Presenting a talent management model in intelligence organizations

Today, the most important concern of human resource development managers is the preservation and development of organizational talents, and talent management has had an amazing impact on the reputation of organizations. Talent management shows a change in approach from traditional human resources management to modern human resources management, which includes attention to the elites of the organization; the purpose of this research is to provide a model of talent management in intelligence organizations.

The present research is in terms of practical purpose, in terms of descriptive-survey data collection method, and in terms of nature, it is a combination of qualitative and quantitative type. The statistical population in the qualitative section includes managers and experienced experts, 14 experts were selected as a sample for the interview; also, in the quantitative part, the statistical population includes middle managers of intelligence organizations in the number of 350 people, the sample size of which was determined to be 183 people. Research data has been collected by library and field method and using interview and questionnaire tools. For data analysis, the qualitative part of the database approach and the quantitative part of the structural equation method have been used.

The findings of structural equation modeling indicate that talent management includes five elements such as internal talent search, external talent search, socialization, talent development and maintenance; also, three factors such as employer brand, organizational culture and transformational leadership were also identified as effective factors on talent management. Among them, the transformational leadership style is the most important in terms of influencing talent management, and the employer brand and organizational culture are the next most important in terms of influencing talent management