Career expectations of participants in the talent pool programs
Isakova, Olga (2019)
2019
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2019052912946
https://urn.fi/URN:NBN:fi:amk-2019052912946
Tiivistelmä
Many companies implement talent pool projects in the framework of the SP&M programs. Their purpose is the in-depth training of talent pool for managerial positions related to minimizing the costs of selection and adaptation. The development and implementation of a talent pool program requires significant resources. At the same time, companies traditionally face risks of staff turnover if, within a short time after successful completion of the program, program participants do not receive offers of career growth, which implies a marked increase in status and income. Studying the expectations of participants in talent pool projects allows finding a solution to one of the most acute problems of talent management, which concerns the provision of various career options for participants in personnel reserve projects that would meet their expectations and motivate them for professional growth in the company.
Qualitative theoretic information was gathered from academic literature. Latest professional journals and studies were used to give an insight in the current situation of talent pool practices and SP&M programs in international and local businesses. For the empirical part, a mixed model was chosen, which is a combination of qualitative and quantitative approaches. By specially designed questionnaires, expectations of participants in talent pool programs from different companies and career models of these companies were analysed.
The result of this thesis is that the expectations of program participants regarding the first year are implemented to a greater extent than in the second, and by the second year the gap between opportunities and expectations becomes much larger. The most common expectation of participants of the program is income increase, while no company sees it as a direct result of participating in the program. Promotions are also common expectations, however, only a few companies plan it in the first or second year. Expectations related to acknowledgement and development are more pronounced in the first year after the program, and it is during this period that companies are ready to offer relevant opportunities.
Qualitative theoretic information was gathered from academic literature. Latest professional journals and studies were used to give an insight in the current situation of talent pool practices and SP&M programs in international and local businesses. For the empirical part, a mixed model was chosen, which is a combination of qualitative and quantitative approaches. By specially designed questionnaires, expectations of participants in talent pool programs from different companies and career models of these companies were analysed.
The result of this thesis is that the expectations of program participants regarding the first year are implemented to a greater extent than in the second, and by the second year the gap between opportunities and expectations becomes much larger. The most common expectation of participants of the program is income increase, while no company sees it as a direct result of participating in the program. Promotions are also common expectations, however, only a few companies plan it in the first or second year. Expectations related to acknowledgement and development are more pronounced in the first year after the program, and it is during this period that companies are ready to offer relevant opportunities.