Document Type : Original Article


1 PhD of Agricultural Extension and Education, Tarbiat Modares University

2 Professor of Agricultural Extension and Education, Tarbiat Modares University

3 Associate Professor of Agricultural Extension and Education, Tarbiat Modares University

4 Assistant Professor of Agricultural Extension, University of Tehran


This study provides a framework and definition to the notion of talent management process and describes how it fits the human resources architecture of agricultural higher education system in Iran. This qualitative study was conducted using semi-structured interviews for data collection and systematic grounded theory methods for data analysis. For this study, we selected and interviewed 15 experts of agricultural extension and education and human resources management by snowball sampling. Furthermore, we transcribed and analyzed the interviews and literature using the MAXQDA software. Using the systematic Grounded Theory Method, our findings suggest that equal treatment with talents and other staff was the main concern of the experts. Based on the results, organizational factors and human factors were involved to resolve this concern. In addition, with regard to the contextual and individual factors, the talent management process can play an important role in improving workforce and the organizational performance in agricultural higher education system.


Main Subjects

  1. Abbasi, E. (2010). Designing and explaining agricultural learning university model. Unpublished doctoral dissertation, University of Tehran, Iran.
  2. Abbasi, E., Akbari, M., & Tajeddini, K. (2015). Organizational Learning Capabilities: Evidence from the Iranian Agricultural Higher Education System. Iranian Journal of Management Studies, 8(1), 117-138.
  3. Anonymous. 2010. Verbi Software, MaxQDA – The Art of Text Analysis. Retried 2015, from:
  4. Armstrong, M. (2008). Human resource management practice: 4th Edition.  London: KoganPage.
  5. Ashraf, M. & Joarder, M.H.R. (2009). Talent management and retention practices from the faculty’s point of view: a case study. Journal of Human Capital, 1(2), 151-160.
  6. Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
  7. Cheryl, R. (2009). A new Paradigm: Strategies for Succession Planning in Higher Education. meneapolis, Unpublished doctoral dissertation, Capella University, USA.
  8. Claussen, J., Grohsjean, T., Luger, J., & Probst, G. (2014). Talent management and career development: What it takes to get promoted. Journal of World Business, 49(2), 236-244.
  9. Clunies, J. P. (2007). Benchmarking succession planning and executive development in higher education: Is the academy ready now to employ these corporate paradigms? Academic Leadership the Online Journal, 2(4), 1-11.
  10. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
  11. Collings, D. G., Scullion, H., & Vaiman, V. (2015). Talent management: Progress and prospects. Human Resource Management Review, 25(3), 233-235.
  12. Corbin, J., & Strauss, A. (2008). Basics of qualitative research. 3rd Edition. Sage Publications, Inc.
  13. Creswell, J. W. (2012). Educational research: Planning, conducting, and evaluating quantitative. 4th Edition. New Jersey: Upper Saddle River.
  14. Dries, N. (2013). Talent management, from phenomenon to theory: Introduction to the special issue. Human Resource Management Review, 23(4), 267-271.
  15. Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 49(2), 262-271.
  16. Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P. (2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), 264-279.
  17. Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2013). The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda. Human Resource Management Review, 23(4), 341-353.
  18. Heuer, J. J. (2003). Succession planning for key administrators at Ivy-Plus universities. Unpublished doctoral dissertation, University of Pennsylvania, United States - Pennsylvania.
  19. Krauss, J.A. (2007). Succession Planning and Talent Management Recommendation to Reduce Workforce Attrition and Preparation for an Aging Population. Unpublished doctoral dissertation. Wilmington University, Wilmington.
  20. Lorange, P. (2003). A New Vision for Management Education: Leadership Challenges, Pergamon, Amsterdam. Retrieved on July 25, 2014 from
  22. Lynch, D. (2007). Can higher education manage talent? Inside Higher Ed.
  23. Pournader, M., Tabassi, A. A., & Baloh, P. (2015). A three-step design science approach to develop a novel human resource-planning framework in projects: the cases of construction projects in USA, Europe, and Iran. International Journal of Project Management, 33(2), 419-434.
  24. Riccio, S. (2010). Talent management in higher education: Developing emerging leaders within the administration at private colleges and universities. Unpublished doctoral dissertation. University of Nebraska: Lincoln.
  25. Rothwell, W. J. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. AMACOM Div American Mgmt Assn.
  26. Sims, S. D., & Gay, S. M. (2007). Building Tomorrow's Talent: A Practitioner's Guide to Talent Management and Succession Planning. Authorhouse.
  27. Sparrow, P. R., & Makram, H. (2015). What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review, 25(3), 249-263.
  28. Strauss, A., & Corbin, J. (1998). Basics of qualitative research: Techniques and procedures for developing grounded theory. Sage Publications, Inc.
  29. Swailes, S. (2013). Troubling some assumptions: A response to “The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda”. Human Resource Management Review, 23(4), 354-356.
  30. Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122-133.
  31. Thunnissen, M., Boselie, P., & Fruytier, B. (2013). Talent management and the relevance of context: Towards a pluralistic approach. Human Resource Management Review, 23(4), 326-336.
  32. Verhaegen, P. (2005). Academic talent: Quo vadis? Recruitment and retention of faculty in European business schools. Journal of Management Development, 24(9), 807-818.