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You searched for subject:(Global talent retention). Showing records 1 – 3 of 3 total matches.

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NSYSU

1. Chen, Yi-Sin. Exploration of talent retention factors in Taiwan.

Degree: Master, Human Resource Management, 2013, NSYSU

As into the 21st century, the rapid development of information technology and knowledge economy has led to the age of globalization. On the other hand, the fertility rate walk down year by year in Taiwan, it brings the premonition that the supply of local labor force will decrease in the future. The needs of global logistics management and knowledge workers have become more dramatic. In this research, both qualitative and quantitative approaches are used to understand the relationship among human capital management and global talent retention. In qualitative research, we generalize what kind of global talent retention strategies are taken for global talent by three case companies. After classification the strategies, four major management functions be exploited what important factors of global talent consider to retain in the corporate. From the above discussion, we infer that each of the variables is essential for global talent retention. It does not matter which one is the most important factor in retaining the global talent. The key retention factors could distinguish to different level, for different level global talent, companies need to provide distinct retention practices. Hopes to deliver the importance of global talent, and remain the global talent effectively through business management. Advisors/Committee Members: Ming-Chu Yu (chair), Christina Y.P. Wang (chair), Bih-Shiaw Jaw (committee member).

Subjects/Keywords: Pay Satisfaction; Socialization; Global talent retention; Global talent; Human capital management

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Chen, Y. (2013). Exploration of talent retention factors in Taiwan. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0518113-003929

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Chen, Yi-Sin. “Exploration of talent retention factors in Taiwan.” 2013. Thesis, NSYSU. Accessed June 18, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0518113-003929.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Chen, Yi-Sin. “Exploration of talent retention factors in Taiwan.” 2013. Web. 18 Jun 2019.

Vancouver:

Chen Y. Exploration of talent retention factors in Taiwan. [Internet] [Thesis]. NSYSU; 2013. [cited 2019 Jun 18]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0518113-003929.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Chen Y. Exploration of talent retention factors in Taiwan. [Thesis]. NSYSU; 2013. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0518113-003929

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


NSYSU

2. Yang, Lih-shing. The Study of the Relationship between Global Talent Management and Employer Branding in Taiwan.

Degree: PhD, Human Resource Management, 2013, NSYSU

With the rapid expansion of globalization in recent years, MNCs pay more attention to the international talent management. Meanwhile, MNCs actively attract and retain global talents by providing superior compensation and benefits. For instance, leveraging global talents is good way to obtain top technology and knowledge. One way to enhance local talentsâ internationalized competence is execution the exchanges and cooperation among global talents and local talents. According to human capital management perspective, this research ivestigates the relationship between employer branding, global talent management and retention by interviews, literature review and empirical analysis. According to 3 companiesâ qualitative research and 111 global talent samplesâ quantitative research, we find that employer branding has the positive effect on global talent management through the mediating of global talent management. As the result, our research contributes to build a global talent management integrative framework and provides some insights for MNCâs global human resource management practices. Advisors/Committee Members: Wang, Yu-Ping (chair), Cheng, Bor-Wen (chair), Yu, Ming-chu (chair), Ling, Ya Hui (chair), Jaw, Bih-Shiaw (committee member), Huang,Ying-Fang (chair).

Subjects/Keywords: human capital leverage; global talent retention; global human capital management; employer branding; global talent management

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Yang, L. (2013). The Study of the Relationship between Global Talent Management and Employer Branding in Taiwan. (Doctoral Dissertation). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0121113-143212

Chicago Manual of Style (16th Edition):

Yang, Lih-shing. “The Study of the Relationship between Global Talent Management and Employer Branding in Taiwan.” 2013. Doctoral Dissertation, NSYSU. Accessed June 18, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0121113-143212.

MLA Handbook (7th Edition):

Yang, Lih-shing. “The Study of the Relationship between Global Talent Management and Employer Branding in Taiwan.” 2013. Web. 18 Jun 2019.

Vancouver:

Yang L. The Study of the Relationship between Global Talent Management and Employer Branding in Taiwan. [Internet] [Doctoral dissertation]. NSYSU; 2013. [cited 2019 Jun 18]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0121113-143212.

Council of Science Editors:

Yang L. The Study of the Relationship between Global Talent Management and Employer Branding in Taiwan. [Doctoral Dissertation]. NSYSU; 2013. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0121113-143212


Cleveland State University

3. Parks, Tomas A, Jr. A Theoretical and Empirical Study of Global Talent Management: Three Operationalizations of GTM and their Impact on Firm Performance.

Degree: Doctor of Business Administration, Monte Ahuja College of Business, 2017, Cleveland State University

This theoretical and empirical study of Global Talent Management (GTM) analyzes the four major theory and practice gaps of GTM as identified in the literature. It proposes three operationalizations of GTM and empirically analyzes their impact on perceived firm performance. A thorough literature review provides the framework for the operationalizations of GTM. The empirical analysis includes a replication of six scales using a sample of Talent from firms using GTM systems. These scales represent the constructs of the three operationalizations of GTM. Then a series of multiple regression equations analyze the impact of the operationalizations of GTM on perceived firm performance and perceived hiring practices. The scales are all replicated except for one, thus contributing to the literature. In addition, support for the impact of GTM on perceived firm performance is found. The result is theoretical and empirical support for the impact of GTM on perceived firm performance for a sample of 369 talented individuals in firms using GTM systems. Advisors/Committee Members: Storrud-Barnes, Susan (Committee Chair).

Subjects/Keywords: Organizational Behavior; Management; Talent; Talent Management; Global Talent Management; Human Resources; Strategic Human Resources; Multinational Corporation; Multinational Enterprise; Engagement; Development; Support; Retention; Alignment; Deployment; Evaluation; TM; GTM; HRM; IHRM; SHRM

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Parks, Tomas A, J. (2017). A Theoretical and Empirical Study of Global Talent Management: Three Operationalizations of GTM and their Impact on Firm Performance. (Doctoral Dissertation). Cleveland State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=csu1497030365830023

Chicago Manual of Style (16th Edition):

Parks, Tomas A, Jr. “A Theoretical and Empirical Study of Global Talent Management: Three Operationalizations of GTM and their Impact on Firm Performance.” 2017. Doctoral Dissertation, Cleveland State University. Accessed June 18, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=csu1497030365830023.

MLA Handbook (7th Edition):

Parks, Tomas A, Jr. “A Theoretical and Empirical Study of Global Talent Management: Three Operationalizations of GTM and their Impact on Firm Performance.” 2017. Web. 18 Jun 2019.

Vancouver:

Parks, Tomas A J. A Theoretical and Empirical Study of Global Talent Management: Three Operationalizations of GTM and their Impact on Firm Performance. [Internet] [Doctoral dissertation]. Cleveland State University; 2017. [cited 2019 Jun 18]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=csu1497030365830023.

Council of Science Editors:

Parks, Tomas A J. A Theoretical and Empirical Study of Global Talent Management: Three Operationalizations of GTM and their Impact on Firm Performance. [Doctoral Dissertation]. Cleveland State University; 2017. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=csu1497030365830023

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