Yetenek Yönetimi Uygulamalarının Çalışan Motivasyonuna Etkisi

Talent management has been a focal point for businesses aiming to gain a competitive advantage since the term war for talent was first introduced in 1997. Talent management consists of processes and practices aimed at attracting, placing, developing, and retaining talented employees within an organization. Today, it is observed that each company adopts a talent management approach that aligns with its corporate culture and integrates relevant talent management practices into its system. This study examines how talent anagement practices implemented at Company X affect employee motivation. A mixed research method was employed for this purpose. In the quantitative research section, a survey research technique was used with the Talent Management Practices Scale and the Multidimensional Motivation Scale, while the qualitative research section utilized a semi-structured interview technique. The sample, determined through a purposive sampling method, consisted of 46 employees working at Company X. For data analysis, frequency tests were used for demographic variables, while regression were conducted to determine the impact between variables. The findings revealed a linear relationship between talent management practices and job motivation. While talent management practices had a significant impact on employees' intrinsic motivation, they were found to have no significant effect on extrinsic motivation. Additionally, qualitative research data indicated that talent management practices influence employee motivation based on three main themes: sustainability of motivation (impact of communication, intrinsic motivation), maintenance of motivation (trust, positive career influence), and enhancement of motivation (training support, internal workplace relationships).