Relationship Between Talent Management and Organization Learning in Midwives Operating in Iran University of Medical Sciences Publisher



Kheirkhah M^{1, 2}
Source: Research Journal of Medical Sciences Published:2016

Abstract

One of the problems of today’s organizations is the shortage of human resources especially talented human resources. Turnover of personnel is another problem challenging most organizations. Organizational learning enables organizations update their skills and resources to adapt to environmental changes and achieve competitive advantage. With the increase in organizations’ need for learning, organizational learning has turned into a solution to the existing problems of organizations, and it is also the only source of their power and survival. Talent management along with human resources management can solve the problem of turnover and shortage of labor force. Hence, the present research was conducted to examine the relationship between talent management and organizational learning in hospitals of Iran University of Medical Sciences. This research was a descriptive cross-sectional study. The statistical population and sample included midwives operating in hospitals affiliated with Iran University of Medical Sciences. Arabpour andNikpour’s researcher-made talent management questionnaire and Gomez’s organizational learning questionnaire were used to collect information. Validity of questionnaires was approved through a content validity assessment and reliability of the questionnaires was conformed using the Cronbach’s alpha method. The Cronbach’s alpha coefficients for the talent management and organizational learning questionnaires were 0.82 and 0.89, respectively. The questionnaire information was analyzed in SPSS version 21. Talent management (with a mean score of 3.05) was in a higher-than-average condition. The talent development (3.37) and talent conservation (2.73) dimensions had the highest and lowest mean scores, respectively. The status of organizational learning (with a mean score of 4.16) was higher than average. Systemic perspective (4.40) and management commitment (4) also had the highest and lowest mean scores, respectively. Finally, there was a statistically significant relationship between talent management and organizational learning (p<0.001, r = 0.72). Considering the positive effects of talent management on conservation of employees and organizational learning, it is recommended to use this method to conserve employees and improve organizational learning. © Medwell Journals, 2016.