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Without talent, success may be latent: Talent management practices in commercial banks

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dc.contributor Háskóli Íslands
dc.contributor University of Iceland
dc.contributor.advisor Thorhallur Gudlaugsson, Svala Gudmundsdottir
dc.contributor.author Theodorsson, Unnar
dc.date.accessioned 2025-01-05T20:06:13Z
dc.date.available 2025-01-05T20:06:13Z
dc.date.issued 2024-11
dc.identifier.isbn 978-9935-9773-4-2
dc.identifier.uri https://hdl.handle.net/20.500.11815/5234
dc.description.abstract This doctoral dissertation aimed to critically examine talent management practices in large commercial banks and how these practices influence employee experiences and relationships. By emphasizing the employee perspective, this study addressed a gap in the existing literature, which often focuses on organizational and managerial viewpoints, neglecting individual employees´ subjective experiences. Employing a qualitative methodology, this research utilized an exploratory ethnographic approach to understand employees´ subjective interpretations of talent management practices. Semi-structured interviews were conducted with HR managers and bank specialists to explore the dimensions of talent management, including recruitment, motivation, and retention, and their impact on employee satisfaction and organizational commitment. The study´s exploratory nature was supported by a critical realist approach to acknowledging the complexity of social phenomena and multiple realities. The findings revealed that talent management practices significantly affect employees´ psychological and professional landscapes at large commercial banks. There was a strong link between strategic talent management initiatives and employees´ perceptions, job satisfaction, commitment, and value to the organization. These outcomes indicated that talent management practices influence organizational outcomes, shape the work environment, and impact employee relationships. The study concluded that effective talent management is crucial for improving organizational performance and cultivating a supportive work environment. Effective talent management is particularly relevant in large commercial banks, where competition for talent is intense, and retaining high-potential employees is essential for maintaining a competitive advantage. The research underscores the importance of incorporating employee feedback into talent management strategies to ensure alignment with employee needs and a positive organizational climate. This doctoral dissertation contributes to human resources management by providing insights into how talent management practices impact employee experiences in large commercial banks. It highlights the need for a holistic, employee-centric approaches to talent management, suggesting that the success of these practices largely depends on their alignment with employee expectations and their overall contribution to a positive, supportive workplace culture.
dc.description.abstract Markmið rannsóknarinnar var að skoða á gagnrýninn hátt atgervisstjórnun (e. talent management) innan stórra viðskiptabanka og hvernig mismunandi aðferðir höfðu áhrif á reynslu starfsfólks og samskipti þess á vinnustað. Með því að leggja áherslu á sjónarhorn starfsfólks tók þessi rannsókn á skorti í núverandi fræðilegri umfjöllun þar sem einungis er horft út frá sjónarhorni skipulagsheilda og stjórnenda en huglæg reynsla starfsfólks er vanrækt. Í rannsókninni var stuðst við eigindlega aðferð með könnunar- og þjóðfræðilegri nálgun til að auka skilning á upplifun starfsfólks á viðfangsefninu. Viðtöl voru tekin við mannauðsstjóra, stjórnendur og sérfræðinga bankanna til að varpa ljósi á þætti eins og ráðningar, hvatningu, endurnýjunartíma og áhrif slíkra þátta á ánægju starfsfólks og hollustu þess við skipulagsheildina. Niðurstöðurnar leiddu í ljós að atgervisstjórnun hefur veruleg áhrif og tengsl voru á milli stefnumótandi aðgerða og skynjunar starfsfólks á eigin mikilvægi fyrir skipulagsheildina, starfánægju þess og hollustu. Þessar niðurstöður benda til þess að ákveðnar stefnumiðaðar aðferðir hafi áhrif á árangur skipulagsheilda og móti vinnuumhverfi og tengsl starfsfólks sín á milli. Af rannsókninni má draga þá ályktun að árangursrík stjónun á viðfangsefninu sé lykilatriði til að bæta frammistöðu skipulagsheilda og rækta stuðningsríkt vinnuumhverfi. Þetta á sérstaklega við í stórum viðskiptabönkum, þar sem samkeppni um hæfileika er hörð og endurnýjun starfsfólks með rétta hæfni og færni er nauðsynleg til að viðhalda forskoti í samkeppni. Rannsóknin undirstrikar mikilvægi þess að fá álit starfsfólks á mismunandi aðferðum til að tryggja samræmi við þarfir þess og jákvæðan starfsanda.
dc.description.sponsorship the Board of the University of Iceland Research Funds and The Eimskip University Fund
dc.format.extent 269
dc.language.iso en
dc.publisher University of Iceland, School of Social Sciences, Faculty of Business Administration
dc.rights info:eu-repo/semantics/openAccess
dc.subject Doktorsritgerðir
dc.subject Mannauðsstjórnun
dc.subject Bankar
dc.subject HRM
dc.subject Human Capital
dc.subject Banking
dc.subject Talent management
dc.title Without talent, success may be latent: Talent management practices in commercial banks
dc.type info:eu-repo/semantics/doctoralThesis
dc.contributor.department Viðskiptafræðideild (HÍ)
dc.contributor.department Faculty of Business Administration (UI)
dc.contributor.school Félagsvísindasvið (HÍ)
dc.contributor.school School of Social Sciences (UI)


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