Organizational Performance: Are the Phases of the Talent Management Process Equally Important?

Abstract

This study aims to assess whether the individual phases of the talent management process are equally important with respect to overall organizational performance. We analyse 381 business organizations in Slovakia. Authors use a linear regression model and ANOVA to evaluate the impact of the phases of the talent management process on the development of organizational performance of an organization and focus group approach to explain the differences in the individual phases of a talent management process. The results revealed that not all talent management phases equally influence the economic situation of the organization. The final two phases (development and retention) significantly influence the progress of the organizational performance while the initial phases (strategy, identification, and assessment) seem to have no impact on organizational performance. Financial efficiency should prioritize Retention, and only after focus on Development of talents. Remaining resources should be invested into Strategy, Assessment, and Identification of talented people.