The most important barriers to volunteers’ talent management from the view of Volunteers Organization Staff

Introduction: With the aim of workforce productivity, talent management is designed and used in many successful organizations. This idea will increase the motivation of people to participate in voluntary activities and to take advantage of Red Crescent society volunteers who provide humanitarian cooperation. This research aims to identify the barriers to volunteers’ talent management from the view of employees in Volunteers Organization. Method: In this applied and cross-sectional survey, about ۱۰۴ people were studied and performed randomly among all employees (۲۴۰) of Volunteers Organization in Tehran province and all provincial capitals. Data were collected by using self-administrated questionnaire and Cronbach's alpha (۰/۸۹). Then the obtained information was analyzed by using SPSS-۱۵, one sample t-test and two independent samples t. (sig=۰/۰۵) Findings: The results indicate that the scores of all talent management indicators were lower than average and the difference was significant. The participants believed that ba sed on triple pillars such as talent (skills & expertise), capability & ability and opportunity to develop the talents in volunteers of Volunteers Organization are lower than average and are not in good condition. Also, the organization is in a below average in considering five strategic factors underlying in talent management namely ob jectives & strategies, rules & regulations, management approach, organizational culture and human resource management. It should be noted that there is not a significance differences between the view of male and female respondents to identify barriers to talent management. Conclusion: According to the results, some items may be the barriers to successful implementation of talent management program in Volunteers Organization including lack of a databa se of volunteers’ skills and qualifications; lack of appropriate opportunities for the development of an unknown talent; lack of enough attention to concepts of talent management in programs; and no rules to attract and retain volunteers.

کلیدواژه ها:

talent ، talent management ، volunteers of Red Crescent Society ، استعداد ، مدیریت استعداد ، داوطلبان جمعیت هلال احمر