Background and objective: The present study was conducted to evaluate the Talent management model with emphasis on Talent identification and Talent Development processes of human resources staff of Saipa Automotive Company. Method: This research is applied in terms of purpose and descriptive-correlational in terms of the data collection method. The statistical population of this study included all employees of the human resources unit of Saipa Automotive Company, numbering 260 people, using a random sampling method, and 155 people were selected as a sample. In order to collect data, a researcher-made questionnaire consisting of 40 closed-ended questions was used. The validity of the questionnaire was reviewed and confirmed using the opinion of experts in the relevant field and its reliability was calculated using Cronbach's alpha (94. 5%). After collecting and summarizing, the quantitative data were analyzed through structural equation modeling and the partial least squares method with the help of PLs software. Findings: The results of the analysis show that the two processes of Talent Development and Talent identification can explain Talent management, and on the other hand, the components of Talent participation, Talent training and improvement, and Development of Talent relationships have the greatest impact on the Talent Development process. Finally, the selection of Talents, the establishment and use of Talents, the recruitment and acquisition of Talents, and finally the identification and identification of Talent sources have the greatest impact on the Talent identification process. Conclusion: The results of the research show that the process of Talent identification includes identifying Talented resources, attracting and acquiring, selecting and establishing and employing them, and the Talent Development process includes training and improving Talents, attracting Talent participation and developing Talent relationships. The results of the present study indicate that creating a superior environment in order to attract, retain and develop employees requires that Talent identification be considered as a key axis in the process of identifying, identifying, attracting, acquiring, selecting, establishing and employing Talented resources.

Extended Abstract The current paper was to design Talent management process model for university faculty members of Talent-driven universities. This is an applied qualitative-quantitative study in two stages. In the qualitative phase, the components of Talent management were identified using semi-structured interviews with 18 managers and faculty members of Isfahan University, Isfahan Medical Sciences University and Isfahan University of Technology through purposive sampling method with regard to data saturation, and analyzed using content analysis method and deductive inductive approach. . . .

The current study aimed to identify Talent Development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and Talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 Talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main Talent Development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- Development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s Talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of Talent Development and it can be predicted applying them.

The aim of this study was to assess the quality of Iran football Talent Development system. The research method was descriptive and survey. The statistical population included coaches, players, players, university professors (active in football), pioneers, managers and football referees. The statistical sample consisted of 253 subjects who were selected by purposive and convenience sampling method. For data collection, Talent Development system evaluation questionnaire by Roger et al. (2010) was used. The reliability was obtained as 0. 87 using Cronbach's alpha coefficient. Its face validity was confirmed by sport management professors and construct validity was evaluated by factor analysis. To analyze the data, descriptive and inferential statistics were used with SPSS22 and AMOS23 software. The findings showed that among the dimensions of football Talent identification system, structure, process and outcomes had the most important roles respectively and all these three dimensions were far from the desired level. According to these results, it is suggested that managers and officials should consider goal setting, visions and plans to achieve goals in order to improve Iran football Talent identification.

The aim of this study was to determine the status of Talent- based Development process in the human resources department of Saipa automobile manufacturing company. In terms of purpose this study is an applied research, and research evaluation for data collection. Statistical society was staff of Saipa Company’s human resources department to 260 people using the random sampling method, 155 of them were selected and questioned. A researcher-made questionnaire consisted of 20 closed questions was used to collect data. The validity of this was reviewed and approved by using view point of university professors and its reliability was calculated 94.5% by using Cronbach’s alpha. After gathering and summarizing data, were used descriptive and inferential statistics to analyze and interpret the research questions. The results showed that from the organization’s employees point of views the situation of Talent based Development process is in a favorable level. Moreover, the results indicate a significant gap between the current situation and the desired situation in all components of Talent based Development process. Solutions for lowering this gap were suggested.

The most important asset of any organization is its human resources, and Talent management is the main part of human capital management. With proper management of these assets, organizations can achieve their goalsaims to design an optimal model of Talent management and Development components in the oil company. The research method is qualitative and thematic analysis. The research data was collected through in-depth interviews with 14 oil company experts who were selected using theoretical sampling method and reached theoretical saturation. To analyze the data, content analysis of the theme network type has been used. In order to validate the themes, two methods of validity evaluation have been used in the communication method as well as the focus group, and in order to validate the reliability, reproducibility and transferability or generalizability have been used. The results showed that the optimal model of Talent management and Development components consists of three preliminary, executive and complementary steps based on eight main organized themes: Talent thought, Talent Finding, Talent metrics, Talent training, Talent scouting, Talent cracy, Talentholding, Talentsourcing.

The Talent identification program is to identify and develop Talented athletes to reach the highest level of sport in the world. The study is to identify the factors affecting the Development of Talent in Iranian volleyball. This research was qualitative and exploratory in nature, which is considered as an applied research. The population was all volleyball experts including the coaches of the national volleyball teams of Iran, senior managers and directors of the Talent Search Committee of the Ministry of Sports and Youth and the Volleyball Federation, and the members of the faculty of sports management. The sampling method was purposive and snowballing, which was followed by 17 in-depth interviews. The responses were analyzed using the MAXQDA software version 18. From the analysis of the interviews, 15 factors were identified that they were national stars and heroes, training principles and design, education, inter-organizational communication in government institutions, human resource activities, motivational factors, intellectual and psychological factors, anthropometric characteristics, academies, volleyball federation, Higher education, legal factors, family support, value and attitude factors, facilities and equipment. Among these dimensions, the Volleyball Federation factor, academies, anthropometric characteristics, education and training principles and design played the most important role in Talent Development. In general, the results showed that various factors affect the Development of Talent management in volleyball in the country. So, it is suggested that research findings be at the forefront of Talent search activities in volleyball-affiliated organizations, especially the country's volleyball federation and its affiliates. In addition, research results play a significant role in completing the theoretical foundations of sports management.