Leveraging Engineering Management Principles for an Effective Talent Management Strategy

This praxis investigates how engineering management principles enhance diversity in promotions and address systemic barriers in talent management. Comparing two organizations—one employing engineering management principles and the other not—reveals key differences in diversity outcomes and promotion predictors. The company leveraging engineering management principles demonstrates progress in addressing gender disparities, with women being 2.06 to 2.216 times more likely to be promoted than men. While racial diversity shows mixed results, with increased odds for some non-White groups, disparities for Black employees persist. Broader organizational metrics, such as collaboration maturity and training completion rates, emerge as significant predictors, reflecting systemic approaches to talent management. Conversely, the company without these principles shows a continued reliance on subjective factors like performance ratings and tenure, highlighting areas for improvement in creating equitable promotion opportunities. These findings suggest the potential of engineering management principles to support more inclusive and effective talent management practices.

Author

• Reese, Kevin L

Language

• English

Keyword

• Systems Thinking
• Human Resources
• Data-Driven Decision-Making
• Diversity Outcomes
• Talent Management
• Quality Management

Date created

• 2025

Type of Work

• Dissertation

License

• All rights reserved

Rights statement

• In Copyright

GW Unit

• Engineering Management

Degree

• D.Engr.

Advisor

• Etemadi, Amir
• Biemer, Steven

Committee Member(s)

• Blackford, Joseph

Persistent URL

•  https://scholarspace.library.gwu.edu/etd/8w32r6868