Academic literature on the topic 'Programmes de développment de talents'

In recent years many honours programmes were introduced at universities and colleges in the Netherlands (Van Eijl, Pilot & Wolfensberger, 2010). An important goal of these programmes is to stimulate students to more fully develop their talents. To get more insight in the process of talent development from the perspective of honours students, we started a project. Forty honours students and honours alumni from eleven different universities and eight of their teachers were interviewed about the development of their talents, why they participated in an honours programme and what their experiences were in those programmes (Van Eijl & Pilot, 2016). These interviews gave an in-depth picture of students’ honours experiences and thereby gave insight into the process of talent development. This process is represented by the Circle of Talent Development. In the second part of this paper (step 9b of the Circle) we focus on the use of honours as laboratory for 21st century skills and the dilemma of teachers between “control and letting go” are discussed.

Abstract Objective: The article refers to the measurement of natural talents and skills of students in an internationalised environment and possible use of empirical research to modify university curricula. The article aims to determine how to design and implement skills models to increase education efficiency and to adapt the curriculum to the labour market expectations. Methodology: The evaluation was based on three empirical surveys conducted among students of a highly internationalised university: the Gallup test measuring natural talents, the Filipowicz test (measuring skills) and a poll among students, diagnosing their expectations as to student apprenticeships and traineeships. Findings: Using the aforementioned tools allowed to identify strengths of university students in tourism programmes and to indicate areas for improvement during education. Value Added: The conclusions drawn from the survey allowed to confront students’ skills with employers’ expectations and to develop student support methods, e.g. through appropriate modifications of curricula and traineeship programmes. University courses were extended to include modules reinforcing students’ enterprise, the management of individual potential, cross-cultural communication and negotiating skills. Recommendations: Such survey enables the creation of a talent bank among students where their talents – reinforced with the knowledge and skills acquired at university – will help develop their strengths and can be particularly useful in selected posts.

Cette étude analyse le management international des talents par les entreprises dans une perspective institutionnelle. Elle est réalisée auprès de managers d’entreprises du Conseil de Coopération du Golfe (CCG). Dans ces pays, les problématiques d’emploi sont typiquement internationales et différentes du contexte occidental. Les difficultés du management des talents sont interprétées en examinant les conflits de logiques institutionnelles en jeu. Dans l’ensemble des entreprises, la nationalisation de la main d’oeuvre gêne la mise en oeuvre des programmes. Dans les entreprises régionales et locales, l’influence du contexte socio-culturel est un obstacle majeur mais des évolutions sont perceptibles.

This essay is a thematic review of a computer animated comedy filmMadagascar Escape 2 Africa. It highlights the rich thematic embodiment of the film. Entertainment-Education has been adopted as a theoretical framework for analysis, owing to the fact that it emphasizes infusion of educational oriented content into the production of entertainment programmes/media content to achieve attitudinal change in society. Five themes have been identified from the film and discussed, namely: the usefulness/relevance of every talent/skill, the power of unity/friendship, innovation, adventure and love. The central thesis in the essay is that all talents are relevant and important to the growth and development of society as contained in the film under review, hence parents are advised to identify talents which their children have and guide them accordingly to exploit and utilize them to the fullest. This is against the career imposition trait of most parents, which often time leads to poor performance of children in careers they have no passion for. Conclusively, the study recommends the Entertainment-Education approach to producers of children films and media content to help reduce the cultivation effect that arises from the projection of violence, crime, nudity and profane scenes in cartoons and children programmes. This will go a long way to help achieve the desired attitudinal change in society.

Purpose Focusing on an international trainee- and internship programme, this paper aims to propose a new framework that links organisational strategies regarding ethnic diversity with career competencies of the programme participants. Design/methodology/approach The paper adopts a case study design. It examines the interplay of the perspectives of the organisation, which is an Austrian bank, and of the programme participants, who are university graduates from South-Eastern Europe. It draws on the typology of diversity strategies by Ortlieb and Sieben (2013) and the categorisation of individual career competencies by DeFillippi and Arthur (1994). Findings The bank benefits from the programme participants’ competencies with regard to South-Eastern Europe and increased legitimacy gained from the public. Programme participants acquire many knowing-how, knowing-why and knowing-whom competencies, especially if the bank pursues a so-called learning strategy towards ethnic diversity. On the other hand, individual knowing-how competency supports an organisation’s antidiscrimination strategy, whereas knowing-why and knowing-whom competencies benefit the organisational learning strategy. Research limitations/implications Although the paper builds on a single case study and the ability to generalise is limited, the findings imply that future human resource development concepts should jointly consider the perspectives of both organisations and individuals. Practical implications Owing to their high strategic relevance, organisations should look into the competencies of skilled migrants and evaluate the critical resources they offer. Both organisational learning and an organisation’s strategic development are key concerns. The proposed framework helps to effectively design trainee- and internship programmes and simultaneously anticipate organisational and individual consequences thereof at an early stage. Originality/value The proposed framework concerning the interplay between organisational and individual perspectives as well as the regional focus on South-Eastern Europe present novelties.

Abstract Professional literature and practice started to focus intensively on the field of talent management. A lack of talented individuals occurred in all sectors worldwide. The war for talents has not faded out, on the contrary, it has been intensifying. The aim of the paper is therefore to analyse the perception of opportunities for development and management of talents in forestry and to specify characteristics of employee/ talent support perception in surveyed companies. The analysis is based on a primary survey conducted in 101 forestry companies. The data were obtained through surveys in which one manager and one employee represented a single company. One-dimensional and multidimensional statistics were used to evaluate the data. The results showed that employees perceived developmental conditions in companies more positively than what was stated by managers and company representatives. The average difference in the perception was 8.5%; employees perceived the conditions better than company representatives. When negative phenomena were analysed, the perception was quite opposite. The average difference was 9.5%. The limit of the paper is the narrow focus on primary sector companies. The results may help surveyed companies in the primary sector to encourage managers and employees to participate in developmental programmes as their own initiative and willingness to take part in education and developmental activities was found.

The single television station serving Papua New Guinea transmits between ten and twelve hours a day of programmes that – apart from the new and a musical slot sponsored by Coca Cola – lack and significant national interest. Yet an eight-episode television drama, Warriors in Transit – conceived, written, shot, and performed entirely on location by local artists and talents, and with the potential to develop into a long-running series – has for three years remained unseen, despite several good reviews and sneak previews. The assertion of the Tv executives that Papua New Guineans do not want to watch their own programmes, and the inability of the production, alike bear witness to a problem typical of the develpment of television in the Third World, as traditional national cultures ineluctably give way befor the easy attractions of homogenized imports – a problem that can only be tackled by affirmative action on the part of governments whose best intentions too often conflict with financial constraints. The author, Joseph Chika Anyanwu, teaches in the Facutly of Creative Arts of the University of Papua New Guinea, and first presented the present paper at the 1994 conference of the Australasian Drama Studies Federation.

In the late 1990s the Singapore government embarked on a set of far-reaching strategies intended to develop the city-state into one of the major life science R&D and industrial clusters in Asia. Besides efforts to attract leading overseas life science companies to establish operations in Singapore, the government has developed new life science public research institutions to attract overseas research talents. Outside the government, the local university sector is also emerging as an important player. Adapting the ‘Triple Helix’ framework to the life sciences in a newly industrialized economy, this paper reviews the policies and programmes implemented by the Singapore government and the National University of Singapore and discusses the implications for universities in other late-comer countries seeking to catch up in the global biotech race.

Developing talents has been a great concern in education. New conceptions of intelligence are revolutionizing educational practices. Because giftedness can occur in certain people at certain times and under certain conditions, (Renzulli & Reis, 1985), it is necessary to extend the pedagogy for the gifted to regular classrooms. The enrichment cluster was chosen for this study for multiple reasons. This study used qualitative case study design to investigate the use of enrichment clusters as a starting point to infuse talent development strategies into the school system in Nigeria. The sample was made up of 27 boys and 33 girls between the ages of 13 and 19 years in Senior Secondary School (grades 10 to 12) drawn from different socio-economic backgrounds but from educated parents. Their common denominator was their interest in the cluster topic — an essential ingredient in any pupil programme. The study found that a lone enrichment specialist in a regular school without programmes for the gifted and talented can expose students to high-order thinking skills and high-end learning through the use of Renzulli's Type I, II & III enrichments in an enrichment cluster. Parents and members of the community were found to be very helpful in conducting the enrichment cluster. The possibility of these people being advocates for programmes for talent development and mentors is discussed. Based on the findings, recommendations were made for further research.

Abstract In this paper we reflect on the contribution, style and legacy of Professor Val Curtis, an important, and sometimes controversial, figure in the water, sanitation and hygiene (WASH) sector who sadly passed away on October 19, 2020. Across numerous scientific articles, and several books, and operational programmes, she established herself as a world-renowned scientific expert in the field of hygiene and behaviour change, as well as a major thought-leader in the WASH sector. We identify four major scientific contributions which she made over three decades of research that spanned multiple fields, including engineering, epidemiology, and psychology. Beyond her research, she tirelessly championed hygiene as a public health priority, using her talents as a communicator to secure concrete changes in relevant policy and practice. We are confident that her example, as both a public health researcher, and as a hygiene champion, will inspire future generations of WASH researchers and practitioners to be bold and ambitious.

Human resource development, specifically workforce training and talent development in the United Arab Emirates (UAE) and its outcomes are the main goals of this study. This research investigation has focused on selected aspects of public policy strategies for workforce and human capital development in the UAE. More specifically, this investigation is aiming to investigate the effectiveness of various UAE Scholarship Programmes on workforce development. The research addresses how human capital development strategies for UAE Nationals, with specific and primary reference to university scholarship programmes, have had positive impacts on the development of those Nationals who successfully completed their programme within the last decade. Additionally this study asks what correlations there might be between the scholarships’ specific skills enhancement and the nature of the work in which alumni are presently engaged; and in what ways UAE Nationals believe their careers have developed as a result of the successful completion of their university scholarship programme; also to what extent UAE Nationals believe they have been able to impact positively on the institutions and organisations they work for. And indeed how do those participants who took part in this study feel about improvement of such programme for scholarship winners in the future? A mixed method design approach which integrated both quantitative and qualitative data was used. The quantitative data were collected through a survey, and qualitative data were collected from both the survey and through more in-depth individual interviews and focus group discussions with both alumni and public sector managers. The sample of the present study comprises a total of 206 alumni of both genders with (a 78% response rate) who participated in this study; and additional sample of 33 alumni also included, as well as three public sector mangers who had in=depth interviews. Using Kirkpatrick’s four level criteria of evaluation of alumni learning experience abroad. That is reactions and satisfaction, learning of the intended knowledge and skills, creation of behaviour change among participants and resulting in tangible impact on organisation as well employing other indicators which compared responses before 2006 and after 2006, the present research work indicated majority of participant’s alumni were very positive about their study experience aboard; participants claimed they have gained a wide range of skills and experience. Their future influence could include areas of high priority for development and leadership, including education, health and governance. Further results also showed that over 90% of alumni respondents have successfully completed their programmes of study; hence returned home and currently are working in the UAE. Majority of the participants also claimed that their programme contributed to international collaboration and partnerships. Overall evaluation and main outcomes of this study did not offer tangible evidence that scholarships are having a significant impact on institutional performance. There was also no noticeable difference between those institutions which had received relatively larger numbers of scholarships (Management, Biology, Engineering and Computer Sciences), and those who had received few. However, further in-depth assessment of individual institutions might be necessary in future to elicit such evidence and/or relationship links. Some results suggested that the scholarships offered by different ministries and departments will enable the transfer of skills and knowledge not only to individual award holders, but also to employers and relevant institutions. Finally, the main findings of the study lead to a number of recommendations to better support not only the integration of scholars in their workplaces but also the achievement of effective workforce plan to achieve the objective of Emiratisation Scheme and strategic vision on this important field of study which has been acknowledged at all UAE governmental levels.

Nowadays, sustainable organisations consider, as one of their strategic priorities, their capability to attract and retain Young Talents. To achieve that companies are investing in the implementation of Young Talent Programmes. It is imperative the development of retention strategies, designed accordingly with the individual needs and expectations for development and opportunity. This multiple-case study aims to determine which factors lead Portuguese organisations to consider Young Talents one of their strategic priorities and how they design and structure their Internships Programmes. For that purpose, following a mixed-methods approach, a set of semi-structured interviews (qualitative research method) were conducted. Simultaneously, a questionnaire (quantitative research method) – mainly based on the Psychological Work Immersion Scale (Veldsman, 2013) – was applied to assess the levels of psychological work immersion of the participants. The results indicated that the main goal when introducing Internships Programmes is to provide Young Talents with practical experience through the development of hard and soft skills and acquaintance to real professional contexts, culminating in the improvement of their employability. Evidence shows the digital natives who bring new ideas, challenge the status quo, influencing the level of diversity, innovation and creativity within organisations. It was established an Intervention Proposal based on a solution-based framework to the development phase of Company X’s Internships Programme, relying on Design Thinking.
Atualmente, as organizações sustentáveis consideram, como uma das suas prioridades estratégicas, a capacidade de atrair e reter Jovens Talentos. Para o efeito, as empresas apostam na implementação de Programas de Talento Jovem. É imprescindível o desenvolvimento de estratégias de retenção que devem ser projetadas, de acordo com as necessidades e expectativas individuais de desenvolvimento e oportunidade. Este estudo de casos múltiplos tem como objetivo determinar quais os fatores que levam as organizações portuguesas a considerar os Jovens Talentos uma das suas prioridades estratégicas e como é que desenham e estruturam os seus Programas de Estágios. Neste sentido, seguindo uma metodologia de métodos mistos foi realizado um conjunto de entrevistas semiestruturadas (método de pesquisa qualitativa) e aplicado um questionário (método de pesquisa quantitativa) – baseado na Psychological Work Immersion Scale (Veldsman, 2013) – com o intuito de aferir os níveis de imersão psicológica dos participantes. Os resultados evidenciaram que o principal objetivo dos Programas de Estágios é proporcionar uma experiência prática através do desenvolvimento de hard skills e soft skills, que serão aplicadas em contexto profissional, culminando na melhoria da sua empregabilidade. As evidências revelaram que os nativos digitais trazem novas ideias, desafiam o status quo, o que influencia o nível de diversidade, inovação e criatividade dentro das organizações. A Proposta de Intervenção desenvolvida teve em consideração as oportunidades de melhoria identificadas na fase de desenvolvimento do Programa de Estágios da Empresa X, através da implementação de um modelo seguindo a metodologia do Design Thinking.