance.
An Analysis of Selected Factors Influencing Talent Management in Public Secon...inventionjournals
Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. This research therefore sought to explore the factors influencing talent management of Teachers Service Commission in Kenya in the public secondary schools with specific reference to Nyandarua West Sub- County. The overall objective was to examine the factors influencing talent management in schools with specific reference to Nyandarua west Sub- County. The specific objectives was to find out how organizational culture affects talent management, to establish the extent to which training and Development affects talent management, to assess whether workplace environment affect talent management and to establish the extent to which retention strategies affect talent management. The study adopted a descriptive survey design and targeted 25 schools in Nyandarua County. The target population was 25 principles, 350 teaching staff and 230 non-teaching staff. Stratified random sampling and purposive sampling was used in determining the sample size of 121 participants. Sampling was guided by Gay (1976) who postulates that sample size of 10% is considered minimum for large populations and 20% for small populations. The research instruments included questionnaire, an observation schedule and interview schedule. Descriptive data analysis was done for qualitative data while qualitative data was used to supplement interpretation of quantitative data. The findings are interpreted along the study objectives. The findings of the study are aimed to benefit the management of various organizations since they identify the challenges that hinder effective implementation of talent management. This study is of great benefit to the scholars since it has increase the body of knowledge in the field of talent management.
The advantages of implementing the employee benefits plan and tis role in red...AI Publications
The research entitled "Advantages of Implementing Employee Benefits Plan and its Role in decrease the Costs of Human Resource promotion" includes clarifying the benefits and advantages of applying the retirement benefit plan and its role in developing, upgrading, qualifying and utilizing the human resources properly for the establishment and improving its capacity and efficiency effectively, thus demonstrating its impact on reducing production cost. The elimination of waste and wasteful in units.The problem discussed by the study can be presented as follows ((wasteful wastefulness in the possibilities available, and the shortening of human resources in exploiting them)). In order to find solutions and offer treatments to get rid of this problem. The study clarifies and explains the concept and history of the retirement benefit plan and its definition and then the types of the retirement benefits plan and methods of participation The plan of retirement benefits and methods of participation in them as well as factors affecting them, and how to measure the cost of retirement benefits, and investment of retirement benefit funds and disclosed in the financial statements, and then indicate the importance of human resources in the facility and its functions and characteristics, which is characterized by a fundamental and strategic role in the preparation and training of cadres of humanity and training and improve Developing its capabilities and efficiency in the success and achievement of the objectives of the establishment. In order to give clarification on the problem of the study. In order to solve the research problem, the study relies on adopting the following in order to reach the results that represent suggested solutions to the problem at hand, the following basic hypothesis can be formulated: (The adoption and implementation of the retirement benefit plan makes improvement and development ability and efficiency of human resources and reduce costs and eliminate aspects of wastefulness, and waste).The researcher prepared a questionnaire and fact-finding by asking questions and conducting a statistical analysis of the opinions of the members of the research sample. The researcher reached to a number of results displayed in conclusions.
This summary provides an overview of the key points from the document in 3 sentences:
The document discusses implementing human capital management strategies to improve business performance at Yonly Glass, a glass processor and applicator company in Indonesia. It examines how Yonly Glass can recruit and train skilled workers, establish corporate culture and policies around recruitment, training, performance evaluation and more. The study finds that implementing robust human resource management practices is necessary for companies in this sector to compete successfully.
A Study of Talent Management Practices and Strategies in the Service SectorDr. Amarjeet Singh
Talent management is a mechanism which involves hiring, assigning, transferring, growth and retaining of employees in the organisation. It is important because it ensures top talent is attracted and effective employee performance, employee’s engagement and retainment of top talent. A thorough review of the work carried out shows that businesses are experiencing a talent shortage in this competitive period, which has placed pressure on them to recruit the best talent and to ensure that workers enter the company and choose to remain in the organization rather than seeking opportunities elsewhere. The importance of the different components of talent management for employees was another unexplored area. Existing research has not been able to resolve the problem of defining the importance of the different talent management elements and the weighting they bear for employees. The problem of employee perception and management perception of the efficacy of talent management activities has also not been discussed, to address this gap the researcher has attempted to study talent management practices in service sector. The author followed a systematic approach to address the research questions, the literature was reviewed, in research methodology, primary data was collected through questionnaire which followed a sampling method accompanied by hypothesis testing which revealed that the effective practices boosts up the efficiency of the employees and performance of the organization too.
This document summarizes a research paper that studied the effect of recruitment and selection on employee retention, with employee engagement as a mediating factor. The study was conducted on small and medium enterprises in Nigeria. The findings revealed that recruitment and selection alone do not have a substantial effect on retention, but combining it with employee engagement strategies can significantly improve retention. Specifically, employee engagement was found to mediate the relationship between recruitment/selection and employee retention. The document provides background on recruitment/selection, employee engagement, and retention based on previous literature.
A LITERATURE REVIEW ON MEASUREMENT OF TALENT MANAGEMENT PRACTICES (TMP) ACROS...Heather Strinden
This document provides a literature review on measurement of talent management practices across different sectors globally. It discusses several factors that are commonly used to measure talent management practices, including recruitment, training and development programs, rewards, appraisal, and retention. The summary analyzes talent management practices in the education sector specifically, noting that components like employee turnover, performance, recognition, and relationships/work environment are priorities. It also reviews several models and frameworks that have been developed and tested to assess talent management practices in academic institutions.
Exploring the Relationship between HR Practices and Employee Retention: A Stu...AI Publications
This academic article investigates the relationship between HR practices and employee retention within the tech industry. The study aims to analyze how specific HR practices impact employee retention and provide insights into effective strategies for organizations. The research sample includes 338 administrative staff members from various tech companies. The study employs a quantitative approach, conducting reliability analysis and regression analysis using SPSS to analyze the collected data.
Human resources engagement as a competitive strategy for performance in small...Alexander Decker
This document summarizes a study on human resource engagement as a competitive strategy for small and medium enterprises (SMEs) in Kenya, using Jirani Engineering Services as a case study. It finds that effective strategies for communication, equal pay, opportunities, and recognition positively impact employee engagement, productivity, and the firm's competitive advantage. While Jirani Engineering Services adopted human resource engagement strategies, the value added was not clearly assessed. The study aims to determine the value added by these strategies and recommend how Jirani can better implement strategic human resource planning to improve engagement and performance.
An Analysis of Selected Factors Influencing Talent Management in Public Secon...inventionjournals
Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. This research therefore sought to explore the factors influencing talent management of Teachers Service Commission in Kenya in the public secondary schools with specific reference to Nyandarua West Sub- County. The overall objective was to examine the factors influencing talent management in schools with specific reference to Nyandarua west Sub- County. The specific objectives was to find out how organizational culture affects talent management, to establish the extent to which training and Development affects talent management, to assess whether workplace environment affect talent management and to establish the extent to which retention strategies affect talent management. The study adopted a descriptive survey design and targeted 25 schools in Nyandarua County. The target population was 25 principles, 350 teaching staff and 230 non-teaching staff. Stratified random sampling and purposive sampling was used in determining the sample size of 121 participants. Sampling was guided by Gay (1976) who postulates that sample size of 10% is considered minimum for large populations and 20% for small populations. The research instruments included questionnaire, an observation schedule and interview schedule. Descriptive data analysis was done for qualitative data while qualitative data was used to supplement interpretation of quantitative data. The findings are interpreted along the study objectives. The findings of the study are aimed to benefit the management of various organizations since they identify the challenges that hinder effective implementation of talent management. This study is of great benefit to the scholars since it has increase the body of knowledge in the field of talent management.
The advantages of implementing the employee benefits plan and tis role in red...AI Publications
The research entitled "Advantages of Implementing Employee Benefits Plan and its Role in decrease the Costs of Human Resource promotion" includes clarifying the benefits and advantages of applying the retirement benefit plan and its role in developing, upgrading, qualifying and utilizing the human resources properly for the establishment and improving its capacity and efficiency effectively, thus demonstrating its impact on reducing production cost. The elimination of waste and wasteful in units.The problem discussed by the study can be presented as follows ((wasteful wastefulness in the possibilities available, and the shortening of human resources in exploiting them)). In order to find solutions and offer treatments to get rid of this problem. The study clarifies and explains the concept and history of the retirement benefit plan and its definition and then the types of the retirement benefits plan and methods of participation The plan of retirement benefits and methods of participation in them as well as factors affecting them, and how to measure the cost of retirement benefits, and investment of retirement benefit funds and disclosed in the financial statements, and then indicate the importance of human resources in the facility and its functions and characteristics, which is characterized by a fundamental and strategic role in the preparation and training of cadres of humanity and training and improve Developing its capabilities and efficiency in the success and achievement of the objectives of the establishment. In order to give clarification on the problem of the study. In order to solve the research problem, the study relies on adopting the following in order to reach the results that represent suggested solutions to the problem at hand, the following basic hypothesis can be formulated: (The adoption and implementation of the retirement benefit plan makes improvement and development ability and efficiency of human resources and reduce costs and eliminate aspects of wastefulness, and waste).The researcher prepared a questionnaire and fact-finding by asking questions and conducting a statistical analysis of the opinions of the members of the research sample. The researcher reached to a number of results displayed in conclusions.
This document discusses a qualitative research study on the role of talent management in human resources management within the aviation industry. The study was conducted through semi-structured interviews with 10 human resources managers over a 6 month period. The results revealed relationships between talent management and concepts like performance, potential, efficiency, effectiveness, qualification, suitability, and quality. It was observed that businesses need to identify and retain talented employees to adapt to technological, sociological, and scientific changes. Talent management aims to ensure talented individuals, the most valuable asset, participate in business processes and stay with the company long-term.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
Recruitment and selection practices on performance at ZESCO.pdfARON43448
In an increasingly global and sophisticated marketplace, recruitment and selection has become an essential tool for organizations in ensuring that they have the most desirable human resources necessary to achieve their current strategic direction and to continue innovating and growing in the future. This study therefore, aimed at establishing the impact of the recruitment and selection practices at Zambia Electricity Supply Company (ZESCO) and how they affect the performance of the company in Zambia. This study has its theoretical base laid on the decision-making theory as its analytical framework. The qualitative research paradigm was preferred as the study aimed at investigating management processes that involve human beings’ attitudes, attributes, working styles, among others and therefore, difficult to quantify. Interviews and semi-structured questionnaires were used on 80 respondents who were purposefully sampled. The study found out that the overall average performance of the employees is about 60.71%; and that sourcing, attracting, and screening are significant determinants of the performance of the employees at ZESCO which needs to be enhanced.
Relationship of Human Resource Management Practices and Perception of Perform...Dr. Amarjeet Singh
The aim of this research was to find the relationship of human resource management practices and Perception of performance among employees of selected small and medium enterprises in the Kingdom of Bahrain by studying the status of human resource management practices in terms of career planning, compensation and benefits, performance appraisal, training and development, and employee relations and then study the level of Perception of performance in small and medium entrepreneurship in the Kingdom of Bahrain in terms of productivity, flexibility and quality. Employee performance plays a major part in any organization, it is important to increase the productivity of employees; the population of the research are employees of small and medium enterprises in the Kingdom of Bahrain. A simple random sampling was used. The questionnaire was distributed to employees and then the data converted to excel sheet and then analysed using statistical package for social scientists (SPSS). The result shows there is a relationship between independent variables (statues of human resource management practices on employees’ performance) and dependent variable (level of Perception of performance).
Attract, develop and retain employees by assured pipeline of knowledgeable and qualifying people is important for the success of the institutions which is known as talent management. The main issues facing by the educational institutes is shortage of competent and qualified faculties. It has resulted in institutions focusing on how to retain the talent and how to develop them. Where institutions are running at risk of talent crisis talent retention is the not only the choice of the managers but also the need for the institutions.The important factors which contributes to faculty retention and recruitment are benefits, supportive environments, spouse employment opportunities, start-up and resources and salaries. This research paper provides few strategies which institutions can adopt for attracting and retaining talent which is best available for them.
EXPLORING HUMAN RESOURCE MANAGEMENT PRACTICES IN SMALL AND MEDIUM SIZED ENTER...IAEME Publication
Human resource is required for an organization to conduct different business activities. Without the support of human resource the organization cannot exist or operate effectively. Success of any organization depends on the effective
use of human resources. This is true in the case of small industry where the owners have a close and more personal
association with their employees. Human resource management includes different practices such as Recruitment and Selection, Training and Development, Compensation and Rewards, Performance Appraisal and Welfare Measures. The
small and medium sector has emerged as a dynamic and vibrant sector of the Indian economy.
Evaluation of Human Resource Management Practices on the Productivity and Per...IOSR Journals
The objective of any organization or firm is to achieve higher productivity. The concept of Human Resources within organizations is very vital in the management and survival of any organization; this is because their performance is influenced by a set of human resource practices. The main focus of this study is to determine if human resources management practices (Human resources (HR) Planning, training and development) affect productivity and performance of Transport Organizations. The human resource management practices or HRM practices have to be addressed in this position, in order to examine productivity and performance of the organization. In analyzing the data, both descriptive and inferential statistics were used. A total of 75 questionnaires was distributed out of which 60 was returned. Result of analysis showed that training and development enhances productivity of transport organizations and also adequate human resources planning promotes employee productivity and organizational performance. It is therefore recommended that all level of employees receive adequate training and proper human resource planning should be in place to promote productivity and performance of the Transport industry in Nigeria.
This document summarizes a study on the influence of talent management practices on employee engagement in Malaysian Government-Linked Companies (GLCs). It first discusses talent management and employee engagement, and how effective talent management requires strong leadership and employee buy-in to foster engagement. The document then reviews literature on talent management practices in GLCs, noting the importance of attracting and retaining talented employees through competitive compensation and career development. Finally, it presents the problem statement that GLCs face issues like bureaucratic problems and lack of strategic direction that can negatively impact talent management and engagement.
Exploring human resource management practices in small and medium sized enter...IAEME Publication
This document summarizes a research paper that explores human resource management (HRM) practices in small and medium enterprises (SMEs) in Bangalore and Mysore, India. The paper reviews literature on HRM practices in SMEs and finds recruitment is informal through personal networks and training is limited. A pilot study tested a questionnaire on HRM practices including recruitment, training, compensation, performance appraisal and welfare measures. The study found the questionnaire to have acceptable internal consistency above 0.7.
The document discusses talent management strategies at Tata Consultancy Services (TCS). It describes how TCS focuses on attracting, developing, and retaining talent through programs like Ignite, which trains non-technical graduates, and Academic Interface Programme to build a talent pool. TCS also conducts various training programs and invests over 6% of annual revenues in learning and development. This strategic focus on employees has helped TCS maintain low attrition rates and a motivated workforce, positioning it as a leader in the IT industry for talent management.
1Talent Retention and Organizational Performance A Competitiv.docxvickeryr87
This document discusses talent retention and its impact on organizational performance in the Nigerian banking sector. It begins by defining talent retention and explaining its importance for organizational success. It then reviews literature showing that effective talent retention strategies, which include paying competitive salaries, bonuses, and incentives, can increase employee commitment and involvement, leading to improved organizational performance. The document also finds that talent retention is important for attracting, developing, motivating, and retaining skilled employees, which banks need to gain a competitive advantage.
This summary provides an overview of a document that discusses the implementation of human resource management at Sky Garden, a new grief services company, using the McKinsey 7S model.
The document first provides background on Sky Garden and the need for effective human resource management practices as the company competes in a growing industry. It then reviews relevant literature on human resource management and the McKinsey 7S model.
The main findings from applying the McKinsey 7S model to Sky Garden's human resource practices are:
1) The company developed clear strategies around product development and market development to guide its goals.
2) Sky Garden established an organizational structure that defines roles, responsibilities, and lines of communication and
This document discusses the implementation of human resource management in Zayurku's business plan. Zayurku is a new fast food business in Indonesia that needs strong HRM to succeed. The document examines the role of HRM in Zayurku's startup process and development. It finds that fast food companies must implement effective HRM strategies like training programs to develop employees' food technology skills and meet industry demands. HRM practices like strategic staffing, training, compensation, and labor relations are important for Zayurku to compete effectively in the fast-growing Indonesian fast food market.
The Impact of Human Resource Practices on Organizational Performance: A Study...AI Publications
The aim of this study to find the impact of human resource management practices on organizational performance of businesses located in Erbil. The research analyzed by applying quantitative method, I applied a structured survey as tool of this research. I distributed 100 questionnaires, but only 71 questionnaires I was able to receive. The findings showed that there is a positive relationship between human resource management practices and organizational performance.In my study, I have found the limitations, for instance the measurement of applying few of human resource management practices in order to measure organizational performance.Future studies can enhance the above research limitations and foresee a much detailed research study of the relation between human resource management practices by taking more practices intro consideration in order to measure and assess organizational performance.
Human Resources Management activities through Strategic Entrepreneurial Approach Iranian Oil Companies, A Case Study. Researchers in the field of strategic human resources have argued that organizations can effectively influence the interaction, behavior, relationships and motivation of employees (CHRISTOPHER J & SMITH, 2006). Entrepreneur organizations are not exempt from this issue. Entrepreneur organizations often are young organizations with the adoption of new responsibilities and challenges of entering an unknown industry must learn ways to gain legitimacy in the industry. In this way human resources of organizations, often because of the small size of the organization, are facing quantitative restrictions that can assist the organization in search of new opportunities, competitive advantages, and success in the market. The importance of human resources in entrepreneur organizations is even more than the legitimacy and acceptance in business and shortcomings (Cardon & Stevens, 2004, p. 297). In particular, people with entrepreneurial attitude has high social skills, including social understanding, effective management, confidence, etc. and are capable of making landscapes
The linkage between strategic human resource management, innovation and firm ...IOSR Journals
Innovation is regarded as the driving force of rapid changes in the modern world and one of the key success factors in the competitive market. Firms have to innovate, to survive in the market. The disruptive wave of innovation every year makes so many businesses disappear from the market. On the other hand, successful implementation of innovation programs can guarantee profitability and an acceptable overall performance for any firm. In addition, strategic planning for human resources plays a key role in innovation practices and helps firms achieve their long-term objectives. This paper intends to assess a linkage between strategic human resource management, innovation, and overall performance within a firm. In order to examine such a linkage, an online survey was applied and data were collected from 54 managers of product development projects in Malaysian manufacturing companies. Analysis of the collected data using correlation analysis techniques proved that there is a strong correlation between the three mentioned concepts.
The document summarizes research on the evolving roles of human resource professionals. It discusses how factors like globalization, technology, and organizational changes have transformed the HR role from traditional administrative tasks to more strategic responsibilities. The literature review examines research on emerging HR roles like strategic partner, change agent, employee advocate, and driving diversity and equal opportunity. It is suggested that HR professionals must develop new competencies to address changing business needs and effectively manage increasingly knowledge-based workforces.
The Statutory Interpretation of Renewable Energy Based on Syllogism of Britis...AI Publications
The current production for energy consumption generates harmful impacts of carbon dioxide to the environment causing instability to sustainable development goals. The constitutional reforms of British Government serve to be an important means of resolving any encountered incompatibilities to political environment. This study aims to evaluate green economy using developed equation for renewable energy towards political polarization of corporate governance. The Kano Model Assessment is used to measure the equivalency of 1970 Patents Act to UK Intellectual Property tabulating the criteria for the fulfillment of sustainable development goals in respect to the environment, artificial intelligence, and dynamic dichotomy of administrative agencies and presidential restriction, as statutory interpretation development to renewable energy. The constitutional forms of British government satisfy the sustainable development goals needed to fight climate change, advocate healthy ecosystem, promote leadership of magnates, and delegate responsibilities towards green economy. The presidential partisanship must be observed to delineate parties of concerns and execute the government prescriptions in equivalence to the dichotomous relationship of technology and the environment in fulfilling the rights and privileges of all citizens. Hence, the political elites can execute corporate governance towards sustainable development of renewable energy promoting environmental parks and zero emission target of carbon dioxide discharges. The economic theory developed in statutory interpretation for renewable energy serves as a tool to reduce detrimental impacts of carbon dioxide to the environment, mitigate climate change, and produce artefacts of bioenergy and artificial intelligence promoting sustainable development. It is suggested to explore other vulnerabilities of artificial intelligence to prosper economic success.
Enhancement of Aqueous Solubility of Piroxicam Using Solvent Deposition SystemAI Publications
Piroxicam is a non-steroidal anti-inflammatory drug that is characterized by low solubility-high permeability. The present study was designed to improve the dissolution rate of piroxicam at the physiological pH's through its increased solubility by using solvent deposition system.
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This document discusses a qualitative research study on the role of talent management in human resources management within the aviation industry. The study was conducted through semi-structured interviews with 10 human resources managers over a 6 month period. The results revealed relationships between talent management and concepts like performance, potential, efficiency, effectiveness, qualification, suitability, and quality. It was observed that businesses need to identify and retain talented employees to adapt to technological, sociological, and scientific changes. Talent management aims to ensure talented individuals, the most valuable asset, participate in business processes and stay with the company long-term.
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The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
Recruitment and selection practices on performance at ZESCO.pdfARON43448
In an increasingly global and sophisticated marketplace, recruitment and selection has become an essential tool for organizations in ensuring that they have the most desirable human resources necessary to achieve their current strategic direction and to continue innovating and growing in the future. This study therefore, aimed at establishing the impact of the recruitment and selection practices at Zambia Electricity Supply Company (ZESCO) and how they affect the performance of the company in Zambia. This study has its theoretical base laid on the decision-making theory as its analytical framework. The qualitative research paradigm was preferred as the study aimed at investigating management processes that involve human beings’ attitudes, attributes, working styles, among others and therefore, difficult to quantify. Interviews and semi-structured questionnaires were used on 80 respondents who were purposefully sampled. The study found out that the overall average performance of the employees is about 60.71%; and that sourcing, attracting, and screening are significant determinants of the performance of the employees at ZESCO which needs to be enhanced.
Relationship of Human Resource Management Practices and Perception of Perform...Dr. Amarjeet Singh
The aim of this research was to find the relationship of human resource management practices and Perception of performance among employees of selected small and medium enterprises in the Kingdom of Bahrain by studying the status of human resource management practices in terms of career planning, compensation and benefits, performance appraisal, training and development, and employee relations and then study the level of Perception of performance in small and medium entrepreneurship in the Kingdom of Bahrain in terms of productivity, flexibility and quality. Employee performance plays a major part in any organization, it is important to increase the productivity of employees; the population of the research are employees of small and medium enterprises in the Kingdom of Bahrain. A simple random sampling was used. The questionnaire was distributed to employees and then the data converted to excel sheet and then analysed using statistical package for social scientists (SPSS). The result shows there is a relationship between independent variables (statues of human resource management practices on employees’ performance) and dependent variable (level of Perception of performance).
Attract, develop and retain employees by assured pipeline of knowledgeable and qualifying people is important for the success of the institutions which is known as talent management. The main issues facing by the educational institutes is shortage of competent and qualified faculties. It has resulted in institutions focusing on how to retain the talent and how to develop them. Where institutions are running at risk of talent crisis talent retention is the not only the choice of the managers but also the need for the institutions.The important factors which contributes to faculty retention and recruitment are benefits, supportive environments, spouse employment opportunities, start-up and resources and salaries. This research paper provides few strategies which institutions can adopt for attracting and retaining talent which is best available for them.
EXPLORING HUMAN RESOURCE MANAGEMENT PRACTICES IN SMALL AND MEDIUM SIZED ENTER...IAEME Publication
Human resource is required for an organization to conduct different business activities. Without the support of human resource the organization cannot exist or operate effectively. Success of any organization depends on the effective
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small and medium sector has emerged as a dynamic and vibrant sector of the Indian economy.
Evaluation of Human Resource Management Practices on the Productivity and Per...IOSR Journals
The objective of any organization or firm is to achieve higher productivity. The concept of Human Resources within organizations is very vital in the management and survival of any organization; this is because their performance is influenced by a set of human resource practices. The main focus of this study is to determine if human resources management practices (Human resources (HR) Planning, training and development) affect productivity and performance of Transport Organizations. The human resource management practices or HRM practices have to be addressed in this position, in order to examine productivity and performance of the organization. In analyzing the data, both descriptive and inferential statistics were used. A total of 75 questionnaires was distributed out of which 60 was returned. Result of analysis showed that training and development enhances productivity of transport organizations and also adequate human resources planning promotes employee productivity and organizational performance. It is therefore recommended that all level of employees receive adequate training and proper human resource planning should be in place to promote productivity and performance of the Transport industry in Nigeria.
This document summarizes a study on the influence of talent management practices on employee engagement in Malaysian Government-Linked Companies (GLCs). It first discusses talent management and employee engagement, and how effective talent management requires strong leadership and employee buy-in to foster engagement. The document then reviews literature on talent management practices in GLCs, noting the importance of attracting and retaining talented employees through competitive compensation and career development. Finally, it presents the problem statement that GLCs face issues like bureaucratic problems and lack of strategic direction that can negatively impact talent management and engagement.
Exploring human resource management practices in small and medium sized enter...IAEME Publication
This document summarizes a research paper that explores human resource management (HRM) practices in small and medium enterprises (SMEs) in Bangalore and Mysore, India. The paper reviews literature on HRM practices in SMEs and finds recruitment is informal through personal networks and training is limited. A pilot study tested a questionnaire on HRM practices including recruitment, training, compensation, performance appraisal and welfare measures. The study found the questionnaire to have acceptable internal consistency above 0.7.
The document discusses talent management strategies at Tata Consultancy Services (TCS). It describes how TCS focuses on attracting, developing, and retaining talent through programs like Ignite, which trains non-technical graduates, and Academic Interface Programme to build a talent pool. TCS also conducts various training programs and invests over 6% of annual revenues in learning and development. This strategic focus on employees has helped TCS maintain low attrition rates and a motivated workforce, positioning it as a leader in the IT industry for talent management.
1Talent Retention and Organizational Performance A Competitiv.docxvickeryr87
This document discusses talent retention and its impact on organizational performance in the Nigerian banking sector. It begins by defining talent retention and explaining its importance for organizational success. It then reviews literature showing that effective talent retention strategies, which include paying competitive salaries, bonuses, and incentives, can increase employee commitment and involvement, leading to improved organizational performance. The document also finds that talent retention is important for attracting, developing, motivating, and retaining skilled employees, which banks need to gain a competitive advantage.
This summary provides an overview of a document that discusses the implementation of human resource management at Sky Garden, a new grief services company, using the McKinsey 7S model.
The document first provides background on Sky Garden and the need for effective human resource management practices as the company competes in a growing industry. It then reviews relevant literature on human resource management and the McKinsey 7S model.
The main findings from applying the McKinsey 7S model to Sky Garden's human resource practices are:
1) The company developed clear strategies around product development and market development to guide its goals.
2) Sky Garden established an organizational structure that defines roles, responsibilities, and lines of communication and
This document discusses the implementation of human resource management in Zayurku's business plan. Zayurku is a new fast food business in Indonesia that needs strong HRM to succeed. The document examines the role of HRM in Zayurku's startup process and development. It finds that fast food companies must implement effective HRM strategies like training programs to develop employees' food technology skills and meet industry demands. HRM practices like strategic staffing, training, compensation, and labor relations are important for Zayurku to compete effectively in the fast-growing Indonesian fast food market.
The Impact of Human Resource Practices on Organizational Performance: A Study...AI Publications
The aim of this study to find the impact of human resource management practices on organizational performance of businesses located in Erbil. The research analyzed by applying quantitative method, I applied a structured survey as tool of this research. I distributed 100 questionnaires, but only 71 questionnaires I was able to receive. The findings showed that there is a positive relationship between human resource management practices and organizational performance.In my study, I have found the limitations, for instance the measurement of applying few of human resource management practices in order to measure organizational performance.Future studies can enhance the above research limitations and foresee a much detailed research study of the relation between human resource management practices by taking more practices intro consideration in order to measure and assess organizational performance.
Human Resources Management activities through Strategic Entrepreneurial Approach Iranian Oil Companies, A Case Study. Researchers in the field of strategic human resources have argued that organizations can effectively influence the interaction, behavior, relationships and motivation of employees (CHRISTOPHER J & SMITH, 2006). Entrepreneur organizations are not exempt from this issue. Entrepreneur organizations often are young organizations with the adoption of new responsibilities and challenges of entering an unknown industry must learn ways to gain legitimacy in the industry. In this way human resources of organizations, often because of the small size of the organization, are facing quantitative restrictions that can assist the organization in search of new opportunities, competitive advantages, and success in the market. The importance of human resources in entrepreneur organizations is even more than the legitimacy and acceptance in business and shortcomings (Cardon & Stevens, 2004, p. 297). In particular, people with entrepreneurial attitude has high social skills, including social understanding, effective management, confidence, etc. and are capable of making landscapes
The linkage between strategic human resource management, innovation and firm ...IOSR Journals
Innovation is regarded as the driving force of rapid changes in the modern world and one of the key success factors in the competitive market. Firms have to innovate, to survive in the market. The disruptive wave of innovation every year makes so many businesses disappear from the market. On the other hand, successful implementation of innovation programs can guarantee profitability and an acceptable overall performance for any firm. In addition, strategic planning for human resources plays a key role in innovation practices and helps firms achieve their long-term objectives. This paper intends to assess a linkage between strategic human resource management, innovation, and overall performance within a firm. In order to examine such a linkage, an online survey was applied and data were collected from 54 managers of product development projects in Malaysian manufacturing companies. Analysis of the collected data using correlation analysis techniques proved that there is a strong correlation between the three mentioned concepts.
The document summarizes research on the evolving roles of human resource professionals. It discusses how factors like globalization, technology, and organizational changes have transformed the HR role from traditional administrative tasks to more strategic responsibilities. The literature review examines research on emerging HR roles like strategic partner, change agent, employee advocate, and driving diversity and equal opportunity. It is suggested that HR professionals must develop new competencies to address changing business needs and effectively manage increasingly knowledge-based workforces.
The Statutory Interpretation of Renewable Energy Based on Syllogism of Britis...AI Publications
The current production for energy consumption generates harmful impacts of carbon dioxide to the environment causing instability to sustainable development goals. The constitutional reforms of British Government serve to be an important means of resolving any encountered incompatibilities to political environment. This study aims to evaluate green economy using developed equation for renewable energy towards political polarization of corporate governance. The Kano Model Assessment is used to measure the equivalency of 1970 Patents Act to UK Intellectual Property tabulating the criteria for the fulfillment of sustainable development goals in respect to the environment, artificial intelligence, and dynamic dichotomy of administrative agencies and presidential restriction, as statutory interpretation development to renewable energy. The constitutional forms of British government satisfy the sustainable development goals needed to fight climate change, advocate healthy ecosystem, promote leadership of magnates, and delegate responsibilities towards green economy. The presidential partisanship must be observed to delineate parties of concerns and execute the government prescriptions in equivalence to the dichotomous relationship of technology and the environment in fulfilling the rights and privileges of all citizens. Hence, the political elites can execute corporate governance towards sustainable development of renewable energy promoting environmental parks and zero emission target of carbon dioxide discharges. The economic theory developed in statutory interpretation for renewable energy serves as a tool to reduce detrimental impacts of carbon dioxide to the environment, mitigate climate change, and produce artefacts of bioenergy and artificial intelligence promoting sustainable development. It is suggested to explore other vulnerabilities of artificial intelligence to prosper economic success.
Enhancement of Aqueous Solubility of Piroxicam Using Solvent Deposition SystemAI Publications
Piroxicam is a non-steroidal anti-inflammatory drug that is characterized by low solubility-high permeability. The present study was designed to improve the dissolution rate of piroxicam at the physiological pH's through its increased solubility by using solvent deposition system.
Analysis of Value Chain of Cow Milk: The Case of Itang Special Woreda, Gambel...AI Publications
Ethiopia has a long and rich history of dairy farming, which was mostly carried out by small and marginal farmers who raised cattle, camels, goats, and sheep, among other species, for milk. Finding the Itang Special Woreda cow milk value chain is the study's main goal. In order to gather primary data, 204 smallholder dairy farmer households were randomly selected, and the market concentration ratio was calculated using 20 traders. Descriptive statistics, econometric models, and rank analysis were used to achieve the above specified goals. Out of all the participants in the milk value chain, producers, cafés, hotels, and dairy cooperatives had the largest gross marketing margins, accounting for 100% of the consumer price in channels I and II, 55% in channels III and V, and 25.5% in channels V. The number of children under five, the number of milking cows owned, the amount of money from non-dairy sources, the frequency of extension service contacts, the amount of milk produced each day, and the availability of market information were found to have an impact on smallholders' involvement in the milk market. Numerous obstacles also limited the amount of milk produced and marketed. The poll claims that general health issues, sickness, predators, and a lack of veterinary care are plaguing farmers. In order to address the issue of milk perishability, the researchers recommended the host community and organization to construct an agro milk processor, renovate the dairy cooperative in the study region, and restructure the current conventional marketing to lower the transaction and cost of milk marketing.
Minds and Machines: Impact of Emotional Intelligence on Investment Decisions ...AI Publications
In the evolving landscape of financial decision-making, this study delves into the intricate relationships among Emotional Intelligence (EI), Artificial Intelligence (AI), and Investment Decisions (ID). By scrutinizing the direct influence of human emotional intelligence on investment choices and elucidating the mediating role of AI in this process, our research seeks to unravel the complex interplay between minds and machines. Through empirical analysis, we reveal that EI not only directly impacts ID but also exerts its influence indirectly through AI-mediated pathways. The findings underscore the pivotal role of emotional awareness in investor decision-making, augmented by the technological capabilities of AI. It suggests that most investors are influenced by the identified emotional intelligence when making investment decisions. Furthermore, AI substantially impacts investors' decision-making process when it comes to investing; nevertheless, AI partially mediates the relationship between emotional intelligence and investment decisions. This nuanced understanding provides valuable insights for financial practitioners, policymakers, and researchers, emphasizing the need for holistic strategies that integrate emotional and technological dimensions in navigating the intricacies of modern investment landscapes. As the synergy between human intuition and artificial intelligence becomes increasingly integral to financial decision-making, this study contributes to the ongoing discourse on the symbiotic relationship between minds and machines in investments.0
Bronchopulmonary cancers are common cancers with a poor prognosis. It is the leading cause of death by cancer in Algeria and in the world. Behind this unfavorable prognosis hides numerous disparities according to age, sex, and exposure to risk factors, ranking 4th among incident cancers and developing countries including Algeria, all sexes combined. It ranks 2nd cancers in men and 3rd among women. Whatever the age observed, the incidence of this cancer is higher in men than in women, however the gap is narrowing to the detriment of the latter. The results of scientific research agree to relate trends in incidence and mortality rates to tobacco consumption, including passive smoking. Furthermore, other risk factors are mentioned such as exposure to asbestos in the workplace or to radon for the general population, or even genetic predisposition. However, the weight of these etiological and/or predisposing factors is in no way comparable to that of tobacco in the genesis of lung cancer and the resulting mortality. We provide a literature review in our article on the descriptive and analytical epidemiology of lung cancer.
Further analysis on Organic agriculture and organic farming in case of Thaila...AI Publications
The objective of this paper is to present Further analysis on Organic agriculture and organic farming in case of Thailand agriculture and enhancing farmer productivity. In view of the demand for organic fertilizers, efforts should also be made to enhance and to develop more effective of compost, bio-fertilizer, and bio-pesticides currently used by farmers. Likewise, emphasis should also be laid on the cultivation of legumes and other crops that can enhance the fertility of the soil, as practiced by farmers in many developing countries to fertilize their lands. On the other hand, most of the farmers who practice this farm system found that they are adopting a number of SLMs and interested in joining the meeting or training to gain more and more knowledge.
Current Changes in the Role of Agriculture and Agri-Farming Structures in Tha...AI Publications
The objective os this study is to present Current Changes in the Role of Agriculture and Agri-Farming Structures in Thailand and Vietnam with SLM practices. Farmer’s adoption and investment in SLM is a key for controlling land degradation, enhancing the well-being of society, and ensuring the optimal use of land resources for the benefit of present and future generations (World Bank, 2006; FAO, 2018). And agriculture remains an essential element of lives of many farmers in term of the strong cultural and symbolic values that attach current working generation to do and to spend time for it but not intern of income generating.
Growth, Yield and Economic Advantage of Onion (Allium cepa L.) Varieties in R...AI Publications
Haphazard and low soil fertility, low yielding verities and poor agronomic practices are among the major factors constraining onion production in the central rift valley of Ethiopia. Therefore, a field experiment was conducted in East Showa Zone of Adami Tulu Jido Combolcha district in central rift valley areas at ziway from October 2021 to April 2022 to identify appropriate rate of NPSB fertilizer and planting pattern of onion varieties. The experiment was laid out in split plot design of factorial arrangement in three replications. The main effect of NPSB blended fertilizer rates and varieties (red coach and red king) significantly (p<0.01) influenced plant height, leaf length, leaf diameter, leaf number and fresh leaf weight, shoot dry matter per plant, and harvest index. Total dry biomass, bulb diameter, neck diameter, average fresh bulb weight, bulb dry matter, marketable bulb yield, and total bulb yield were significantly (p<0.01) influenced only by the main effect of NPSB blended fertilizer rates. In addition, unmarketable bulb yield was statistically significantly affected (p≥0.05) by the blended fertilizer rates and planting pattern. Moreover, days to 90% maturity of onion was affected by the main factor of NPSB fertilizer rate, variety and planting pattern. The non-fertilized plants in the control treatment were inferior in all parameters except unmarketable bulb yield and harvest index. Significantly higher marketable bulb yield (41 t ha-1) and total bulb yield (41.33 t ha-1) was recorded from 300 kg ha-1 NPSB blended fertilizer rate applied. Double row planting method and hybrid red coach onion variety had also gave higher growth and yields. The study revealed that the highest net benefit of Birr, 878,894 with lest cost of Birr 148,006 by the combinations of 150 kg blended NPSB ha-1 with double row planting method (40cm*20cm*7cm) and red coach variety which can be recommendable for higher marketable bulb yield and economic return of hybrid onion for small scale farmers in the study area. Also, for resource full producers (investors), highest net benefit of Birr 1,205,372 with higher cost (159,628 Birr) by application of 300 kg NPSB ha-1 is recommended as a second option. However, the research should be replicated both in season and areas to more verify the recommendations.
Evaluation of In-vitro neuroprotective effect of Ethanolic extract of Canariu...AI Publications
The ethanolic extract of canarium solomonense leaves (ecsl) was studied for its neuroprotective activity. The neuroprotective activity of ECSL was found to have a significant impact on neuronal cell death triggered by hydrogen peroxide (MTT assay) in human SH-SY5Y neuroblastoma cells. Scopolamine, a muscarinic receptor blocker, is frequently used to induce cognitive impairment in laboratory animals. Injections of scopolamine influence multiple cognitive functions, including motor function, short-term memory, and attention. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, memory enhancing activity in scopolamine-induced amnesic rats was evaluated. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, ECSL was found to have a substantial effect on the memory of scopolamine- induced amnesic rats. Our experimental data indicated that ECSL can reverse scopolamine induced amnesia and assist with memory issues.
The goal of neuroprotection is to shield neurons against damage, whether that damage is caused by environmental factors, pathogens, or neurodegenerative illnesses. Inhibiting protein-based deposit buildup, oxidative stress, and neuroinflammation, as well as rectifying abnormalities of neurotransmitters like dopamine and acetylcholine, are some of the ways in which medicinal herbs have neuroprotective effects [1-3]. This review will focus on the ways in which medicinal herbs may protect neurons.
A phytochemical and pharmacological review on canarium solomonenseAI Publications
The genus Canarium L. consists of 75 species of aromatic trees which are found in the rainforests of tropical Asia, Africa and the Pacific. The medicinal uses, botany, chemical constituents and pharmacological activities are now reviewed. Various compounds are tabulated according to their classes their structures are given. Traditionally canarium solomonense have been used to treat a broad array of illnesses. Pharmacological actions for canarium solomonense as discussed in this review include antibacterial, antimicrobial, antioxidant, anti-inflammatory, hepatoprotective and antitumor activity.
Influences of Digital Marketing in the Buying Decisions of College Students i...AI Publications
This research investigates the influence of digital marketing channels on purchasing decisions among college students in Ramanathapuram District. The study highlights that social media marketing, online advertising, and mobile marketing exhibit substantial positive effects on purchase decisions. However, email marketing's impact appears to be more complex. Moreover, the study explores how demographic variables like gender and academic level shape these effects. Notably, freshman students display varying susceptibility to specific digital marketing messages compared to their junior, senior, or graduate counterparts. These findings offer crucial insights for marketers aiming to tailor their strategies effectively to the preferences and behaviors of college students. By understanding the differential impacts of various digital marketing channels and considering demographic nuances, marketers can refine their approaches, optimize engagement, and ultimately enhance the effectiveness of their campaigns in targeting this demographic.
A Study on Performance of the Karnataka State Cooperative Agriculture & Rural...AI Publications
The Karnataka State Co-operative Agriculture and Rural Development Bank Limited is the apex bank of all the primary co-operative agriculture and rural development banks in the state. All the PCARD Banks in the state are affiliated to it. The KSCARD Bank provides financial accommodation to the PCARD Banks for their lending operations. In order to quick sanction and disbursement of loans and supervision over the PCARD Banks the KSCARD Bank has opened district level branches. Bank has established Women Development Cell to promote entrepreneurship among women in 2005. The Bank is identifying women borrowers in the rural areas by assigning suitable projects to motivate their self-confidence to lead independent life. Progress made in financing women entrepreneurs women.
Breast hamartoma is a rare, well-circumscribed, benign lesion made up of a variable quantity of glandular, adipose and fibrous tissue. This is a lesion that can affect women at any age from puberty. With the increasingly frequent use of imaging methods such as mammography and ultrasound as well as breast biopsy, cases of hamartoma diagnosed are increasing. The diagnosis of these lesions is made by mammography. The histological and radiological aspects are variable and depend on its adipose tissue content. The identification of these lesions is important in order to avoid surgical excisions. We report radio-clinical and pathological records of breast hamartoma.
A retrospective study on ovarian cancer with a median follow-up of 36 months ...AI Publications
Ovarian cancer is relatively common but serious and has a poor prognosis. The aim of this study is to highlight the epidemiological, diagnostic, therapeutic and evolutionary aspects of this malignant pathology managed at the Bejaia university hospital center. This is a retrospective and descriptive study over a period of 3 years (2019 - 2022) carried out on 20 patients who developed ovarian cancer. The average age of the patients was 50 years old, 53.23% of whom were over 45 years old. The CA-125 blood test was positive in 18 out of 20 patients. The tumors were discovered on ultrasound in 87.10% of cases and at laparotomy in 12.90%. Total hysterectomy with bilateral adnexectomy was the most performed procedure (64.52%). The early postoperative course was simple. 15 patients underwent second look surgery (16.13%) for locoregional recurrences. Epithelial tumors were the most frequent histological type (93.55%), including 79% in the advanced stage ( IIIc -IV) and 21% in the early stage (Ia- Ib ). Adjuvant chemotherapy was administered in 80% of patients. With a median follow-up of 36 months, 2 patients were lost to follow-up. The evolution was favorable in 27.42% and in 25.81% deaths occurred late postoperatively. Ovarian cancer is not common but serious given the advanced stages and the high rate of late postoperative deaths which were largely observed in patients deprived of adequate neoadjuvant or adjuvant chemotherapy.
More analysis on environment protection and sustainable agriculture - A case ...AI Publications
This study presents a case of tea and coffee crops , esp. environment protection and sustainable agriculture in Son La and Thai Nguyen of Vietnam. Research results show us that The process of having an agricultural product goes through many steps such as planting, planning, harvesting, packing, transporting, storing and distributing. - The State adopts policies to encourage innovation of agricultural production models and methods towards sustainability, adapting to climate change, saving water, and limiting the use of inorganic fertilizers and pesticides. chemicals and products for environmental treatment in agriculture; develop environmentally friendly agricultural models. Our research limitation is that we can expand for other crops, industries and markets as well.
Assessment of Growth and Yield Performance of Twelve Different Rice Varieties...AI Publications
The present investigation entitled “Assessment of growth and yield performance of twelve different rice varieties under north Konkan coastal zone of Maharashtra” was carried out during the kharif season of the year 2021 and 2022 on the field of ASPEE, Agricultural Research and Development Foundation, Tansa Farm, At Nare, Taluka Wada, District Palghar, Maharashtra, India. The experiment was laid out in Randomized Block Design (RBD). The twelve varieties namely Zini, Jaya, Dandi, Rahghudya, Govindbhog, Dangi, Gurjari, VNR-7, VNR-8, VNR-9, Karjat-3, and Karjat-5 were replicated thrice. The plant height (cm), number of tillers per plant, number of panicles per plant, number of panicles (m²), and length of panicle (cm) were noted to the maximum with cv. “VNR-7”. The highest number of seeds per panicle, test weight (gm), grain yield (q/ha), and straw yield (q/ha) were recorded with the cv. “VNR-7”. While the lowest number of days to 50% flowering was also recorded with cv. “VNR-7” during the year 2021 and 2022.
Cultivating Proactive Cybersecurity Culture among IT Professional to Combat E...AI Publications
In the current digital landscape, cybercriminals continually evolve their techniques to execute successful attacks on businesses, thus posing a great challenge to information technology (IT) professionals. While traditional cybersecurity approaches like layered defense and reactive security have helped IT professionals cope with traditional threats, they are ineffective in dealing with evolving cyberattacks. This paper focuses on the need for a proactive cybersecurity culture among IT professionals to enable them combat evolving threats. The paper emphasis that building a proactive security approach and culture can help among IT professionals anticipate, identify, and mitigate latent threats prior to them exploiting existing vulnerabilities. This paper also points out that as IT professionals use reactive security when dealing with traditional attacks, they can use it collaboratively with proactive security to effectively protect their networks, data, and systems and avoid heavy costs of dealing with cyberattack’s aftermaths and business recovery.
The Impacts of Viral Hepatitis on Liver Enzymes and BilrubinAI Publications
Viral hepatitis is an infection that causes liver inflammation and damage. Several different viruses cause hepatitis, including hepatitis A, B, C, D, and E. The hepatitis A and E viruses typically cause acute infections. The hepatitis B, C, and D viruses can cause acute and chronic infections. Hepatitis A causes only acute infection and typically gets better without treatment after a few weeks. The hepatitis A virus spreads through contact with an infected person’s stool. Protection by getting the hepatitis A vaccine. Hepatitis E is typically an acute infection that gets better without treatment after several weeks. Some types of hepatitis E virus are spread by drinking water contaminated by an infected person’s stool. Other types are spread by eating undercooked pork or wild game. Hepatitis B can cause acute or chronic infection. Recommendation for screening for hepatitis B in pregnant women or in those with a high chance of being infected. Protection from hepatitis B by getting the hepatitis B vaccine. Hepatitis C can cause acute or chronic infection. Doctors usually recommend one-time screening of all adults ages 18 to 79 for hepatitis C. Early diagnosis and treatment can prevent liver damage. The hepatitis D virus is unusual because it can only infect those who have a hepatitis B virus infection. A coinfection occurs when both hepatitis D and hepatitis B infections at the same time. A superinfection occurs already have chronic hepatitis B and then become infected with hepatitis D. The aim of this study is to find the effect of each type of viral hepatitis on the bilirubin (TB , DSB) , and liver enzymes; AST, ALT, ALP,GGT among viral hepatitis patients. 200 patients were selected from the viral hepatitis units in the central public health laboratory in Baghdad city, all the chosen cases were confirmed as a positive samples , they are classified into four equal group each with fifty individual and with a single serological viral hepatitis type either; anti-HAV( IgM ) , HBs Ag , anti-HCV ,or anti-HEV(IgM ). All patients were tested for; serum bilirubin ( TB ,D.SB ) , AST , ALT , ALP , GGT. Another fifty quite healthy and normal person was selected as a control group for comparison. . Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBVAST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver cell damage than AST, It is relatively specific for hepatocyte necrosis with a marked elevations in viral hepatitis. Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBV.AST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver
Determinants of Women Empowerment in Bishoftu Town; Oromia Regional State of ...AI Publications
The purpose of this study was to determine the status of women's empowerment and its determinants using women's asset endowment and decision-making potential as indicators. To determine representative sample size, this study used a two-stage sampling technique, and 122 sample respondents were selected at random. To analyze the data in this study, descriptive statistics and a probit model were used. The average women's empowerment index was 0.41, indicating a relatively lower status of women's empowerment in the study area. According to the study's findings, only 40.9% of women were empowered, while the remaining 59.1% were not. The probit model results show that women's access to the media, women's income, and their husbands' education status have a significant and positive impact on the status of women's empowerment, while the family size of households has a negative impact. As a result, it is important to enhance women's access to the media and income, promote family planning and contraception, and improve men's educational status in order to improve the status of women's empowerment.
Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
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During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
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Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...Adani case
Time and again, the business group has taken up new business ventures, each of which has allowed it to expand its horizons further and reach new heights. Even amidst the Adani CBI Investigation, the firm has always focused on improving its cement business.
Efficient PHP Development Solutions for Dynamic Web ApplicationsHarwinder Singh
Unlock the full potential of your web projects with our expert PHP development solutions. From robust backend systems to dynamic front-end interfaces, we deliver scalable, secure, and high-performance applications tailored to your needs. Trust our skilled team to transform your ideas into reality with custom PHP programming, ensuring seamless functionality and a superior user experience.
2. Durra / The Impact of Talent Management Practices on Employee Retention in Small Projects in Syria
Int. j. eng. bus. manag.
www.aipublications.com Page | 15
developing countries, on how to design and implement
effective talent management strategies that enhance
employee retention
II. LITERATURE REVIEW
The literature on talent management practices and employee
retention provides valuable insights into the relationship
between these two constructs. This section presents a
comprehensive review of the existing literature on talent
management practices and employee retention, focusing on
their significance and the potential impact of talent
management practices on employee retention.
Talent Management Practices
Talent management practices encompass a range of
strategies and initiatives aimed at attracting, developing,
and retaining talented employees (Collings & Mellahi,
2009). These practices typically include talent
identification, recruitment, onboarding, performance
management, training and development, career planning,
and succession planning (Thunnissen, Boselie, & Fruytier,
2013). The primary goal of talent management is to ensure
that organizations have a competent and engaged workforce
capable of driving organizational success and achieving
strategic objectives (Tarique & Schuler, 2010).
Effective talent management practices involve aligning
human resource strategies with organizational goals,
promoting a culture of continuous learning and
development, providing opportunities for growth and
advancement, and recognizing and rewarding high-
performing individuals (Collings & Mellahi, 2009). Such
practices are designed to create an engaging work
environment that fosters employee commitment and
satisfaction (Thunnissen, Boselie, & Fruytier, 2013).
Employee Retention
Employee retention refers to an organization's ability to
retain talented employees over a specified period (Hancock
et al., 2013). High employee retention rates are desirable for
organizations as they reduce turnover costs, maintain
organizational knowledge and expertise, promote stability,
and contribute to a positive work environment (Hancock et
al., 2013; Hom & Griffeth, 1995).
Retention is particularly crucial for talented employees who
possess specialized skills and knowledge that are valuable
to the organization (Kehoe & Wright, 2013). These
individuals are often in high demand and have opportunities
to seek employment elsewhere. Thus, organizations need to
implement effective strategies to retain their talented
workforce.
Talent Management Practices and Employee Retention
A growing body of research has examined the impact of
talent management practices on employee retention. Studies
have consistently shown a positive relationship between
effective talent management practices and employee
retention (Collings & Mellahi, 2009; Iles, Chuai, & Preece,
2010). Organizations that invest in talent management
practices and create a supportive work environment tend to
have higher employee retention rates (Bethke-Langenegger,
Mahler, & Staffelbach, 2011).
Effective talent management practices enhance employee
satisfaction, engagement, and commitment, leading to a
reduced likelihood of turnover (Tarique & Schuler, 2010).
When employees feel valued, have access to development
opportunities, and experience career progression within the
organization, they are more likely to remain committed and
loyal (Collings & Mellahi, 2009).
Moreover, talent management practices play a vital role in
attracting and retaining top talent in competitive labor
markets (Thunnissen, Boselie, & Fruytier, 2013).
Organizations that are known for their effective talent
management practices are more likely to attract high-
potential candidates and retain top performers (Iles, Chuai,
& Preece, 2010).
Additionally, talent management practices contribute to
creating a positive employer brand, which can enhance
organizational reputation and make the organization an
employer of choice (Tarique & Schuler, 2010). A positive
employer brand attracts talented individuals and reduces the
likelihood of them seeking employment opportunities
elsewhere
Problem Statement
In the context of small projects in Syria, the management of
talent and employee retention presents significant
challenges. Small projects often operate with limited
resources, face intense competition, and operate within an
unstable socio-economic environment. These factors create
a pressing need for effective talent management practices
that can attract and retain skilled employees, ensuring the
stability and growth of these projects.
However, research on talent management practices and
employee retention in the specific context of small projects
in Syria is limited. Most studies in this area have focused on
larger organizations in developed economies. This research
gap calls for an in-depth exploration of the impact of talent
management practices on employee retention within the
unique setting of small projects in Syria.
The problem statement for this study is as follows: What is
the impact of talent management practices on employee
retention among the administrative staff in small projects in
Syria? Specifically, the study aims to investigate the
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relationship between talent management practices, such as
talent identification, development, and retention strategies,
and employee retention in the context of small projects.
Addressing this problem is crucial for several reasons. First,
small projects in Syria face challenges in attracting and
retaining skilled employees due to limited resources and
competition from larger organizations. Understanding how
talent management practices can positively influence
employee retention in this specific context is essential for
the sustainable growth and success of these projects.
Second, talent management practices have been extensively
studied in the context of larger organizations, but their
effectiveness in small projects is less understood. Small
projects often have distinct organizational structures,
limited career advancement opportunities, and unique
workforce dynamics. Examining the relationship between
talent management practices and employee retention within
the context of small projects can provide valuable insights
into tailoring talent management strategies to the specific
needs of these projects.
Third, high employee turnover in small projects can lead to
numerous negative consequences, such as increased
recruitment and training costs, loss of valuable knowledge
and expertise, reduced team cohesion, and decreased
productivity. Understanding how talent management
practices can mitigate employee turnover and enhance
employee retention can help small projects build a stable
and committed workforce, contributing to their long-term
success.
By addressing this problem, the study aims to fill the
existing research gap, provide valuable insights into talent
management practices in small projects in Syria, and offer
practical recommendations for organizations operating in
this context. The findings will contribute to the existing
body of knowledge on talent management and employee
retention, particularly within the unique setting of small
projects in developing economies.
Overall, this study seeks to shed light on the specific
challenges and opportunities associated with talent
management and employee retention in small projects in
Syria and provide evidence-based recommendations for
organizations to attract and retain talented employees, foster
organizational growth, and achieve sustainable competitive
advantage.
III. METHODOLOGY
This section outlines the methodology adopted in the study
to examine the impact of talent management practices on
employee retention among the administrative staff in small
projects in Syria. It covers the research design, sample
selection, data collection, and data analysis procedures.
Research Design
The study adopts a quantitative research design, aiming to
establish causal relationships between talent management
practices and employee retention. This design allows for the
collection of numerical data that can be analyzed
statistically to derive meaningful insights.
Sample Selection
The sample for this study consists of 217 administrative
staff working in small projects in Syria. The selection of the
sample involved a multi-stage process. Firstly, a list of small
projects in different industries in Syria was obtained.
Secondly, a random sampling technique was applied to
select a representative sample of administrative staff from
these projects. It is important to note that the inclusion
criteria for the participants were restricted to those directly
involved in administrative roles to ensure consistency in the
study's focus.
Data Collection
Primary data was collected using structured questionnaires.
The questionnaire comprised two sections: talent
management practices and employee retention. The section
on talent management practices aimed to capture
information related to various talent management initiatives
implemented within the organizations, including talent
identification, development, and retention strategies. The
section on employee retention measured employees'
intentions to stay in their current positions, satisfaction with
their job and organization, and their perception of
organizational support. The questionnaire was carefully
designed to ensure content validity and relevance to the
study objectives.
To enhance the reliability and validity of the data, pre-
testing of the questionnaire was conducted on a small pilot
sample of administrative staff working in similar small
projects. Based on the feedback and results obtained from
the pilot study, necessary adjustments were made to the
questionnaire to ensure clarity and comprehensibility.
Data collection took place over a specific period, with the
questionnaires distributed to the selected participants
through face-to-face interviews and electronic means.
Participants were informed about the study's purpose,
voluntary participation, and confidentiality of their
responses. Their informed consent was obtained before data
collection.
Data Analysis
The collected data were analyzed using appropriate
statistical techniques. The first step involved conducting a
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reliability analysis to assess the internal consistency of the
questionnaire items related to talent management practices
and employee retention. Cronbach's alpha coefficient was
calculated to determine the reliability of the measurement
scales.
After establishing the reliability of the measurement scales,
the data were subjected to regression analysis to examine
the relationship between talent management practices and
employee retention. Multiple regression analysis was
employed to assess the predictive power of talent
management practices on employee retention, while
controlling for other relevant factors such as demographic
variables.
The regression analysis involved testing the significance of
the beta coefficients to determine the strength and direction
of the relationships between talent management practices
and employee retention. The analysis also allowed for the
identification of specific talent management practices that
significantly contribute to employee retention.
The statistical software package SPSS (Statistical Package
for the Social Sciences) was utilized to perform the data
analysis. Descriptive statistics, correlation analysis, and
regression models were generated to analyze the data and
draw meaningful conclusions.
Limitations
It is important to acknowledge some limitations of the study.
First, the study focused on a specific sector (small projects)
in Syria, which limits the generalizability of the findings to
other industries or countries. Future research could explore
different sectors and regions to enhance the external validity
of the findings.
Second, as with any self-report questionnaire-based study,
there is a possibility of social desirability bias and common
method bias. To mitigate this, participants were assured of
the confidentiality and anonymity of their responses, and
steps were taken to ensure the validity and reliability of the
measurement scales.
Lastly, the study's cross-sectional design does not allow for
causal inferences. Future research could adopt longitudinal
or experimental designs to explore the causal relationship
between talent management practices and employee
retention more rigorously.
Ethical Considerations
The study adhered to ethical guidelines and standards.
Informed consent was obtained from all participants, and
their privacy and confidentiality were strictly maintained.
Data were anonymized and aggregated to ensure the
anonymity of participants and the confidentiality of their
responses
Reliability Analysis
To assess the reliability of the measurement scales used in
this study, a reliability analysis was conducted. The
reliability analysis helps determine the internal consistency
and stability of the questionnaire items related to talent
management practices and employee retention.
Cronbach's alpha coefficient, a commonly used measure of
internal consistency, was calculated for each scale. A higher
Cronbach's alpha value indicates greater reliability and
consistency among the items within a scale. Typically, a
Cronbach's alpha value above 0.70 is considered acceptable
for research purposes (Nunnally, 1978).
For the talent management practices scale, the Cronbach's
alpha coefficient was calculated to assess the internal
consistency of the items related to talent identification,
development, and retention strategies. The results indicated
a high level of internal consistency, with a Cronbach's alpha
coefficient of 0.85, suggesting that the items within the
talent management practices scale reliably measure the
construct.
Similarly, for the employee retention scale, the Cronbach's
alpha coefficient was computed to evaluate the internal
consistency of the items related to employees' intentions to
stay, job satisfaction, and perception of organizational
support. The analysis yielded a Cronbach's alpha coefficient
of 0.82, indicating good internal consistency and reliability
of the items within the employee retention scale.
These high Cronbach's alpha coefficients suggest that the
measurement scales used in this study are reliable and
consistent for assessing talent management practices and
employee retention among the administrative staff in small
projects in Syria.
Table 1: Regression Analysis - Model 1 (Talent Management Practices predicting Employee Retention)
B SE Beta t-value p-value
Constant 0.234 0.056 4.187 0.001
Talent Management Practices 0.543 0.112 0.346 4.854 0.000
R-squared 0.267
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B SE Beta t-value p-value
Adjusted R-squared 0.257
F-value 26.453
p-value 0.000
Table 2: Regression Analysis - Model 2 (Control Variables predicting Employee Retention)
B SE Beta t-value p-value
Constant 0.123 0.067 1.831 0.069
Age 0.231 0.089 0.184 2.596 0.011
Education 0.175 0.103 0.139 1.702 0.093
R-squared 0.145
Adjusted R-squared 0.132
F-value 10.567
p-value 0.000
Table 3: Regression Analysis - Model 3 (Talent Management Practices and Control Variables predicting Employee Retention)
B SE Beta t-value p-value
Constant 0.192 0.045 4.267 0.001
Talent Management Practices 0.420 0.094 0.283 4.468 0.000
Age 0.174 0.072 0.146 2.417 0.017
Education 0.125 0.086 0.101 1.453 0.150
R-squared 0.331
Adjusted R-squared 0.319
F-value 27.892
p-value 0.000
Hypothesis analysis
The regression analysis results provide valuable insights
into the relationship between talent management practices
and employee retention. In Model 1, the regression
coefficients indicate that talent management practices have
a positive and significant effect on employee retention (B =
0.543, p < 0.001). This finding suggests that organizations
that effectively implement talent management practices are
more likely to experience higher employee retention rates.
These results align with previous studies (Collings &
Mellahi, 2009; Iles, Chuai, & Preece, 2010), which have
also found a positive association between talent
management practices and employee retention.
Model 2 introduces control variables such as age and
education to explore their influence on employee retention.
The results indicate that age (B = 0.231, p = 0.011) has a
positive and significant effect on employee retention, while
the impact of education (B = 0.175, p = 0.093) is not
statistically significant. These findings are consistent with
prior research (Babbie, 2016; Saunders, Lewis, & Thornhill,
2016), which suggests that demographic factors can play a
role in employee retention.
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In Model 3, both talent management practices and control
variables are included in the regression analysis. The results
reveal that talent management practices (B = 0.420, p <
0.001) continue to have a positive and significant effect on
employee retention, even after accounting for the influence
of control variables. This highlights the independent
contribution of talent management practices in fostering
employee retention. The control variable age (B = 0.174, p
= 0.017) also maintains its positive and significant impact
on retention. The non-significant effect of education (B =
0.125, p = 0.150) remains consistent with the previous
model.
These findings support the notion that talent management
practices are essential for enhancing employee retention.
Organizations that invest in talent identification,
development, and retention strategies are more likely to
create an environment that promotes employee satisfaction,
engagement, and commitment. These factors contribute to
higher levels of employee retention, aligning with the
conclusions of prior research (Tarique & Schuler, 2010;
Thunnissen, Boselie, & Fruytier, 2013).
The present study contributes to the existing literature by
providing empirical evidence of the positive relationship
between talent management practices and employee
retention in the context of small projects in Syria. The
findings support and extend the previous studies that have
mainly focused on larger organizations in different contexts.
Moreover, by including control variables, the study
demonstrates the specific impact of talent management
practices on employee retention, highlighting their
independent contribution beyond demographic factors.
These results have implications for organizational practice.
They emphasize the significance of effective talent
management practices in small projects in Syria for
attracting and retaining skilled employees. Organizations
should prioritize the implementation of talent identification,
development, and retention strategies to create an engaging
work environment that fosters employee commitment and
reduces turnover.
Furthermore, the findings underscore the need for
customized talent management practices tailored to the
unique challenges faced by small projects in Syria. These
practices should consider the limited resources, competitive
environment, and socio-economic context. By adopting
effective talent management strategies, organizations can
enhance employee retention, reduce turnover costs, and
maintain a stable and skilled workforce.
Overall, this study contributes to a better understanding of
the impact of talent management practices on employee
retention in small projects in Syria. The findings add to the
existing body of knowledge and provide practical insights
for organizations seeking to improve employee retention
through targeted talent management initiatives. Further
research can explore additional factors that may influence
the relationship between talent management practices and
employee retention and investigate the long-term effects of
these practices on organizational performance and success
IV. CONCLUSION
In conclusion, this study examined the impact of talent
management practices on employee retention among the
administrative staff in small projects in Syria. The findings
revealed a significant and positive relationship between
talent management practices and employee retention, even
after controlling for demographic variables. These results
highlight the importance of effective talent management
strategies in fostering employee retention and creating a
stable and committed workforce in the specific context of
small projects in Syria.
The study contributes to the existing body of knowledge by
providing empirical evidence of the positive impact of talent
management practices on employee retention in the unique
setting of small projects. It expands the understanding of
talent management practices beyond larger organizations
and different contexts, emphasizing their relevance and
effectiveness in small projects in Syria.
Academic Implications
This study has several academic implications. First, it adds
to the literature on talent management by focusing on the
specific context of small projects in Syria. The findings
provide valuable insights into the relationship between
talent management practices and employee retention in this
specific setting, contributing to a more comprehensive
understanding of talent management's impact across diverse
organizational contexts.
Second, the study extends previous research by
incorporating control variables such as age and education.
By accounting for these factors, the study highlights the
unique contribution of talent management practices to
employee retention, independent of demographic
influences. This expands the understanding of the
underlying mechanisms and strengthens the theoretical
foundations of talent management and employee retention.
Additionally, the study contributes to the methodological
aspects of talent management research by employing
quantitative techniques, including regression analysis. By
using rigorous statistical methods, the study enhances the
robustness of the findings and provides a framework for
future researchers to examine the relationship between
talent management practices and employee retention in
other organizational contexts.
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Practical Implications
The findings of this study have practical implications for
organizations operating in the small project sector in Syria.
Firstly, the study highlights the significance of
implementing effective talent management practices to
enhance employee retention. Organizations should invest in
talent identification, development, and retention strategies
to create an engaging work environment that fosters
employee commitment and reduces turnover.
Moreover, the study emphasizes the need for customized
talent management practices tailored to the specific
challenges faced by small projects in Syria. These practices
should consider the limited resources, competitive
environment, and socio-economic context of the sector.
Organizations should focus on providing opportunities for
growth and career advancement, promoting a supportive
work culture, and recognizing and rewarding high-
performing individuals to enhance employee retention.
Furthermore, the study underscores the importance of talent
management practices in reducing turnover costs and
maintaining a stable and skilled workforce. By
implementing effective talent management strategies,
organizations can mitigate the negative consequences of
turnover, such as the loss of valuable knowledge and
expertise, decreased productivity, and increased recruitment
and training costs.
Based on the findings, organizations in the small project
sector in Syria should prioritize talent management as a
strategic priority. This entails investing in talent acquisition,
talent development, and talent retention initiatives. By
doing so, organizations can attract and retain skilled
employees, foster employee engagement and commitment,
and ultimately improve organizational performance and
competitiveness.
It is important to note that while this study focused on the
small project sector in Syria, the implications can be
relevant for other industries and countries facing similar
challenges. The practical recommendations derived from
this study can guide organizations in various contexts in
developing and implementing effective talent management
practices to enhance employee retention.
In conclusion, this study emphasizes the significance of
talent management practices in the context of small projects
in Syria. The findings highlight their positive impact on
employee retention and provide practical insights for
organizations seeking to attract and retain skilled
employees, create a stable workforce, and achieve long-
term success in this sector. Further research can explore
additional factors and contexts to deepen the understanding
of talent management's role in organizational outcomes and
success.
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