Date of Conferral
2022
Degree
Doctor of Business Administration (D.B.A.)
School
Management
Advisor
Dr. Ify Diala-Nettles
Abstract
The focus on attracting talent versus an internal focus on advancing talented employees has become costly for corporations. Senior leaders at Fortune 500 companies need to advance the careers of internal employees to achieve their business objectives. Grounded in the path-goal theory, the purpose of this qualitative multiple-case study was to explore the talent management (TM) strategies senior leaders at Fortune 500 companies use to manage the career advancement of internal employees. Methodological triangulation was used to analyze data collected from semistructured interviews and company documentation. The participants were six Fortune 500 leaders in the United States Midwest region who successfully managed internal employees' career advancement. Yin’s five-phase approach was used for data analysis. Five themes emerged: provide mentorship, conduct one-on-one meetings, create individual development plans, encourage continuing education, and provide internal job shadowing. A key recommendation is for senior leaders at Fortune 500 companies to provide formal mentoring programs that connect employees with mentors to help develop their professional skills. The implications for positive social change include the potential for senior leaders to help their employees contribute financially to their families and support the local job market.
Recommended Citation
Burke, Kimberly Chennel, "Talent Management Strategies for Managing Employee Career Advancement at Fortune 500 Companies" (2022). Walden Dissertations and Doctoral Studies. 14022.
https://scholarworks.waldenu.edu/dissertations/14022
