In today’s world, talented employees represent a key advantage and a source of competitiveness among organizations—something the public sector is becoming increasingly aware of. The purpose of this master's thesis is to examine the activities and practices related to the management of talented individuals in administrative units in Slovenia. The methodology is based on a review of relevant literature and sources, international research, best practices, and a survey method. The study involved thirty-one heads of administrative units. The results of the research show that administrative units face difficulties in hiring talented employees, as they are not perceived as attractive employers on the labour market. They do not have specific strategies for identifying talented individuals and primarily rely on observing day-to-day work performance. Development of talented employees is supported through succession planning and knowledge transfer to new public employees. To keep talented employees, administrative units primarily offer advancement to higher professional titles or pay grades based on annual performance evaluations or through job classification, but these measures are limited by legal regulations, which pose significant obstacles. Due to demographic trends, an aging population, and numerous legislative constraints, administrative units will need to adapt their methods for identifying, developing, and retaining talented employees in order to remain competitive in the labour market.
Based on the reviewed literature, best practices, and a comparative analysis of OECD member countries, the master's thesis proposes recommendations for introducing changes that would enable more effective talent management and retention of talented employees in the future. The findings of the thesis are expected to serve as a foundation for further research and as guidelines for administrative units and the public sector as a whole.
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