DESIGNING EFFECTIVE STRATEGIC TALENT MANAGEMENT SYSTEMS TO ACHIEVE BUSINESS GOALS: AN EMPIRICAL STUDY IN ASIAN FIRMS
DOI:
https://doi.org/10.69980/zh2aaq56Keywords:
Talent Management, HR Analytics, Employee Engagement, Organizational Performance, Business StrategyAbstract
Strategic talent management has become a critical factor for achieving organizational success in increasingly competitive and dynamic business environments, particularly in Asian firms. The shift from traditional human resource practices to integrated, data-driven talent systems highlights the importance of aligning workforce capabilities with business goals. A quantitative empirical approach is adopted using a secondary HR analytics dataset to examine the influence of talent acquisition, talent development, employee engagement, and workforce characteristics on business goal performance. The findings indicate that while talent management practices are implemented at moderate levels, their direct contribution to performance varies across dimensions. Workforce characteristics, including employee experience and performance ratings, emerge as the most significant predictors of business outcomes. In contrast, recruitment, training, and engagement show limited direct effects, suggesting a gap between HR practices and strategic alignment. The results emphasize the growing importance of HR analytics in enabling evidence-based decision-making and improving organizational effectiveness. The analysis highlights the need for organizations to integrate talent management systems with business strategy and leverage data-driven insights to enhance performance. The findings contribute to the literature by providing an empirical perspective on talent management using secondary data within a business analytics framework.
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