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Practices of Talent Management in Organisations in the Czech Republic

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  • Lucie Vnoučková

    (Department of Management, University of Economics and Management Prague, Nárožní 2600/9a, 158 00 Praha 5, Czech Republic)

Abstract

As theory still lacks consistent definition of successful talent management, the praxis is characterized by dissimilar interpretations of the term talent. The lack of integrity of definitions appears to be the reason to analyse talent management practices. The article focuses on consistency of suggested practices in management of organisational strategies. The aim is to reveal current approach of Czech organisations towards talent management practices and to specify the main factors affecting employee development in talent management in the tested organisations. Bivariate and multivariate statistical methods and analyses were used to lower the number of possible single approaches and practices. Analyses formed valid factors, which influence and determine employee development as key principles of talent management: alignment with strategy, internal consistency, cultural embeddedness, management involvement, and employer branding through differentiation. Results identified and verified different ways of support of talented employees. Firstly, it is Talent management in its original shape (25.9%), secondly, Learning organisation based on common learning (23.5%) and the third factor name is Plain promises (12.4%). Organisations grouped in the factor only declare possibility of development, but do not practically use it.

Suggested Citation

  • Lucie Vnoučková, 2016. "Practices of Talent Management in Organisations in the Czech Republic," Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, Mendel University Press, vol. 64(2), pages 701-709.
    • Handle: RePEc:mup:actaun:actaun_2016064020701
    DOI: 10.11118/actaun201664020701
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    References listed on IDEAS

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