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The relationship between Attraction and Organizational Performance in amazonAbstract
The purpose of the study was about To study attract talents for "amazon company business
park" which is used to attract people A questionnaire was made and distributed to The was
distributed to 20 employees who answered 12-13 of it and analyzed on Google Form. The
results were different opinions, as it turned out that Amazon implemented talent attraction in
several ways, some of which succeeded and some of them were not with the required results, and
most of its use was effective with the company’s results, due to the presence of diversity that
helped succeed in some ways The results of the survey were given to the company, and they
were also given current and future recommendations that may help the company to innovate and
retain employees who are the strength of the company.
aim, sample, results
Objectives:
To identity the strategic importance of talent management.
To understand the role of talent management in organizational effectiveness.
To examine the relationship among attraction, retention, engagement and talent management
Keywords: Talent attraction, talent management, attraction, organization, performance
Aims: In the current era, talent management is considered one of the basics of management
among managers as a result of the transition from product to economy
Companies are affected by challenges through internal and external changes to the organization
and the way to attract talent and help them develop on their own.
The strategy by working on talent management is the solution to the so-called organizational
advantage. The most important asset of the organization is the employees. Talent management is
often interpreted in an inappropriate or indefinite way, and the practice of talent management
varies widely between companies and employees.
Objectives: H0: H01
There is no statistically significant effect (at the level a <0.05) of Talent
management strategy and strategic priority at amazon
, H01: There is no statistically significant effect (at the level a <0.05) of talent
management attraction and Organizational Performance at amazon
Identify whether there is a significant relationship between talent management strategies
on strategic priority at the Amazon company
Identify whether there is a significant relationship between talent management attraction
and organization performance
H0: H0
There is no statistically significant effect (at the level a <0.05) of Talent management
strategy and strategic priority at amazon
H01 : There is no statistically significant effect (at the level a <0.05) of talent management
attraction and Organizational Performance at amazon
Identify whether there is a significant relationship between talent management strategies on
strategic priority at the Amazon company
Identify whether there is a significant relationship between talent management attraction and
organization performance
The researcher proposes the following hypothesis to our research:
H0: There is no statistically significant effect (at the level α ≤
0.05) of talent management strategies on strategic priority at the
Amazon company
H01: There is no statistically significant effect (at the level α ≤
0.05) of talent management attraction and organization
performance at the amazon company
, Research model
H0 Strategic
Talent management priority
Independent Variable Dependent Variable
H01
attraction Organization
performance
Introduction
Literature sources searched(introduction , previous studies)
Talent management: Talent management is the systematic process of identifying the vacant position,
hiring the suitable person, developing the skills and expertise of the person to match the position and
retaining him to achieve long-term business objectives.
The twenty-one century is the era of technology and globalization, companies are no more
working in isolation and large scale technology sharing can easily observed. Hence, business
leaders’ start promoting such resources as human capital which can give them competitive
advantage against competitor. Companies have now access to new technological
developments with right kind of resources. The only thing that differentiates one
company from the other company is utilization of human intellect. Organization’s
performance and competitive advantage depends on intellectual employees. It is becoming
inevitable for organizations to address this issue and to develop proper strategy [1]. However,
the walk on this road does not turn out very easy due to the fact that human resource is
available but skilled human resource is scarcely found. Hence, the scarcity of competent
employees leads organizations to develop strategic schemes. This can be used to fill the gap of
talented human resource within organization. In this era companies are facing the war of talent.
The idea of talent management starts taking its root in 1980s. Organizations were filtering out
the best human resource from the rest. That era was considered as having more control
over individuals and their career planning but that was changed after 1990s. That time
employees were given the responsibility of their career planning. While after 2000,
companies start talking the control of employee career development by giving them
opportunity [2]. Watkins [3] coined the term talent management which indicates the
importance of managing employee for the organizations. Companies are making it their
strategic priority to recruit, retain and develop employees. Talent management is about analyzing
the need of skilled employee and developing strategies to meet that need [4]. It improves their
performance and financial position in the industry and accelerates organizational success. In
1990’s a research was done by McKinsey group who recognize employees
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