Strategies to secure & promote talent retention of millennials - Case Gigantti Oy
Kimberley, Tomasz (2020)
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Lataukset:
Kimberley, Tomasz
2020
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2020120225673
https://urn.fi/URN:NBN:fi:amk-2020120225673
Tiivistelmä
The research focuses on talent management and talent retention processes. The commissioning company for this thesis is Gigantti Oy, part of the Elkjøp Group, which operates across the Nordics under three different brands.
The overall purpose of this thesis is to contribute to the ongoing employer branding project of the case company Gigantti Oy by establishing a theoretical framework from which talent management can draw upon to develop its processes and specifically to reinforce strategies that secure and promote talent retention of millennials.
A coherent theoretical framework is established through a literature survey on talent management and talent retention, which is then used as a basis for the empirical study. Talent retention is investigated more deeply to identify core concepts and approaches introduced by Festing and Schäfer (2013) on talent management and the psychological contract, Pandita and Ray’s (2018) 4E framework, Allen, Bryant and Vardaman’s (2010) retention management strategies and Martin, Mactaggart and Bowden’s (2006) motivation theory.
The selected methodology for this research is a qualitative study using semi-structured interviews as a data collection technique. Two sets of interview questions were designed to elicit how the employees’ views differ from the employer’s perspective on the topics selected relevant to the study. Thematic analysis was used as the approach to data analysis.
The findings of the empirical study indicate that employees in the case company place a high importance on personal development, job content, atmosphere at work, and employment conditions. Although salary, job stability and quality of management were mentioned positively, these appear to be less important. The employer similarly values personal development and a good work atmosphere, but also strongly highlights factors related to the importance of leadership and managerial work and their role in facilitating and fostering the above. The findings, together with the theoretical framework of this thesis, can be used to ground a strategy for implementation and contribute to Gigantti’s employer branding project.
The overall purpose of this thesis is to contribute to the ongoing employer branding project of the case company Gigantti Oy by establishing a theoretical framework from which talent management can draw upon to develop its processes and specifically to reinforce strategies that secure and promote talent retention of millennials.
A coherent theoretical framework is established through a literature survey on talent management and talent retention, which is then used as a basis for the empirical study. Talent retention is investigated more deeply to identify core concepts and approaches introduced by Festing and Schäfer (2013) on talent management and the psychological contract, Pandita and Ray’s (2018) 4E framework, Allen, Bryant and Vardaman’s (2010) retention management strategies and Martin, Mactaggart and Bowden’s (2006) motivation theory.
The selected methodology for this research is a qualitative study using semi-structured interviews as a data collection technique. Two sets of interview questions were designed to elicit how the employees’ views differ from the employer’s perspective on the topics selected relevant to the study. Thematic analysis was used as the approach to data analysis.
The findings of the empirical study indicate that employees in the case company place a high importance on personal development, job content, atmosphere at work, and employment conditions. Although salary, job stability and quality of management were mentioned positively, these appear to be less important. The employer similarly values personal development and a good work atmosphere, but also strongly highlights factors related to the importance of leadership and managerial work and their role in facilitating and fostering the above. The findings, together with the theoretical framework of this thesis, can be used to ground a strategy for implementation and contribute to Gigantti’s employer branding project.