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?

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...

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Main Author:	Mueller, Benjamin
Format:	Dissertation (University of Nottingham only)
Language:	English English
Published:	2012
Online Access:	https://eprints.nottingham.ac.uk/25430/

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author	Mueller, Benjamin
author_facet	Mueller, Benjamin
author_sort	Mueller, Benjamin
building	Nottingham Research Data Repository
collection	Online Access
description	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.
first_indexed	2025-11-14T18:52:59Z
format	Dissertation (University of Nottingham only)
id	nottingham-25430
institution	University of Nottingham Malaysia Campus
institution_category	Local University
language	English English
last_indexed	2025-11-14T18:52:59Z
publishDate	2012
recordtype	eprints
repository_type	Digital Repository
spelling	nottingham-254302021-12-14T14:34:47Z https://eprints.nottingham.ac.uk/25430/ 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? Mueller, Benjamin 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. 2012-07-18 Dissertation (University of Nottingham only) NonPeerReviewed text/html en https://eprints.nottingham.ac.uk/25430/1/Management_Project_Benjamin_M%C3%BCller.pdf application/pdf en https://eprints.nottingham.ac.uk/25430/2/Management_Project_Benjamin_M%C3%BCller.pdf 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)
spellingShingle	Mueller, Benjamin 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?
title	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?
title_full	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?
title_fullStr	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?
title_full_unstemmed	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?
title_short	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?
title_sort	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?
url	https://eprints.nottingham.ac.uk/25430/

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?

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