A Comparative Study of Talent Management Models: Lessons for Iran's Human Resources System

The current paper aims at investigating talent management models to provide Iran's human resources ‎system with lessons. This research paper is a qualitative comparative research based on understanding similarities and ‎differences in talent management models. Data was collected using theoretical sampling (data ‎saturation) method. Content analysis method was applied to analyze the main components of the well-‎known talent management models. Induction Analysis was performed in qualitative content data ‎analysis. Accordingly, the current paper introductory section contains information about the ‎importance of talent management, research underlying factors, current status of talent management in Iran's ‎human resource management system, and research objectives and questions. The research method is ‎explained in the second section. Third section begins with research results with a brief ‎introduction to talent management models assessing the similarities and differences. The final part of ‎the paper is conclusion. The findings show that models can be classified into three general ‎categories: individual-oriented, organization- oriented and environment-oriented, according to the emphasis of the ‎components. The findings also show designers overlook role of cultural components in talent ‎management. According to findings, it is suggested that courses be designed for all graduates in the education system - and in particular in the Iranian higher education system - to explain concept of talent and role of elites. It is also suggested that the human resource management system pay more attention ‎to environmental factors (non-organizational factors) such as culture, religion, and language, with ‎positive or negative impacts on talent management in Iranian society. ‎