Talent Management – Recruiting, Evaluating and Retention of highly skilled employees: How should a Talent Management System (TMS) be configurated for Fraport AG and what are the main aspects to consider when implementing a TMS?

Tools

Mueller, Benjamin (2012) Talent Management – Recruiting, Evaluating and Retention of highly skilled employees: How should a Talent Management System (TMS) be configurated for Fraport AG and what are the main aspects to consider when implementing a TMS? [Dissertation (University of Nottingham only)] (Unpublished)

[img] HTML - Registered users only
Download (3MB)
[img] PDF (Talent Management) - Registered users only - Requires a PDF viewer such as GSview, Xpdf or Adobe Acrobat Reader
Download (3MB)

Abstract

In times of globalization and an ever increasing and accelerating worldwide economy, the success of an organisation depends heavily on one competitive advantage, which cannot be imitated, like physical or financial resources: the Human Factor/ the people within an organization. Products and services can be easily imitated, but the knowledge, the experience and the power of innovation of qualified and motivated employees are unique (Knowledge Infusion, 2006).

Derived from the organizations vision and strategy, companies need to focus on a comprehensive approach to ensure that the most important capital, the employee, is found, developed and retained within the organisation. Hereby, it is not only important to externally find the right people and convince them to join the company (external approach), but furthermore to ensure the development of talented people, who already work within the organisation. Investing in the employees is a cost intensive plan and it is difficult to evaluate the benefit of training and development in financial numbers. However, in the long run, people will reimburse these investments taken by contributing to the companies’ overall success.

With “Talent Management” as the overall Human Resources approach to altercate with the upcoming problem of finding, developing and holding the right employees, a solution is described, which nowadays is also partly used by Fraport AG. Boosting several different independent measurements, the German managing company of Frankfurt International Airport, seems to be well prepared to tackle future personnel issues.

The aim of this dissertation is to evaluate if the approaches in place are enough in respect to future challenges, if there is room for a more integrated and homogenous approach and to benchmark Fraport’s actions against best practice in other German Industrial companies. In this regard a literature review and a benchmark are undertaken.

Item Type: Dissertation (University of Nottingham only)
Depositing User: EP, Services
Date Deposited: 14 Dec 2021 14:34
Last Modified: 14 Dec 2021 14:34
URI: https://eprints.nottingham.ac.uk/id/eprint/25430

Actions (Archive Staff Only)

Edit View Edit View