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Journal articles on the topic 'High-level talent recruitment'

Author: Grafiati

Published: 7 June 2025

Last updated: 2 August 2025

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1

Liu, Qiang. "Application of Fuzzy Optimization Theory for the Decision of Talents Recruitment in Universities." Applied Mechanics and Materials 631-632 (September 2014): 1391–95. http://dx.doi.org/10.4028/www.scientific.net/amm.631-632.1391.

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Aiming at the issue of talent recruitment decision in universities, the fuzzy optimization theory was adopted to construct an analysis model of the multiple objects. It is found that the optimal decision concerning the recruitment of high-level talents in universities can be made according to the results of a comprehensive evaluation through the analysis model. The model calculation is simple and the result is in conformity with the actual. It can provide a reference of high-level talents recruitment in universities.

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Yushen, Fang. "Exploring Trends in High-Level Talent Recruitment Research in China: A Case Study of the CNKI Database." ISRG Journal of Economics, Business & Management (ISRGJEBM) III, no. II (2025): 280–88. https://doi.org/10.5281/zenodo.15233742.

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<em>High-level talent is a critical factor in the global movement of industries, and headhunting-an essential component of the human resources services sector-plays a key role in facilitating talent mobility and optimizing talent allocation. This study analyzes journal articles related to high-level talent recruitment (headhunting) indexed in the China National Knowledge Infrastructure (CNKI) database using content analysis. The findings reveal an increasing number of publications on this topic, with Beijing, Guangdong, and Jiangsu provinces leading in research output. In terms of research met

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Zhu, Wei, and Jin Qin. "A Comprehensive Assessment of Cultivation Environment of Top Innovative High-Level Talents Based on Deep Learning Algorithm." Journal of Environmental and Public Health 2022 (September 19, 2022): 1–12. http://dx.doi.org/10.1155/2022/4846103.

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The quality of talent has increased across all fields due to the constant growth of different industries and the growing job saturation. Real-time job information on recruitment platforms can, therefore, accurately reflect the demand for talent from businesses, serving as a basis for the creation of training policies in schools. In international competition, the development of talents, especially top-level talents, will become more and more crucial. Growing in importance is China’s economy and social development. The evaluation of higher vocational and technical talents, however, should also b

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Ruan, Jundi. "Talent Introduce Policies in Guangzhou and Shenzhen: A Comparative Study of the Peacock Plan and Guangzhou Talent Plan." Scientific and Social Research 7, no. 5 (2025): 122–29. https://doi.org/10.26689/ssr.v7i5.10734.

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China has made significant efforts to recruit and retain talented individuals to support the development of the country’s economy and society. This study focuses on talent introduction policies in two major Chinese cities: Guangzhou and Shenzhen. By comparing two similar policies through discourse analysis, the research finds that the Guangzhou Gathering Talent Plan places greater emphasis on cultivating high-end talent, whereas the Shenzhen Peacock Plan focuses more on talent recruitment. In addition, Guangzhou demonstrates a more decentralized, multi-level government power structure, in cont

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Weihui Cui, Et al. "Cognitive Linguistic Corpus Classification and Terminology Database Design Based on Multimedia Technology." Journal of Electrical Systems 20, no. 1 (2024): 91–105. http://dx.doi.org/10.52783/jes.668.

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With the continuous development of the social economy, multimedia has been valued more and more as a computer technology with strong professional technology and high application level. The quality of multimedia professionals is predicted and analyzed for multimedia professional talent through the Internet according to a Chinese keyword extraction algorithm. It realizes the extraction of keywords through Internet intelligence information acquisition for solving the problem of Internet information explosion, aiming to solve the talent quality prediction analysis. The prediction and analysis of m

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Ou, Yangting, Haixian Li, and Houyin Long. "Carbon Emission Reduction Effects of Government Talent Attraction Policies: Evidence from Fujian Province, China." Sustainability 17, no. 11 (2025): 5159. https://doi.org/10.3390/su17115159.

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Fujian Province launched a talent recruitment policy in 2012 to integrate top university graduates into grassroots government roles, aiming to support green development. This study investigates the impact of recruiting “three-high” talents—those who are highly educated, skilled, and specialized—on reducing county-level carbon emissions. Using panel data from 134 counties between 2007 and 2021, we apply a time-varying difference-in-differences model. Robustness checks, including propensity score matching estimation, placebo tests, and fixed-effect controls, confirm the reliability of our result

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Hassan, Qandeel, Zulfiqar Ahmad Iqbal, Rabbia Zafar, and Tayyaba Rafique. "Problems in Recruitment." International Journal of Management Excellence 14, no. 2 (2020): 2091–94. http://dx.doi.org/10.17722/ijme.v14i2.1134.

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The success of an organization in achieving its goals depends on the quality and motivation of its employees. The relevant skills, experience, and behavioral traits of the applicants need to be scrutinized and assessed carefully. To attract top level talent one has to be intentional. There are many things which need to be considered and done in the hiring process. If not given attention at this stage they cannot be repaired later on. In hyper competitive business environments, employees are source of competitive advantage. The casual approach to recruitment and selection would be a big mistake

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Qi, Tan Hui, Irmawati Norazman, Rabeatul Husna Abdull Rahman, and Shah Rollah Abdul Wahab. "Talent Management and Employee Retention." International Journal of Research and Innovation in Social Science VIII, no. XII (2024): 1229–40. https://doi.org/10.47772/ijriss.2024.8120102.

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The research aims to examine the relationship between talent management and employee retention among employees in an information technology organization at Malaysia. The concern about dimensions such as employee recruitment and selection, training and development, performance management, and career management of talent management are determined by whether they will have a connection with employee retention variable. The cross-sectional study was conducted by using quantitative analysis and a total of 108 samples out of 150 populations were identified. The study used non-probability sampling wh

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Akintayo, Dayo Idowu, and Adetoun Ramat Balogun. "INTEGRATED TALENT MANAGEMENT STRATEGIES AND EMPLOYEES’ TURNOVER INTENTIONS IN MANUFACTURING INDUSTRIES, SOUTH-WEST, NIGERIA." March 2024 40, no. 1 (2024): 36–49. http://dx.doi.org/10.51380/gujr-40-01-04.

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Manufacturing sector in South-West Nigeria grapples with the significant challenge related to employees' turnover intentions. Despite the adoption of talent management strategies, persisting issue remains unchanged. This study therefore examines phenomenon of employee turnover intentions within manufacturing industries in South-West Nigeria. Human resource planning, recruitment and selection, employee training and development, retention strategies, health & safety management, performance appraisal are among strategies that have been examined. Employing a descriptive survey research design.

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Guevara-Pérez, Juan Carlos, Jorge Rojo-Ramos, Santiago Gómez-Paniagua, Jorge Pérez-Gómez, and José Carmelo Adsuar. "Preliminary Study of the Psychometric Properties of a Questionnaire to Assess Spanish Canoeists’ Perceptions of the Sport System’s Capacity for Talent Development in Women’s Canoeing." International Journal of Environmental Research and Public Health 19, no. 7 (2022): 3901. http://dx.doi.org/10.3390/ijerph19073901.

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Given the importance of sport at a global level, the competitiveness of sport systems is a determining factor in attracting resources from different sectors. Competitiveness is largely measured by the athletes’ level. Therefore, the production of competitive talent is an aspect that occupies the managers of different sports systems. This study analyzed the factor structure and reliability of a questionnaire for the evaluation of the perceptions of actors of a sport (canoeing) on the ability of the national system to produce talent in one of its modalities recently incorporated in the Olympic G

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Gao, Jiayi. "Research on Firm Recruitment on Adverse Selection under the Game Theory Model." Advances in Economics, Management and Political Sciences 6, no. 1 (2023): 28–32. http://dx.doi.org/10.54254/2754-1169/6/20220134.

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In the era of global economic integration, economy and science and technology have in-creasingly become the decisive factors of international competition, and among them, enter-prises have increasingly become the main body of competition. Therefore, in recent years, major enterprises have increasingly improved the core competitiveness of their enterprises, and the research on human resources has become more and more in-depth. To maximize the benefits, in recent years, companies around the world have gradually realized the im-portance of high-level talent to their company's capabilities. Howeve

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Ouyang, Heping, Quan Shen Quan Shen, Yuan Yan Yuan Yan, Zhifeng Zhong Zhifeng Zhong, and Shiyuan Yi Shiyuan Yi. "The Current State of Research on the Development of "Dual-Teacher" Teaching Teams for Intelligent Construction under the Background of New Business Models in Architecture." International Journal of Advances in Engineering and Management 06, no. 12 (2024): 11–18. https://doi.org/10.35629/5252-06121118.

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To promote the high-quality development of vocational education and meet the demand for skilled technical talent in the new era, there is an urgent need to build a high-level "dualteacher" faculty team. The "dual-teacher" teams for intelligent construction face difficulties in areas such as standard development, talent recruitment, training, and incentives, which have become the main factors restricting the construction of highquality "dual-teacher" teams for intelligent construction in vocational colleges. This paper focuses on the construction of "dual-teacher" teaching teams for intelligent

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Shahaan, Liediawaty, and Hary Febriansyah. "The Impact of Exclusive Talent Management Philosophy on Employee Engagement in ABC Company." Indikator: Jurnal Ilmiah Manajemen dan Bisnis 8, no. 2 (2024): 73. http://dx.doi.org/10.22441/indikator.v8i2.24813.

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This study investigates the effects of exclusive talent management philosophies on employee engagement within Company ABC, a multinational private healthcare corporation. The research focuses on how talent management strategies influence employees' levels of engagement. Company ABC, facing significant business challenges due to its dominant exclusive talent management strategy, emphasizes external recruitment and the development of a small group of high-potential employees. This approach has led to a decline in morale, employee engagement, and perceptions of fairness, as employees feel underva

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Sarbazvatan, Jaleh, Mohammadrahim Najafzadeh, Hamid Janani, and Jafar Barghimogadam. "Developing a Model for Physical Education Teachers’ Professional Performance Health Based on Talent Management and Emotional Intelligence." Depiction of Health 12, no. 4 (2021): 356–67. http://dx.doi.org/10.34172/doh.2021.34.

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Background and Objectives Talent management and emotional intelligence are accounted as a system to recognize, educate, improve and maintain talented people, with the goal of organization empowerment and organizational goal achievement. The present article aimed at developing a model of professional performance health improvement among physical education teachers in East-Azerbaijan province based on their talent management and emotional intelligence. Material and Methods The present research study’s design was applied in terms of purpose, and correlational in terms of research method. The stat

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Fu, Jiale, Hongyan Li, Yanxia Zhao, Run Zhang, Hejing Zhang, and Taotao Pang. "Research on Mining Talent Demand for E-commerce Majors based on LDA Topic Model." Frontiers in Computing and Intelligent Systems 6, no. 2 (2023): 39–47. http://dx.doi.org/10.54097/fcis.v6i2.09.

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[Purpose] Based on the text mining method, this study analyzes the job demand for domestic e-commerce industry positions in the Internet-oriented recruitment data, promotes the matching of e-commerce positions and talents, and promotes the good construction of the employment environment in the domestic e-commerce industry.[Method] Use the LDA(Latent dirichlet allocation) topic model for job competency requirements to calculate the similarity of the word segmentation results for professional talent requirements, determine the optimal number of topics, and output the visualization results of the

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Mr., Jnaneshwar Pai Maroor, and B. Vamana Baliga Dr. "MANAGING ATTRITION AND ESTABLISHING EFFECTIVE RETENTION STRATEGIES– AN EMPIRICAL STUDY OF SELECTED ITES-BPO COMPANIES IN MANGALORE, KARNATAKA." International Journal of Education &Applied Sciences Research 3, no. 1 (2016): 10–23. https://doi.org/10.5281/zenodo.10691720.

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<strong>Abstract</strong> <em>There are very few organizations, where problem of employee attrition is less or controllable. In India, the BPO sector is facing highest rate of attrition is at the junior/ entry level. There are telecom, FMCG and Financial Sector etc. In BPO highest attrition is at the junior / entry level. There are various factors that make an Entry Level BPO Executive to level one BPO and join another. While an employee leaving the individual, it is most often means a career move, economic growth and enhancement of the quality of life .So what is a problem for one in the&nbsp

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Magau, Mpho Dennis, and Jaco Maritz. "One finance: dealing with Nigeria’s highly-skilled talent constraints." Emerald Emerging Markets Case Studies 10, no. 3 (2020): 1–20. http://dx.doi.org/10.1108/eemcs-01-2020-0017.

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Learning outcomes This case study aims to provide students with: an understanding of the unique challenges companies in Africa face in attracting and retaining highly-skilled human resources. The ability to critically evaluate various talent recruitment, development and retention options available to companies in Africa. Case overview/synopsis This case study examines the talent management challenges faced by Chijioke Dozie, CEO of Nigeria-based financial services company One Finance (OneFi). Under the brand name Carbon, OneFi operated a digital financial services app that offered loans, bill

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Wang, Shijie. "Difficulties and Breakthrough Strategies in the Team Construction of Part-time Teachers in Application-oriented Universities." Review of Educational Theory 4, no. 4 (2021): 105. http://dx.doi.org/10.30564/ret.v4i4.3844.

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Strengthening the team construction of part-time teachers is required by the transformation and development of the universities, the realization of their goals of being developed into an application-oriented universities and their talent cultivation and long-term development . The existing problem regarding the part-time teachers in current application-oriented universities are the low proportion of part-time teachers, a shortage of high level part-time teachers, the absence of relevant laws and regulations, a lack of systematic policies or financial support for part-time teachers as well as t

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Ajgaonkar, Mihir, and Tanvi Mankodi. "Yuva Parivartan: the employee retention challenge." Emerald Emerging Markets Case Studies 15, no. 2 (2025): 1–24. https://doi.org/10.1108/eemcs-07-2024-0306.

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Learning outcomes Examine the unique recruitment challenges faced by non-profit organizations and evaluate their underlying causes, including resource constraints, role complexity and geographic dispersion, to propose actionable solutions. Analyze the organization’s current hiring challenges and develop KPIs to design effective recruitment plans that address specific workforce gaps, align with organizational goals and incorporate principles of diversity and inclusion. Case overview/synopsis The case focuses on the challenge of effective recruitment, selection and induction faced by Yuva Pariva

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Hervás, Antonio, Pedro Pablo Soriano, Joan Guàrdia i. Olmos, Maribel Peró, Roberto Capilla, and José Miguel Montañana. "Modelling the Process to Access the Spanish Public University System Based on Structural Equation Models." Mathematical and Computational Applications 25, no. 2 (2020): 31. http://dx.doi.org/10.3390/mca25020031.

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Currently, one of the challenges of universities is attracting talent in students, researchers, and teachers. The transition from high school to college requires a student to take a succession of decisions that will shape their future. For this reason, knowledge of the motivations of the students, their family, and their personal environment, to choose a particular degree and/or university to pursue their higher studies, would allow universities to efficiently adjust their recruitment strategies. In this article, a study was developed based on a structural equation model of the access to the S

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Nam, Jungmin, Ilkwon Ko, Woochan Kim, Jangwoo Nam, Jinyoung Joo, and Kyounghwa Jang. "Startup Policy Prioritization for Ecosystem Advancement: A Demand-Centered Approach under the New Government." Korean Career, Entrepreneurship and Business Association 9, no. 3 (2025): 1–31. https://doi.org/10.48206/kceba.2025.9.3.01.

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This study aims to identify demand-driven policy priorities aims to identify demand-driven policy priorities for startup promotion under the new administration by analyzing the perceptions of startup founders, the primary stakeholders in startup policy. Based on a comprehensive review of domestic and international literature on startup ecosystems and policies. an analytical framework comprising four top-level domains (culture & perception, infrastructure & support system, capital & market, institution & policy) and 20 mid-level factors was developed. The Analytic Hierarchy Proc

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Bangbon, Pensri, Sukhumpong Channuwong, Kun Wang, Vichai Lamsutthi, and Jutharat Amnuaywuthikul. "Strategic Human Resource Management Influencing Mission Implementation of Thai Universities." International Journal of Religion 5, no. 10 (2024): 1336–47. http://dx.doi.org/10.61707/ah4ah502.

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The purposes of this research were: (1) to study strategic human resource management Thai Universities; (2) to study mission implementation of Thai Universities; (3) to find a relationship between strategic human resource management and mission implementation of Thai Universities; and (4) to analyze the influence of strategic human resource management on mission implementation of Thai Universities. This study applied a quantitative method. The samples used in this study were 350 personnel of Thai Universities located in Bangkok. The research questionnaire was used as a tool to collect data. St

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Jumadil Ashari, Andre Kurniawan, Junil Adri, and Wanda Afnison. "Analisis Faktor-Faktor yang Mempengaruhi Minat Mahasiswa Angkatan 2024 Memilih Program Studi S1 Pendidikan Teknik Mesin FT UNP." Mars : Jurnal Teknik Mesin, Industri, Elektro Dan Ilmu Komputer 3, no. 4 (2025): 157–68. https://doi.org/10.61132/mars.v3i4.973.

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This research investigates the underlying factors that shape the interest of students from the 2024 cohort in enrolling in the Bachelor of Mechanical Engineering Education Program at the Faculty of Engineering, Universitas Negeri Padang. Utilizing a descriptive quantitative methodology, data were gathered through a structured, closed-ended questionnaire administered to the entire cohort, which consisted of 89 students. The analysis reveals that the overall level of student interest is categorized as high, with a notable percentage of 55%. Several key variables were identified as influential: (

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Huang, Xiaohong, Jiangwei Liu, Liangyu Min, Qianqian Zeng, Jun Zhang, and Xiaorong Zhang. "CEO’s functional experience and firm performance based on text mining." PLOS ONE 18, no. 3 (2023): e0281866. http://dx.doi.org/10.1371/journal.pone.0281866.

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The impact of a chief executive officer’s (CEO’s) functional experience on firm performance has gained the attention of many scholars. However, the measurement of functional experience is rarely disclosed in the public database. Few studies have been conducted on the comprehensive functional experience of CEOs. This paper used the upper echelons theory and obtained deep-level curricula vitae (CVs) data through the named entity recognition technique. First, we mined 15 consecutive years of CEOs’ CVs from 2006 to 2020 from Chinese listed companies. Second, we extracted information throughout the

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Reichwald, Simon. "About MyKindaFuture." Higher Education, Skills and Work-Based Learning 10, no. 4 (2020): 613–22. http://dx.doi.org/10.1108/heswbl-12-2019-0167.

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PurposeThe purpose of this paper is to provide an overview of the changing and evolving apprenticeship market, with a specific focus on how it is beginning to impact the diversity of employer organisations across a range of industry sectors.Design/methodology/approachThis is an opinion piece, contextualising the UK business approach to apprenticeships and the levy. It includes case studies showing how the attraction and recruitment of apprentices have been used to address diversity issues in different organisations.FindingsEmployers are pushing for:A broader range of apprenticeship standards (

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Luna, Roberto, Gregorio Rodríguez, Liliana Ramos, Rafael Andrade, Sandra Figueredo, and Victor de-León-Gómez. "Smart Competence Management Using Business Analytics with Fuzzy Predicates." Axioms 10, no. 4 (2021): 280. http://dx.doi.org/10.3390/axioms10040280.

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Organizations consider human capital as one of their most important assets. Experts in the field have focused on the research and development of human talent management skills. At present, companies are giving high importance to the management of this intangible resource. Management by competencies and skills is basic in the selection and development of the most valuable asset the organization has: its human capital. A conceptual framework of the intelligent management of human capital and some more advanced knowledge discovery techniques are presented in this paper. A methodology for smart de

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Loison, Alana. "Literature Review on High-functioning Autistic Employees." DBS Applied Research and Theory Journal 1 (February 23, 2024): 77–105. http://dx.doi.org/10.22375/dbs.v1i1.120.

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This literature review aims to contribute to the field of autism and employment. It will analyse bibliographic data on peer-reviewed research on the benefits and challenges of a neurodiverse workforce. Similarly, it will examine the experiences of high-functioning autistic people in the workplace. Despite reports in popular media on the benefits of a neurodiverse workplace, including better innovation and company performance – there is very little academic research to support these claims. Of the limited existing literature, there are very few articles in business and management journals. This

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Agafonova, Mariia. "HUMAN CAPITAL OF UKRAINE IN GLOBAL RANKINGS." Educational Analytics of Ukraine, no. 2 (2020): 29–40. http://dx.doi.org/10.32987/2617-8532-2020-2-29-40.

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This paper presents the research on human capital in the global ranking studies and determining the place of Ukraine and the city of Kyiv in them in terms of human capital indicators, in order to increase the efficiency of using human capital and achieve competitiveness in this field. International rankings are an important tool for positioning countries and cities in the international arena and allow an objective assessment of the level of competitiveness of Ukraine and, in particular, the city of Kyiv in comparison with other countries and cities of the world. The author analyzes human capi

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Mr., Khilesh Patel, and Deepika Roy Miss. "The Impact of Work Life Balance on Job Satisfaction and Employee Retention of Operational Level Staff in the Hotel Industry." International Journal of Advance and Applied Research 4, no. 21 (2023): 127–34. https://doi.org/10.5281/zenodo.8134719.

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This research paper examines how work-life balance impacts job satisfaction and employee retention among operational level staff in the hotel industry. In the hotel industry, where staff members provide services to clients, maintaining high-quality and stable services is crucial for maintaining competitiveness. Effective employee retention is a key aspect of hotel human resource management, as it not only improves organizational performance but also reduces personnel costs. Achieving work-life balance poses significant challenges in the hotel industry, where work is demanding and often involve

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Munir, Ningky Sasanti, Eva Hotnaidah Saragih, and Martinus Sulistio Rusli. "BCA’s employer branding – the challenge ahead." Emerald Emerging Markets Case Studies 6, no. 3 (2016): 1–22. http://dx.doi.org/10.1108/eemcs-08-2015-0177.

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Subject area PT. Bank Central Asia, Tbk. (BCA), the largest national private bank in Indonesia, won an award for the Best Bank at the Euromoney Awards for Excellence (Asia) 2014. During the same event, in several categories, haloBCATM and BCA employees also won several awards. Previously, a number of awards were received by BCA such as: Best Indonesia Local Private Bank in 2010, Contact Center World Champion in 2012 and 2013, and Best Mega Contact Center in Asia Pacific Region in 2014. BCA is currently facing a problem of an aging population. Since the economy crisis facing the country in 1998

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Kwerawarni, Desy Trihayu. "The Conceptual Model of Green Human Resource Management in Business Organization: A Literature Review." International Journal of Multicultural and Multireligious Understanding 10, no. 12 (2023): 452. http://dx.doi.org/10.18415/ijmmu.v10i12.5447.

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The conceptual model of Green Human Resource Management (GHRM) in business organizations focuses on integrating green practices into human resource management strategies, the research model can support organizations in minimizing expenses without losing talent, reducing total costs, and driving business success in an ever-evolving world. GHRM is a program that helps create a green workforce that can understand and appreciate green culture in an organization that requires a high level of technical and management skills in employees. This research aims to see the implementation of GHRM in organi

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Hanshi, Liu. "Contradiction Analysis Method and High-level Athlete Training in Colleges." Journal of Education and Culture Studies 7, no. 1 (2022): p1. http://dx.doi.org/10.22158/jecs.v7n1p1.

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Since April 1987, the State Education Commission and the State Sports Commission jointly issued the Notice on the Trial Recruitment of High-level Athletes in Some Ordinary Colleges and Universities, and colleges and universities have undertaken the arduous task of cultivating high-level competitive sports talents. After years of exploration and practice, the training of high-level athletes in China’s colleges and universities has gained a lot. However, the training of high-level athletes in colleges and universities is a complex system engineering with many problems. This paper uses literature

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Gong, Zhiyun. "Research on the Impact and Development of Fintech on Banks." BCP Business & Management 47 (July 10, 2023): 62–69. http://dx.doi.org/10.54691/bcpbm.v47i.5170.

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This paper studies the effect of fintech on the development and transformation of banks, and selects several large commercial banks in China to compare their total investment in fintech in the past three years. The results show that in recent years, commercial banks have paid more and more attention to fintech, and their annual total investment in fintech keeps rising. In addition, effective risk control and the recruitment and retention of fintech professionals are two key factors in the digital transformation process of banks. When cooperating with fintech companies and developing products,

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Kushariyadi, Kushariyadi, Dina Agnesia Sihombing, Husaini Husaini, Ito Turyadi, and Muhammad Zakaria. "Multi Agent Model Analysis in Identifying the Relationship Between Productivity Level, Production Cost and Product Selling Price." International Journal of Engineering, Science and Information Technology 4, no. 3 (2024): 13–17. http://dx.doi.org/10.52088/ijesty.v4i3.514.

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This study aims to analyze the remuneration strategy and the dynamics of a highly competitive market that affect employee productivity and satisfaction. This research method uses a quantitative approach combined with comparative statistics. Companies often choose a per-piece pay strategy to encourage efficiency and productivity while managing labor costs. However, companies may shift to a profit-sharing system to increase employee engagement and loyalty. Differentiation of payment schemes, such as performance-based incentives, plays an important role in attracting and retaining talent and alig

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Lubis, Anggia Sari, and Abdul Rahman Lubis. "Proposed Human Resource Competency for Society 5.0." Mimbar Ilmu 29, no. 1 (2024): 46–55. http://dx.doi.org/10.23887/mi.v29i1.71535.

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Society 5.0 can also be interpreted as a concept of a human-centered and technology-based society. The competency model will support the effectiveness of the recruitment and selection process so that companies can attract the talents needed to build their HR performance. Thus, the development of a competency model for Society 5.0 has considerable value in terms of education, training, and human development perspectives in facing the era of change, especially Society 5.0. The purpose of this study is to conduct an in-depth analysis of existing research and practice competency models and continu

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Kudaktin, Serhii. "THE PERSONNEL DEVELOPMENT MANAGEMENT MECHANISM IN THE SYSTEM OF HUMAN RESOURCES POTENTIAL FORMING: LESSONS FOR THE MODERN ENTERPRISES ACCORDING TO FOREIGN EXPERIENCE." Економіка розвитку систем 6, no. 2 (2025): 151–55. https://doi.org/10.32782/2707-8019/2024-2-21.

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The elements of the mechanism of personnel development management in the system of personnel potential formation at modern enterprises are structured and grouped. It is determined that an important role in the human resource formation at the business entity is played by the personnel development strategy, which should combine such components as: establishing strategic guidelines for personnel characteristics, choosing directions for personnel development (training, advanced training, mentoring, coaching); forming the individual career trajectories of employees; developing the internal personne

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Kim, Seon-Hyub. "A Study of Legal policy study on the theory of the existence of Korea National Police University." Institute for Legal Studies Chonnam National University 44, no. 4 (2024): 349–78. https://doi.org/10.38133/cnulawreview.2024.44.4.349.

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The Korean National Police University was established in 1981 based on the Korean National Police University Establishment Act enacted on December 28, 1979. According to the Korean National Police University Establishment Act, which is the basis for the establishment of the Korean National Police University, there are provisions for granting various benefits to students of the Korean National Police University, such as exemption from tuition, appointment as inspector, and preferential military service, thereby providing a foundation for the Korean National Police University to recruit excellen

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Khavarivska, Halyna. "New approaches to remuneration of civil servants in Ukraine." Democratic governance 32, no. 2 (2023): 53–65. http://dx.doi.org/10.23939/dg2023.02.053.

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Problem setting. The issue of renumeration has always been and is relevant, since salary is not only an important motivating factor for an employee, but also a source of livelihood for him/her and his/her family, a means of satisfying most needs. Undoubtedly, the key to a high-quality civil service is the current system of incentives, and rewards that encourage civil servants to fully realize their potential in the performance of professional duties. Therefore, it is necessary to complete the reform of remuneration system for civil servants, which will ensure the retention of professional pers

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McKenna, Julie. "Canadian Library Human Resources Short-Term Supply and Demand Crisis Is Averted, But a Significant Long-Term Crisis Must Be Addressed." Evidence Based Library and Information Practice 2, no. 1 (2007): 121. http://dx.doi.org/10.18438/b8t59b.

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Objective – To examine the human resources environment in Canadian libraries in order to assess readiness to accommodate change and to identify opportunities for human resources planning. The “8Rs” of the study were defined as recruitment, retirement, retention, remuneration, repatriation, rejuvenation, re-accreditation, and restructuring.  Design – This study was undertaken in three phases over nearly three years through the use a variety of methods including literature review, analyses of existing data (Statistics Canada and library school graduate data), telephone interviews (wi

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Gouripeddi, Ram, Katherine Sward, Mollie Cummins, Karen Eilbeck, Bernie LaSalle, and Julio C. Facelli. "4549 Reproducible Informatics for Reproducible Translational Research." Journal of Clinical and Translational Science 4, s1 (2020): 66–67. http://dx.doi.org/10.1017/cts.2020.221.

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OBJECTIVES/GOALS: Characterize formal informatics methods and approaches for enabling reproducible translational research. Education of reproducible methods to translational researchers and informaticians. METHODS/STUDY POPULATION: We performed a scoping review [1] of selected informatics literature (e.g. [2,3]) from PubMed and Scopus. In addition we reviewed literature and documentation of translational research informatics projects [4–21] at the University of Utah. RESULTS/ANTICIPATED RESULTS: The example informatics projects we identified in our literature covered a broad spectrum of transl

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Salame, Issa I., and Sarah Nazir. "The Impact of Supplemental Instruction on the Performance and Attitudes of General Chemistry Students." International Journal of Chemistry Education Research 3, no. 2 (2019): 53–59. http://dx.doi.org/10.20885/ijcer.vol3.iss2.art1.

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Supplemental Instruction (SI) has been a successful implementation into institutions worldwide. It serves as a means of reducing attrition and increasing the overall learning of course material. The City College of New York (CCNY) has recently implemented SI to General Chemistry I courses to examine whether or not SI would help students succeed in the course and understand and grasp the course material better. SI was made available several times a week during flexible times to students who are struggling in the course. Our method of data collection is a Likert-type and open-ended questionnaire

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Hong, Li, and He Bing. "Enhance Quality Education by Scientific Research and Cultivate Innovative Talents." Forum on Research and Innovation Management 1, no. 1 (2023). http://dx.doi.org/10.18686/frim.v1i1.3393.

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The competition between companies is actually the battle of soft powers of talent, technology and comprehensive quality. To emerge from it, companies should recruit high-level comprehensive talents. It is for sure of positive effect for any industries to improve their recruitment and training of talents and improve their soft powers. Moreover, it is the fastest and most effective way to increase the number of high-tech talents by training work. Therefore, focusing on talents recruitment and training plays a quite important role for any companies.

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Hong, Li, and He Bing. "Enhance Quality Education by Scientific Research and Cultivate Innovative Talents." Medical and Health Research 1, no. 1 (2023). http://dx.doi.org/10.18686/mhr.v1i1.3384.

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The competition between companies is actually the battle of soft powers of talent, technology and comprehensive quality. To emerge from it, companies should recruit high-level comprehensive talents. It is for sure of positive effect for any industries to improve their recruitment and training of talents and improve their soft powers. Moreover, it is the fastest and most effective way to increase the number of high-tech talents by training work. Therefore, focusing on talents recruitment and training plays a quite important role for any companies.

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Aldiabat, Bassam. "Electronic human resource management and its impact on talent management in the Jordanian Universities." Human Systems Management, September 25, 2023, 1–12. http://dx.doi.org/10.3233/hsm-230127.

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BACKGROUND: Talent management plays an essential role as part of the HRM function in managing all employees, resulting in high performance. The role of human resources management has rapidly changed from focusing solely on recruitment, employee benefits and payroll to strategic human resources, focusing on sustaining and driving business strategies. OBJECTIVES: This study sought to determine the extent to which electronic human resource management and talent management principles were used in Jordanian universities. Additionally, it examined how electronic human resource management, including

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Birou, Laura, and Remko Van Hoek. "Supply chain management talent: the role of executives in engagement, recruitment, development and retention." Supply Chain Management: An International Journal ahead-of-print, ahead-of-print (2021). http://dx.doi.org/10.1108/scm-08-2020-0418.

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Purpose This paper aims to fill a void in existing research by focusing on in-company efforts to develop supply chain (SC) talent, with a specific focus on the role that executives can play in this process. This study uses the resource-based view (RBV) of the firm and theory of training motivation as theoretical background for the exploration. In addition to that, this paper provides meaningful information for executives aspiring to contribute to the development of supply chain management (SCM) talent including the primary drivers, benefits, barriers and bridges (Fawcett et al., 2008). Using t

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van Raalte, Christa, and Richard Wallis. "Britain’s Got Talent? A Critique of the “Talent Pipeline” Crisis in the UK’s Film and Television Industries." Media Industries 9, no. 1 (2022). http://dx.doi.org/10.3998/mij.282.

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Prior to the pandemic of 2020, what was being described as ‘the Netflix effect’ had brought a significant boost to the UK’s film and television industries. However, a significant increase in the amount of commissioning of ‘high end’ television production had been accompanied by widely reported concerns that these new opportunities were in danger of being lost due to an insufficient supply of new talent. It was argued that only a major investment in entry-level recruitment for an expected 30,000 new jobs would avert a “talent pipeline” crisis. In this article we question the accuracy of these a

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BALOGUN, Adetoun, and Dayo Akintayo. "MULTILATERAL DIMENSIONS IN TALENT MANAGEMENT AND EMPLOYEES’ TURNOVER INTENTIONS IN MANUFACTURING INDUSTRIES, SOUTH-WEST, NIGERIA." Annals of Spiru Haret University. Economic Series 24, no. 1 (2024). http://dx.doi.org/10.26458/24117.

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The importance of employees to manufacturing industries cannot be overemphasised as they contribute to the industries’ performance and the consequent impact on the nation’s economy. This study, therefore, investigated the contributions of talent management strategies (human resource planning, recruitment and selection, employee development, employee retention, employee health and safety management, and employee performance appraisal) to employees’ turnover intentions in manufacturing industries in South-West Nigeria. The study employed a descriptive survey research design. The target populatio

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Hryshchenko, Diana, and Vladyslav Kaidanovych. "THE TALENT POOL FORMATION AS A TOOL OF MOTIVATION MANAGEMENT." Pryazovskyi Economic Herald, no. 3(26) (2021). http://dx.doi.org/10.32840/2522-4263/2021-3-17.

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The current situation in the labor market and wholesale and retail trade changes in a straight line with the economic, political, social sphere. And it assumes that the changes are non-reversible. At this stage of economic development, enterprises of trade industry act as a kind of concentrator of human resource. Enterprises are responsible for qualitative selection and recruitment of personnel, for its development. Combination of these factors makes enterprise management allocate more and more financial resources for creation of qualitative and quantitative base of human resource. It is the p

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Llanos-Contreras, Orlando, Jonathan Cuevas-Lizama, Gonzalo Sanhueza-Palma, and Manuel Alonso Dos Santos. "Effectiveness of signaling a firm family identity to jobseekers: proactiveness and innovativeness profile of the applicant." Academia Revista Latinoamericana de Administración, November 18, 2024. http://dx.doi.org/10.1108/arla-02-2024-0036.

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PurposeThis study aims to determine how the communication of a family business identity in a recruitment call influences, directly and indirectly, the response of jobseekers, and whether this response varies according to the level of proactiveness and innovative of the applicants.Design/methodology/approachAn experimental design using job advertisements on a LinkedIn recruitment call in Peru and Chile was implemented. The experiment simulates a job offer for a professional that could be filled by a business graduate student. The sample consisted of 171 surveys applied to university students in

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"Evaluation of the theory of the existence of the National Police University after law school." Legal Studies Institute of Chosun University 31, no. 2 (2024): 235–56. http://dx.doi.org/10.18189/isicu.2024.31.2.235.

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This article examines the background and purpose of the establishment of the National Police University, and analyzes and evaluates the content and meaning of the argument for the existence of the National Police University. The theory of the existence of the National Police University is the theory of the existence of the undergraduate degree program of the National Police University. There is no dispute about maintaining the Graduate School of Public Safety. The theory of maintaining the National Police University is the theory of maintaining the undergraduate degree program of the National

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