Volume 22, Issue 1 (3-2019)                   jha 2019, 22(1): 49-60 | Back to browse issues page

XML Persian Abstract Print

Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:

Sepahvand Z, Sheikhshoaei F, Ghazi Mirsaeid S J, Shabani A. Talent Management Status in Selected University in Medical Libraries in Tehran. jha. 2019; 22 (1) :49-60
URL: http://jha.iums.ac.ir/article-1-2902-en.html
1- MSc. MLIS Department, School of Virtual, Tehran University of Medical Sciences, Tehran, Iran
2- Assistant Professor, Medical Library and Information Sciences Department, School of Allied Medical Sciences, Tehran University of Medical Sciences, Tehran, Iran , fashoaei@sina.tums.ac.ir
3- Medical Library and Information Sciences Department, School of Allied Medical Sciences, Tehran University of Medical Sciences, Tehran, Iran
4- PhD in Information Sciences and knowledge studies from Faculty of Management, University of Tehran, Tehran, Iran
Abstract:   (1859 Views)
Introduction: Talented people are valuable assets in each organization and should be managed to achieve the best results. Therefore, the current study aimed to identify the status of talent management in selected medical libraries in Tehran.
Methods: This descriptive-applied study was conducted on 130 librarians working in Central Library and libraries of Tehran, Iran and Shahid Beheshti Universities of Medical Sciences. Data were collected using Rothwell (1984) career planning questionnaire whose validity was verified by five experts in Librarianship and Management. The reliability of the questionnaire was confirmed using Cronbachchr('39')s alpha coefficient.
Results: According to the results the current and optimal status in different dimension were as follows: commitment to the establishment of talent management 2.872 and 4.231; assessment of current work requirements 2.846 and 4.244; assessment of individual performance 2.907 and 4.246; assessment of future work requirements 2.820 and 4.303; assessment of individual talent 2.741 and 4.274; filling the training gap 2.818 and 4.328; assessment of talent management and successor training 2.604 and 4.302.
Conclusion: The results were indicative of a favorable talent management in the Selected Libraries of Medical Universities in Tehran. 

Full-Text [PDF 995 kb]   (2864 Downloads)    
Type of Study: Research | Subject: Medical Librarianship and Information Science
Received: 2019/01/9 | Accepted: 2019/09/24 | Published: 2019/09/24

1. Saif P. Studying The Status Of Talent Management In Attracting And Retaining Faculty Members Of Agricultural Colleges (Case Study: Tehran Public Universities) [Ms thesis]. Tehran: Tarbian Modares University, 2014. [In Persian]
2. Mahdizadeh Moghaddam M. Relationship between Talent Management and Leadership Styles in Iranian Iformatics Services Corporation: Case study [Ms thesis]. Tehran: Allameh Tabatabai University; 2013. [In Persian]
3. Fahimi Haghverdiy F. Investigating the relationship between talent management and human resources efficiency among staff members of Imam Hossein Hospital in Shahrood [Ms thesis]. Shahroud: Islamic Azad University; 2014. [In Persian]
4. Hariri N, Tabrizi N. Talent and succession management in the libraries of Islamic Azad University Branches located in Tehran. Quarterly Journal of knowledge studies. 2016; 9(33): 27-35. [In Persian]
5. Okhovati M, Bazrafshan A. The Role of Medical Librarians and Informatists in Medical Researches: Comparing Opinions of Researchers and Librarians. Journal of Library and Information Science. 2008; 11(3): 57-70. [In Persian]
6. Ghosi S, Mehrara A, Shakeri Nawayi G R. Talent management role in the preservation of human resources potential in the Oil Products Distribution Company Sari area. Farayandno. 2016; 10(52): 251-275. [In Persian]
7. Gholam Hossein Pooranvari S, Ebrahim Abdul R, Arasteh H R, Zeinabadi H. Systematic Approach on Talent Management and its Impact on the Community and Organization (in universities). Public Management Researches. 2017;10(36):143-160. [In Persian]
8. Gholipor A, Eftekhar N. Introducing a Talent Management Model based on Grounded theory (Case Study: Telecom Operator). Public Management Researches. 2017;9(34):59-90. [In Persian]
9. Zayn al-Dīn Bidmeshki Z, Adli F, Vaziri M. Comparison of the current status of succession and talent management with its desirable position in the higher education system. Quarterly journal of research and planning in higher education. 2014;72:51-72. [In Persian]
10. Haji Karimi AA, Hosseini A. Underlying of Strategic Factors in Talent Management. Journal of Strategic Management Studies. 2010;1(2):51-71. [In Persian]
11. Sam Can S. Measuring the readiness level of the Iranian Oil Refining and Distribution Company to implement SPS planning with a new Talent Management Approach [Ms thesis]. Tehran: Allame Tabatabai University; 2009. [In Persian]
12. Rutledge L, LeMire S, Hawks M, Mowdood A. Competency-Based Talent Management: Three Perspectives in an Academic Library.Journal of Library Administration. 2016;56(3):235-250. [DOI:10.1080/01930826.2015.1105051]
13. Apolinario R. R. U., Ramos-Eclevia M. Who's Next in Line? Succession Planning Practices of Academic Libraries. The European Conference on Literature & Librarianship 2016; At Brighton, France.
14. Gallardo E-G, Nijs S, Dries N, Gallo P. Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review. 2015; 25(3): 264-279. [DOI:10.1016/j.hrmr.2015.04.003]
15. Rothwell, W. J. Replacement planning: A starting point for succession planning and talent management. International Journal of Training and Development. 2011; 15(1): 87-99. [DOI:10.1111/j.1468-2419.2010.00370.x]

Add your comments about this article : Your username or Email:

Send email to the article author

© 2021 All Rights Reserved | Journal of Health Administration

Designed & Developed by : Yektaweb