The relationship between the implementations in talent management in universities and academic performance

This research aims to analyze the relationship between academic performance and determining the outlook regarding the implementation of talent management amongst faculty members of Dokuz Eylul University. The research has been set in a relational survey model because it aims to describe the outlook on talent management implementations on faculty members, in detail and the relationship it has with academic performance. The academicians who serve in faculties of Dokuz Eylul University make up the population of this research. The sample of the research is made up of cluster sampling according to faculties and stratified sampling techniques. The sublayer of the research involves professors, associate professors, associate professors, lecturers and research assistants. The number of academicians used in each layer have been distributed proportionally so as to represent the population of the research. "Talent Management Scale" has been used as the scaling tool for data collection for the research. The mentioned data has been collected through the usage of academic incentive payment scores for academicians from the Dokuz Eylul University Rectorate. The academic incentive payment scores of academicians who work for Dokuz Eylul University Faculties, has been used as the performance measure. The survey shows that the trend regarding talent management within academician perception of the university as attracting talent, deploying talent and devoloping talent being "some agree", retaining talent and succession planning as "rarely agree" level. It has been determined that the perception of talent management methods within the academicians of the university show a considerable difference when it comes to gender, age, title, years of service, international experience and the faculty they are appointed to, but that marital status and leadership positions did not show a considerable difference. The research has found that there is a medium level of positive relationship between the perception of talent management amongst university academicians and academic incentive scores.