Identifying and Explaining the Dimensions and Components of Digital Talent Management in the Social Security Organization
Keywords:
digital talent management, Social Security Organization, talent discovery, talent acquisition, talent developmentAbstract
Digital talent management, as a strategic response to the requirements of digital transformation in public-sector organizations, requires a context-specific model grounded in expert experience. The present study aimed to identify and explain the dimensions and components of digital talent management in the Social Security Organization. Using a qualitative approach and thematic analysis, the study collected and analyzed data obtained from 19 semi-structured interviews with organizational experts who had managerial experience, familiarity with digital transformation concepts, and expertise in human resource management. A systematic coding process was conducted using MAXQDA software, and the final research model was developed after the themes had been refined and reviewed. The findings resulted in the identification of 177 basic themes, 20 organizing themes, and four overarching themes: “digital talent discovery,” “digital talent acquisition,” “digital talent retention,” and “digital talent development and training.” Within the discovery dimension, components such as the digitalization of the assessment process, the institutional architecture of decision-making, the integration of the organizational perspective, artificial intelligence, and data standardization were identified. The acquisition dimension emphasizes improving the applicant experience, redefining the organization’s relationship with the digital labor market, digital regulatory maturity, digital employer branding, and digital talent marketing. Within the retention dimension, intelligent monitoring of performance and satisfaction, employee experience management, reinforcement of employees’ long-term attachment to the organization, human capital sustainability, and a digital reward system were identified. Finally, the development and training dimension encompasses digital career paths, intelligent learning, digital competency assessment, learning as an organizational capability, and institutional readiness for the digital future. This model provides an integrated and context-specific framework for digitalizing the talent management system in the Social Security Organization.
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Copyright (c) 2026 Fatemeh Ameri Sianaki, Alireza Amirkabiri, Mandan Momeni (Author)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
