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Effects of Perceived in Talents Management Practices on Employee Effectiveness and Turnover Intention

By Sophia Hsiu-Hua Hu and Chin-Wen Chang.

Published by The International Journal of Technology, Knowledge and Society

The advent of the knowledge economy has seen a quick shift in industrial structures from labor-intensive and low technology models to knowledge oriented and high technology models. The traditional concept of human resource management has been replaced by a concept of human capital perspective. As “key talents” can help companies to create innovative business models to attain a competitive advantage, the biggest challenge of human resource management is how best to retain key employees. Effective human capital management will depend on the talent retention mechanisms in an organization, concluding performance appraisal, compensation management, and career development. According to social exchange theory, the study found the significant effect of the implementation in talents retention programs on employee effectiveness (task performance); and compensation management had most predictable effects on employee effectiveness (organizational commitment, job satisfaction, and turnover intention). The limitations of the research were discussed and suggestions for further research were proposed.

The International Journal of Technology, Knowledge and Society, Volume 4, Issue 5, pp.125-134. Article: Print (Spiral Bound). Article: Electronic (PDF File; 595.348KB).

Dr. Sophia Hsiu-Hua Hu

Assistant Professor, Dept. of International Business, Ming Chuan University, Taipei, Taiwan

Chin-Wen Chang

Graduated Student, Graduate Program in Internationa Business, Ming Chuan University, Taipei, Taiwan