THE EFFECTS OF TALENT MANAGEMENT PHILOSOPHY IN HOPE COMPANY ON EMPLOYEES ENGAGEMENT

• Main Author: Shahaan, Liediawaty
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/79863
• Institution: Institut Teknologi Bandung

This thesis investigates the correlation of talent management (TM) philosophies— exclusive and inclusive—on employee engagement in Hope Company, a multinational private healthcare corporation. The research focuses on how these distinct TM strategies affect employees' perceptions, motivation, and engagement levels. Hope Company, facing significant business challenges due to its predominant exclusive talent management strategy, emphasizes external hiring and development of a select group of high-potential employees. This approach has led to decreased employee morale, engagement, and perceived fairness, as employees feel undervalued and overlooked. Conversely, the inclusive talent management philosophy, which treats all employees as potential talents and emphasizes diversity and equal development opportunities, is hypothesized to enhance employee engagement and satisfaction. Primary data was collected through a survey administered to 104 Hope Company employees, ranging from entry-level to junior managers. The study employed quantitative analysis to assess the relationship between the company's talent management philosophy and employee engagement levels. Findings reveal a negative correlation between exclusive talent management and employee engagement, indicating that a focus on a select group of employees can lead to feelings of exclusion and decreased motivation among the broader workforces. In contrast, inclusive talent management showed a positive correlation with employee engagement, underscoring the importance of recognizing and developing the potential of all employees. The thesis concludes with recommendations for Hope Company to shift towards a more inclusive talent management approach. It advocates for policies that ensure fair and equitable treatment, development opportunities for all employees, and a culture that values diversity and inclusion. This shift is expected to enhance employee engagement, satisfaction, and overall organizational performance, thus aligning talent management with long-term business success.