Meta-synthesis model of integrated talent management

It is widely accepted that in the recent economic downturn, there are many demands for talent, and thus many organizations employ talent management systems to create competitive advantage. The lack of an integrated talent management process, as a strategic approach, leads to waste of time, effort and money.

This study falls within the category of applied research in terms of purpose and meta-symthesis in terms of methodology. The researchers in this study, in a meta-synthesis way, have carefully scrutinized the topic and combine the results of past qualitative research. In this regard, 3615 research studies in the field of talent management and integrated talent management were selected by searching in Web of science (2008-2018), Magiran, University of Tehran's magazines, and international databases of papers and books; and finally, based on 106 studies underwent content analysis, dimensions and codes were extracted, and the significance and priority of each one was determined using the Shannon entropy.

Based on research findings, management and planning codes for succession, learning, and talented employee involvement; organizational acceptance; and talent strategy relationship with business strategy, progression management and organizational culture had the highest impact. Finally, according to the extracted components, the proposed model was presented.

The large volume of articles and the timeframe under study made the research analysis more difficult.

The integration of talent management can be a guide to managing human resources for current and future organizations. Future organizations face different talents and human resource generation that require integrated talent management.

The present research focuses on talent as a current and future challenge for organizations and planning for the creation of integrated HRM based on talent.