Kamerun'u kamu ve özel kurumlarında yetenek yönetimine yönelik davranışı araştırın

Cameroon's public and privates' institutions are facing difficulties including skill shortages, varying demographics, internationalization and adjustment in technology, which are influencing the way talent is attracted, measured, developed and. researches about Talent Management (TM) generally concentrate on the topic from a leadership point of view or from those who are previously being vigorously talent-managed. This study helps on reducing the gap in the literature, as it explores TM in all angels of Cameroon's institutions and intended to build TM scales. Top leadership appear to strongly estimate TM; however, the estimation of TM may dilute down through the institutions. This provoke further questions, in particular whether individuals deal with any barriers to TM and who they think is eventually accountable for their development. utilizing a quantitative analysis on Cameroon's public and private institutions, three scales were built; Perception of TM, Barriers to TM and TM Responsibility. Conclusions point out that there are divergences in the perception of TM at several levels of the institutions. remarkably, lesser levels of the institutions have a stronger perception of TM, which is in contradiction with the literature. Divergences in perception were also identified according to the number of straight statements, but no divergences were identified amongst People Supervisors/NonPeople Supervisor, amongst Sections or by Age. Moreover, various grades of the institutions view TM responsibility diversely, although there were no divergences detected in regards to barriers to TM inside the institutions. Any TM strategy would require to be conduct from the top of the institution to guarantee coherence and adjustment at all grades. Institutions need to be flexible and anticipate with the view to stay competing in the TM sphere.