أثر إدارة المواهب المتكاملة وفقا لمعهد IBM لقيمة الأعمال على إدراك إدارة المواهب في القطاع العام الفلسطيني في غزة

الملخص EN

This research aimed at investigating an international model in talent management by measuring the level of the implementation of Integrated Talent Management according to IBM standards on one hand and the perception of talent management on the other hand, and that by the upper and middle management of the public sector in Gaza - Palestine.

This study follows a deductive approach and a quantitative method with a descriptive-analytical typology using a questionnaire based on the standards of the IBM Institute for Business Value provided in its study in 2008 titled "Integrated Talent Management" that measures talent management implementing level.

While this study added a second section to the questionnaire to measure the perception of talent management, and then to investigate the relationship between the 2 variables in order to measure the effectiveness of the Integrated Talent Management according to IBM in reaching the perception of talent management and thus evaluating the IBM model in a practical way through this study.

The sample included 248 managers, the SPSS package was used for statistical analysis.

The results showed that the public sector in Gaza applies Integrated Talent Management according to IBM standards at a medium degree that did not exceed 59.

8%, and there is weakness in the perception of talent management at the level of 53.

6%.

However, the most important results had been founded in this study are that: 1- There is a strong correlation between (Integrated Talent Management according to IBM) and (the perception of talent management) amounting to 92.

9%.

2- 88.

9% of the change in the perception of talent management is stemming from (motivate and develop, deploy and manage, connect and enable, and transform and sustain) talents, and 11.

1% is due to other factors.

Based on mentioned results above, this study concluded that the Integrated Talent Management according to IBM with its six dimensions is an effective and reliable model to reach the perception of talent management and that it should mainly rely on at least four basic dimensions out of the six dimensions: 1- Motivate and develop talents.

2- Deploy and manage talents.

3- Connect and enable talents.

4- Transform and sustain talents.

Therefore, this study recommends adopting the Integrated Talent Management model offered by the IBM Institute for Business Value for any organization seeking to reach talent modernization according to international standards in the talent management domain.