735598_1825373388_similarPresentation.pptx

735598_1825373388_similarPresentation.pptx - Thesis tittle...

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Thesis tittle Presented by: xxx Supervised by: Dr. xxx 2016 Kuwait
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Agenda Problem definition Research objectives Research questions Literature review Research methodology Data analysis and findings Recommendations Limitation Future research
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Problem Definition The hospitality sector in Kuwait aims to implement several practices of Talent Management however the effects of these practices have not been fully examined. Some health organizations in Kuwait adopt practices such as talent acquisition, training and rewards; however with a low level of understanding with respect to the relationship among these critical HR practices and how their practice would reduce employees’ intention to leave.
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Problem Definition Few studies investigate the effect of such practices on employee intention to leave in Kuwait. On the other hand, some firms in Kuwait assume that talent management is merely about identifying and retaining talented people and hence disregard the successful implementation and integration of such HR practices that are practiced and applied by organizations. Few studies connect talent management to employee outcomes such as job satisfaction, employee engagement, organizational commitment and organizational trust.
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Research Objectives Major Objective: Explore the main determinants of talent management practices in the healthcare sector in Kuwait. Minor Objectives: Investigate how talent management would affect outcomes such as job satisfaction, affective commitment and employee engagement. Investigate how outcomes such as job satisfaction, affective commitment and employee engagement would reduce turnover intention among existed talent.
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Research Questions Major question: What are the main determinants of the employee's intention to leave their jobs in the healthcare sectors in Kuwait? How does the implementation of Talent Management elements affect organizational outcomes such as job satisfaction, affective commitment and employee engagement? Minor questions: How dose different demographic groups of respondents in terms of age, education, experience and job specification, have different perception regarding turnover intention? 1 2 1
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Literature review Richman et al. (2008, p.183) point out that incentives like "shorter working hours or a flexible working schedule, ability to attend conferences; short courses etc. found to be very interesting to potential and talent employees".
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