Talent management practices: perceptions of Egyptian academics
Ayoubi, Rami M.
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Purpose –This paper focuses on three out of 24 business schools in Egypt in order to investigate talent management practices of academics there. Design/ methodology/ approach – A total of 350 academics were contacted and 245 of them were interviewed in 49 face-to-face focus groups. The interview length for each focus group is about 45 minutes and is conducted in Arabic, the mother tongue of all respondents. . Upon conducting the interviews, the authors used thematic analysis to determine the main ideas in the transcripts. Findings – The authors did not detect any systematic approach for the management of academic talent in the chosen public business schools. Instead, there were irresponsible unorderly procedures undertaken by these business schools in staffing, empowering, motivating, evaluating and retaining those talents. Furthermore, the authors realized an absence of many cultural and technical dimensions like adaptability, consistency and knowledge sharing which may hurdle academic staff desires to do their best effort in teaching and conducting research. Moreover, these addressed academic members narrow perception of the concept “talent” that includes only musical and sports figures - the matter that reflects their lack of understanding for one of the hottest concepts in HR academic and practical arenas nowadays. Research limitations/ implications – The focus is only on a single perspective (academics) and a single area (Upper Egypt) - a matter that neglects a variety of views (e.g. minister of Egyptian higher education and schools’ deans). Additionally, the results/ findings of this study cannot be generalized to academic settings in other countries because the data is collected only from public business schools in Upper Egypt. Practical implications – The authors recommend officials in Egyptian public business schools foster constituting academic talents pool which will determine the main academic features, practical characteristics and research focus that academics should address. Moreover, the authors suggest business schools establish continuous academic rapport and feedback reports which would assist in monitoring talented academicians’ level of satisfaction towards their departments’ procedural justice, distributive justice, work-related communication and most importantly, the level of inclusion they feel. Originality/ value – This paper contributes by filling a gap in HR management, in which empirical studies on the practices of managing talents have been limited so far.
Journal of Management Development;
Article accepted for publication in Journal of Management Development.
Cardiff Metropolitan University (Grant ID: Cardiff Metropolian (Internal))
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