Talent Relationship Management in Practice - Myth or Reality?
Kroj, Linda (2016)
Metropolia Ammattikorkeakoulu
2016
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2016102815517
https://urn.fi/URN:NBN:fi:amk-2016102815517
Tiivistelmä
The world of organizations and their human resource management is changing. Challenges such as demographic development, the increasing transparency of the labor market and a continuous shift from manual labor to mental work intensifies the talent shortage, especially in times of high unemployment. Accordingly, organizations are searching for methods to face these challenges in the long term. One such approach is talent relationship management (TRM), as a recruiting approach to obtain qualified employees to staff strategically hard-to-fill positions.
The present Bachelor thesis examines the effectiveness of communication channels to reach young talents with TRM practices in a cross-sectional study, including how attractive those practices are for talents, especially talent communities. This examination takes place against the background of a potential discrepancy between offered and experienced TRM practices.
The sample is based upon a one-off piece of market research involving 128 valid participants, divided into 77 female and 51 male candidates, with an average age of 24.7 years. The acquisition of the participants for the survey occurred through several social media platforms, whereby the link to the online survey was posted on Facebook, Xing and LinkedIn. The online questionnaire was developed for this study and includes self-constructed questions to the offerings and expectations of TRM practices.
From the results, it can be derived that overall the company side meets the expectations of the candidates regarding TRM practices. The effective communication channels to reach young talents are electronic ones, which companies are using to address the talents. Especially with the direct sourcing instrument of talent community, they are offering the talents an attractive TRM practice from their perspective. Nonetheless, it is problematic that the TRM practice of talent community does not reach the talents because the communities themselves are unknown.
The present Bachelor thesis examines the effectiveness of communication channels to reach young talents with TRM practices in a cross-sectional study, including how attractive those practices are for talents, especially talent communities. This examination takes place against the background of a potential discrepancy between offered and experienced TRM practices.
The sample is based upon a one-off piece of market research involving 128 valid participants, divided into 77 female and 51 male candidates, with an average age of 24.7 years. The acquisition of the participants for the survey occurred through several social media platforms, whereby the link to the online survey was posted on Facebook, Xing and LinkedIn. The online questionnaire was developed for this study and includes self-constructed questions to the offerings and expectations of TRM practices.
From the results, it can be derived that overall the company side meets the expectations of the candidates regarding TRM practices. The effective communication channels to reach young talents are electronic ones, which companies are using to address the talents. Especially with the direct sourcing instrument of talent community, they are offering the talents an attractive TRM practice from their perspective. Nonetheless, it is problematic that the TRM practice of talent community does not reach the talents because the communities themselves are unknown.