| Abstract [eng] |
WHAT DOES IT MEAN TO BE A TALENT: CHALLENGES FOR TALENTED EMPLOYEES IN ORGANIZATIONS AGNĖ SAPITAVIČIŪTĖ Master thesis Human Resources Management study program Vilnius University, Faculty of Economics and Business Administration Supervisor – dr. Žygimantas Grakauskas Vilnius, 2023 SUMMARY 106 pages, 12 pictures, 20 tables. The aim of this work is to identify the major challenges facing talented workers in organizations. The work consists of the following elements: analysis of literature, qualitative study and its results, conclusions, and proposals for further research. Literature analysis reveals the concept of talent and talent management, analyses areas where talented employees face different challenges, and assesses the issues of talent management addressed by scientists. Following an analysis of scientific sources, the author of the study carried out a qualitative study aimed at identifying the fundamental challenges posed by talent management from the perspective of employees who have been identified by talents. A deep interview method was chosen for the study, interviewing eight talents. Depending on the strategy and purpose of the qualitative study, a partially structured questionnaire was selected to form the study instrument. The study revealed that talented employees face emotional difficulties both in identifying and in the later period, such as lack of emotional support, fear of not meeting organizations’ expectations, disappointment with organizations themselves, and stress or even burns-outs. Specific communication challenges have been identified: lack of support from the manager, excessive talent management with only one involvement, communication difficulties where the relationship with the manager is already complicated. Also, when examining relationships with colleagues, a negative attitude has been found among colleagues towards talent management, team repulsion or hostile competition. The link with the lack of talent skills and competences recorded in the theoretical part has been discovered: talented workers see non-harmonized, non-personalized or limited study plans and see no difference between the learning opportunities offered to talented and non-talented employees. Talent growth is also limited when career opportunities are not available or are not planned. Additional challenges have emerged: talent has identified a significant increase in workload, the resulting imbalance between work and life, and the pressure exerted by organizations on work performance. The author believes that a study has been carried out identified talent management challenges and is a good basis for further research in this field. |
