TALENT RETENTION IN SLOVAK COMPANIES: EXPLORATIVE STUDY

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dc.contributor.authorSavov, Radovan
dc.contributor.authorKozáková, Jana
dc.contributor.authorTlučhoř, Jan
dc.contributor.otherEkonomická fakultacs
dc.date.accessioned2022-03-28T09:23:18Z
dc.date.available2022-03-28T09:23:18Z
dc.description.abstractThe success of talent management is based on keeping talented individuals in a company. Attractive work, suitable working environment, strong organizational culture, work flexibility, effective leadership, as well as financial or non-financial benefits are factors that a company can significantly influence in order to retain talent for future tasks. On the other hand, companies should avoid mistakes that complicate retention of talent, for example, extreme workload, conflicts with executives, lack of opportunities for self-development, as well as inadequate financial remuneration. The goal of presented study is to explore differences in talent retention in various types of companies according to several factors. Realized questionnaire study obtained data from 381 companies represented by managers. Data were analyzed quantitatively by ANOVA and results were completed and described by Focus groups qualitative research. The research model was set according to outcomes of previous researches with following most important factors: financial requirements, motivation system, communication and self-development. Also, the challenges from outside and specific procedures provided inside the company to retain talents were added. Obtained outcomes shows interesting differences between companies in successful retention of talents which can be found: in private companies, in companies with foreign capital, in companies with a HR unit, and companies with a better financial situation. Surprising findings were seen in the comparison of companies by size. Despite the better chances of retaining talents in larger companies, the talent retention process is more successful in small ones. Our study helps to understand the current situation in talent retention in different types of Slovak companies and find ways to improvement. Outcomes are significant for managers, researchers and education of future entrepreneurs. However, despite good knowledge of practical implementation of talent retention in Slovak companies there are still limited financial resources and regulations which impede the application of the results obtained.en
dc.formattext
dc.identifier.doi10.15240/tul/001/2022-1-005
dc.identifier.eissn2336-5604
dc.identifier.issn1212-3609
dc.identifier.urihttps://dspace.tul.cz/handle/15240/163516
dc.language.isoen
dc.publisherTechnická Univerzita v Libercics
dc.publisherTechnical university of Liberec, Czech Republicen
dc.publisher.abbreviationTUL
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dc.relation.ispartofEkonomie a Managementcs
dc.relation.ispartofEconomics and Managementen
dc.relation.isrefereedtrue
dc.rightsCC BY-NC
dc.subjecttalenten
dc.subjectretentionen
dc.subjecttalent managementen
dc.subjectSlovakiaen
dc.subjectownershipen
dc.subjectcapital structureen
dc.subject.classificationM12
dc.subject.classificationM50
dc.titleTALENT RETENTION IN SLOVAK COMPANIES: EXPLORATIVE STUDYen
dc.typeArticleen
local.accessopen
local.citation.epage95
local.citation.spage77
local.facultyFaculty of Economics
local.filenameEM_1_2022_5
local.fulltextyes
local.relation.abbreviationE+Mcs
local.relation.abbreviationE&Men
local.relation.issue1
local.relation.volume25
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