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Journal articles on the topic 'Talensi'
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1
Insoll, Timothy. "Talensi animal sacrifice and its archaeological implications." World Archaeology 42, no. 2 (June 2010): 231–44. http://dx.doi.org/10.1080/00438241003672856.
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Parker, John. "THE DYNAMICS OF FIELDWORK AMONG THE TALENSI: MEYER FORTES IN NORTHERN GHANA, 1934–7." Africa 83, no. 4 (October 25, 2013): 623–45. http://dx.doi.org/10.1017/s000197201300048x.
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ABSTRACTThis article examines the encounter between the social anthropologist Meyer Fortes and his wife Sonia, on the one hand, and the Talensi people of northern Ghana, on the other, in the years 1934–7. Based in large part on the Forteses’ extensive corpus of recently archived field notes, diaries and other papers, it argues that the quotidian dynamics of that encounter were in many ways quite different from those of Talensi social life as enshrined in Meyer's famous published monographs. Far from entering a timeless world of enduring clanship and kinship, the Forteses grappled with a society struggling to come to terms with the forces of colonial change. The focus is on the couple's shifting relationship with two dominant figures in the local political landscape in the 1930s:TongranaNambiong, the leading Talensi chief and their host in the settlement of Tongo, andGolibdaanaTengol, a wealthy ritual entrepreneur who dominated access on the part of ‘stranger’ pilgrims to the principal oracular shrine in the adjacent Tong Hills. These two bitter rivals were, by local standards, commanding figures – yet both emerge as psychologically complex characters riddled with anxiety, unease and self-doubt. The ethnographic archive is thereby shown to offer the possibility of a more intimate history of the interior lives of non-literate African peoples on remote colonial frontiers who often passed under the radar of the state and its documentary regime.
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Naya Zuure, David, George Hikah Benson, and Adams S. Achanson. "Indigenous Conflict Resolution and the Protection of Human Rights among the Talensi of Ghana." EAST AFRICAN JOURNAL OF EDUCATION AND SOCIAL SCIENCES 1, no. 3 (October 18, 2020): 1–11. http://dx.doi.org/10.46606/eajess2020v01i03.0037.
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Indigenous approaches to conflicts resolution in African societies provide appropriate fora and opportunities for members of the societies to process their disputes when they do arise. The indigenous approaches are structured and rooted on cultures and traditions of the societies in which they are applied. The Talensi traditional area has its indigenous approach based on its culture and tradition as well. However, there are concerns with regards to how indigenous approaches to conflict resolution recognize and respect the human rights of persons involved in the process. This paper examined how the Talensi indigenous conflict resolution approach recognizes and respects the human rights of the disputants. It was a qualitative research which employed the case study design. Two chiefs, three elders to chiefs’ councils and five disputants were purposively and conveniently selected as sample for the study. The instruments in terms of interview, focused group discussion and observation were used to gather data for the study. It emerged from the study that the various considered human rights (rights to life, non-discrimination, freedom of religion and belief and prohibition of torture and other ill-treatment) of disputants were recognized and respected to a large extent under the Talensi indigenous approach to conflict resolution. It was, therefore, recommended that the approach is replicated in other rural societies in Ghana so as to ensure the recognition and respect for disputants rights as many people in rural Ghana practically rely on indigenous approaches to process their disputes.
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Logan, Amanda L. "Temporalising anthropology: archaeology in the Talensi Tong Hills, northern Ghana." Azania: Archaeological Research in Africa 49, no. 2 (April 3, 2014): 271–73. http://dx.doi.org/10.1080/0067270x.2014.903040.
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Chegbeleh, Larry Pax, Bismark Awinbire Akurugu, and Sandow Mark Yidana. "Assessment of Groundwater Quality in the Talensi District, Northern Ghana." Scientific World Journal 2020 (April 10, 2020): 1–24. http://dx.doi.org/10.1155/2020/8450860.
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A comprehensive chemical quality assessment of groundwater resources in the Talensi District has been conducted using conventional graphical methods and multivariate statistical techniques. The study sought to determine the main controls of groundwater chemistry and its suitability for domestic and irrigation purposes in the district. Silicate and carbonate mineral weathering were identified as the main controls on groundwater chemistry in the district, with reverse ion exchange also playing a role. High nitrate and lead levels observed have been associated with agrochemicals and wastewater from farms and homes. Three main flow regimes have been identified with Q-mode cluster analysis, in which mixed cation water types have been revealed, where areas designated as recharge zones are dominated by Na+ + K+–Mg2+–HCO3− fresh water types characterised by low mineralisation and pH, which evolve into Mg2+– Na+ + K+– HCO3− fresh water type with corresponding increased mineralisation of the groundwater. Based on the water quality index (WQI) technique modified for the district and an interpolation technique using ordinary kriging developed from a well-fitted exponential semivariogram for the estimated WQIs, the groundwater quality has been spatially classified as generally ‘good’ to ‘excellent’ for domestic purposes. Generally, the quality of groundwater for domestic usage deteriorates as one moves towards the north of the district, whereas waters in the east and west present the best quality. Classifications based on the United States Salinity Laboratory (USSL), Wilcox, and Doneen diagrams suggest that groundwater from the unconfined aquifers of the district is of excellent quality for irrigation purposes.
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Insoll, Timothy. "Substance and materiality? The archaeology of Talensi medicine shrines and medicinal practices." Anthropology & Medicine 18, no. 2 (August 2011): 181–203. http://dx.doi.org/10.1080/13648470.2011.591196.
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Dapaah, Jonathan Mensah, and John Onzaberigu Nachinaab. "Sociocultural Determinants of the Utilization of Maternal Health Care Services in the Tallensi District in the Upper East Region of Ghana." Advances in Public Health 2019 (February 10, 2019): 1–11. http://dx.doi.org/10.1155/2019/5487293.
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Introduction. The quality maternal health care that women receive during pregnancy and delivery is important for the health of both the mother and the baby. However, most pregnant women do not receive the minimum number of antenatal care (ANC) services (at least 4 times during pregnancy) as recommended by the WHO. This article sought to identify the types of maternal health care services (MHCS) received by women during pregnancy and delivery and after childbirth and women’s reasons for use and nonuse of MHCS. Methods. The study adopted the social survey design where 366 women were sampled using probability sampling technique. The data was collected through the use of questionnaire. Results. The study results revealed that some sociocultural factors such as age, religion, traditional belief system, education, and marital status influence women’s use of MHCS in the Talensi District. In addition, factors such as women’s National Health Insurance Scheme status, distance to health center, and attitude of health care professional determine their utilization of MHCS. To a large extent, these factors influence choice for traditional birth attendants over biomedically-based maternal health care services. Conclusion. The study recommended that there should be education for women on the need for them to utilize MHCS during pregnancy and delivery and after childbirth. Government should organize skill training for traditional birth attendants in the Talensi District.
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Parker, John. "The Dynamics of Fieldwork Among the Talensi: Meyer Fortes in Northern Ghana, 1934–7." Africa: The Journal of the International African Institute 83, no. 4 (2013): 623–45. http://dx.doi.org/10.1353/afr.2013.0049.
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Akudugu, Mamudu Abunga, Edward Salifu Mahama, and Eugenia Hannah Atami. "The welfare impact of small-scale mining in the Talensi–Nabdam District of Ghana." Mineral Economics 25, no. 2-3 (October 24, 2012): 97–106. http://dx.doi.org/10.1007/s13563-012-0022-0.
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Ehiakpor, Dennis Sedem, William Adzawla, and Gideon Danso-Abbeam. "EFFECT OF ACCESS TO AGRICULTURE CREDIT ON FARM INCOME IN THE TALENSI DISTRICT OF NORTHERN GHANA." Russian Journal of Agricultural and Socio-Economic Sciences 55, no. 7 (July 25, 2016): 40–46. http://dx.doi.org/10.18551/rjoas.2016-07.06.
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Akurugu, Bismark Awinbire, Larry Pax Chegbeleh, and Sandow Mark Yidana. "Characterisation of groundwater flow and recharge in crystalline basement rocks in the Talensi District, Northern Ghana." Journal of African Earth Sciences 161 (January 2020): 103665. http://dx.doi.org/10.1016/j.jafrearsci.2019.103665.
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Jonathan, Ontoyin, and Agyemang Isaac. "Environmental and rural livelihoods implications of small-scale gold mining in Talensi-Nabdam Districts in Northern Ghana." Journal of Geography and Regional Planning 7, no. 8 (October 31, 2014): 150–59. http://dx.doi.org/10.5897/jgrp2014.0447.
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Casey, Joanna. "Insoll, Timothy, Rachel MacLean, and Benjamin Kankpeyeng (eds.): Temporalising Anthropology. Archaeology in the Talensi Tong Hills, Northern Ghana." Anthropos 110, no. 1 (2015): 234. http://dx.doi.org/10.5771/0257-9774-2015-1-234.
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Paruchuri, Yasaswi, Amanda Siuniak, Nicole Johnson, Elena Levin, Katherine Mitchell, Jaclyn M. Goodrich, Elisha P. Renne, and Niladri Basu. "Occupational and environmental mercury exposure among small-scale gold miners in the Talensi–Nabdam District of Ghana's Upper East region." Science of The Total Environment 408, no. 24 (November 2010): 6079–85. http://dx.doi.org/10.1016/j.scitotenv.2010.08.022.
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Koomson, Elizabeth. "Work patterns and gender reproduction in the Talensi small-scale gold-mining industry in Ghana: Implications for social welfare policy." International Journal of Social Welfare 28, no. 1 (February 1, 2018): 100–107. http://dx.doi.org/10.1111/ijsw.12310.
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Ampofo, Steve, Isaac Sackey, and Boateng Ampadu. "Landscape Changes and Fragmentation Analysis in a Guinea Savannah Ecosystem: Case study of Talensi and Nabdam Districts of the Upper East region, Ghana." Journal of Geography and Geology 8, no. 1 (February 24, 2016): 41. http://dx.doi.org/10.5539/jgg.v8n1p41.
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Landcover change is an observed natural change dynamics at both the local and regional levels. However, its scales are exacerbated by human interaction with its natural environment. The study examines these spatio-temporal changes in landcover and the level to which the change is accompanied by fragmentation of the identifiable cover types in the Talensi and Nabdam districts in Northern Ghana. The research uses digital classification of Landsat satellite imagery for 1999 and 2007 to produce the cover types which results in good accuracy levels of 66.39% and 63.03% respectively. Fragmentation analysis of the landscape was computed using FRAGSTATS® software for categorical maps obtained from the classified landcover maps for the two years. All cover types increased marginally. However, Bare areas decreased by as much as 17.17% and that of water decreased from 3% to 1%. The changing landscape involving conversions within and among various cover types is accompanied by fragmentation in all classes but more pronounced in the Bare class. The Bare class type which has more patches corresponds to the class with increased cover size and rather strangely decreases in the mean path size.
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Agyemang, Isaac. "Population dynamics and health hazards of small-scale mining activity in the Bolgatanga and Talensi-Nabdam districts of the upper east region of Ghana." Indian Journal of Science and Technology 3, no. 10 (October 20, 2010): 1113–20. http://dx.doi.org/10.17485/ijst/2010/v3i10.9.
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Fagariba, Clifford James, Shaoxian Song, and Serge Kévin Gildas Soule Baoro. "Climate change in Upper East Region of Ghana; challenges existing in farming practices and new mitigation policies." Open Agriculture 3, no. 1 (December 31, 2018): 524–36. http://dx.doi.org/10.1515/opag-2018-0057.
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Abstract Countries and international organizations are making conscious effort to address climate change threat to humanity. Rising fossil fuel burning and land use changes to meet human demands continuously emit large quantities of greenhouse gases into the atmosphere thus causing climate change. The research used Talensi District as a case study to determine factors influencing farmers’ adaptation response and the actual practices used to avert climate change impact. A total of 225 small-scale farmers were sampled for survey and 100 key informants were used in focus group discussions. Utilizing the logistic regression model, the study indicated that education, transportation, inputs cost and extension services were the factors with high tendency of undermining farmers’ ability to adapt to climate change. In addition, Weighted Average Index used to measure weather extremes revealed that drought and temperature had the highest level of occurrence. Climate change adaptation practices assessed in the study showed that change in planting date, improved crops varieties and land rotation were the most preferred practices. The study concluded that farmers resilience could be enhanced if governments and concerned organizations intensify adaptation campaigns, increase access to weather information, and train farmers on adaptable practices including, timely planting and alternative sources of livelihood. In addition, intensifying government support for agriculture including input subsidies, and provision of irrigation facilities were also good interventions to improve climate change resilience.
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Parker, John. "Northern Gothic: Witches, Ghosts and Werewolves in the Savanna Hinterland of the Gold Coast, 1900s–1950s." Africa 76, no. 3 (August 2006): 352–80. http://dx.doi.org/10.3366/afr.2006.0048.
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AbstractThis article examines witchcraft, shape-shifting and other supernatural beliefs among the Talensi and neighbouring Gur-speaking peoples on the frontier of the Northern Territories Protectorate of the Gold Coast (Ghana) in the first half of the twentieth century. Its starting point is the succession of religious movements dedicated to the eradication of witchcraft that swept through the southern forest region of the Gold Coast in the inter-war period. Most of these movements were animated by exotic deities originating in the savanna zone, a cross-cultural passage in part propelled by the ambivalence with which the Akan peoples of the forests viewed the so-called Gurunsi of the remote north. While the ‘Gurunsi’ were generally regarded as primitive barbarians, they were also seen to have an intimate relationship with the spiritual realm and therefore to be free from the ravages of malevolent witchcraft. This intimacy with dangerous spiritual forces was most clearly manifested in the widely reported ability of ‘the grassland people’ to transmogrify into animals. Evidence suggests, however, that far from being free from witchcraft, stateless savanna societies had their own problems with malevolent occult powers. Moreover, their reputation for shape-shifting was not simply a lurid, fantastic stereotype of northern brutishness on the part of the Akan. Animal metamorphosis – and especially the ubiquity of were-hyenas – was widely reported in the northern savanna, where it was imbricated with ‘witchcraft’ and with notions of personhood and collective identities.
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Suparman, Rahmat, and Veronika Hanna Naibaho. "Manajemen Talenta di Pemerintah Daerah: Studi Eksplaratori Penerapan Kebijakan Manajemen Talenta di Provinsi Kalimantan Timur dan Kalimantan Utara." Jurnal Borneo Administrator 17, no. 1 (April 30, 2021): 111–30. http://dx.doi.org/10.24258/jba.v17i1.718.
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The study of talent management (TM) in local governments is still rare and less popular than research on similar practices in business organizations. However, this condition will soon change with the issuance of a policy on the implementation of talent management in 2020 issued by the Ministry of Administrative Empowerment (PAN) and Bureaucratic Reform (RB). This article aims at exploring to what extent the readiness of the HRM agencies at East Borneo and North Borneo province in implementing the current talent management policy. Using exploitative-qualitative methods through interviews with senior officials of regional staffing agencies, this article discusses policy understanding, institutional capacity, and regional head support in the implementation of TM. The results of the analysis showed that the understanding of TM policy by stakeholders is sufficient with the implementation plan in line with the established policy. Furthermore, the TM implementation approach in both regions is more dominant using a strategic-system approach than micro-individualistic, both at the stage of selecting employees, with talent criteria consisting of potential, performance, competence, and ethics-integrity, and the provision of competency development programs adjusted to the needs of talents. This research also showed that with the institutional capacity of different human resources managers in both provinces, East Kalimantan province is relatively more ready to implement TM than North Kalimantan province. However, the toughest challenge of the implementation in both provinces is to get the support of regional heads so that the process of implementing talent management can run effectively, without transactional political intervention.
Studi tentang manajemen talenta (MT) di organisasi publik masih jarang dilakukan dibandingkan dengan penelitian sejenis di organisasi bisnis. Namun, kondisi ini akan segera berubah seiring terbitnya kebijakan penerapan manajemen talenta pada Tahun 2020 yang dikeluarkan Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi (PAN RB). Artikel ini ingin menjawab pertanyaan tentang sejauh mana kesiapan instansi pengelola SDM di Provinsi Kalimantan Timur dan Kalimantan Utara untuk menerapkan kebijakan manajemen talenta. Menggunakan metode eksploratori-kualitatif melalui wawancara dengan pejabat senior badan kepegawaian daerah, artikel ini membahas pemahaman kebijakan, kapasitas kelembagaan, dan dukungan kepala daerah dalam penerapan MT. Hasil analisis menunjukkan bahwa pemahaman tentang kebijakan MT oleh pemangku kepentingan sudah cukup memadai dengan rencana penerapan yang sesuai dengan kebijakan yang telah ditetapkan. Pendekatan penerapan MT di kedua daerah lebih dominan menggunakan pendekatan system strategis daripada mikroindividualistik, baik pada tahapan menyeleksi pegawai, dengan kriteria talenta yang terdiri dari potensi, kinerja, kompetensi dan etika-integritas, maupun pemberian program pengembangan kompetensi yang disesuaikan dengan kebutuhan talenta. Penelitian ini juga menunjukkan bahwa dengan kapasitas kelembagaan pengelola SDM yang berbeda di kedua provinsi, Provinsi Kalimantan Timur relatif lebih siap menerapkan MT dibandingkan dengan Provinsi Kalimantan Utara. Namun, tantangan terberat penerapan MT di kedua provinsi adalah mendapatkan dukungan kepala daerah agar proses implementasi manajemen talenta dapat berjalan secara efektif, tanpa adanya intervensi politik transaksional.
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Luo, Liangmei, and Xiaohui Wang. "Exploring the Flexible Talent Introduction Mechanism for the Development of Airport industry in G City from the Perspective of Talent Governance." E3S Web of Conferences 292 (2021): 03008. http://dx.doi.org/10.1051/e3sconf/202129203008.
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Promoting flexible talent introduction is an important part of innovative talent governance, and an effective mechanism to promote the flow of talents and release the vitality of talents. As an airport industry relying on resources such as convenient transportation, advanced logistics and strong radiation effects from large-scale hub airports, its core resources are still human resources. It is a strategic choice for the rapid development of the airport industry to quickly tap and introduce talents and give full play to the advantages of talents. At present, the theoretical and practical circles still lack in-depth discussions on the flexible talent introduction mechanism of the airport industry. This research focuses on the problems and causes analysis of the flexible introduction of talents in the airport industry in G City, and tries to start from the three governance concepts of collaborative governance, dynamic governance and risk governance, and proposes innovations in the talent policy system that promotes flexible introduction of talents, and innovations in talent introduction methods. Flexible introduction of countermeasures and suggestions for risk aversion. Hope to promote the in-depth study of the flexible talent introduction model.
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Liu, Yun-na, and Zhiyu Liu. "Ecology mechanism of female talents social mobility." Ecofeminism and Climate Change 2, no. 2 (May 6, 2021): 103–8. http://dx.doi.org/10.1108/efcc-12-2020-0036.
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Purpose With the development of social economy, the problem of female labor force and talent ecology mechanism has become increasingly prominent. They do not assign jobs according to their abilities, but decide their duties according to their interpersonal relationships. The uneven distribution of human resources makes the difference, the impact of the female talent social mobility tends to solidify and the social strata between the contradictions are deepening. Design/methodology/approach This paper mainly investigates the current situation of female talents social mobility to solve the problem of the social mobility of female talent, and evaluates the main factors that affect female talents social mobility by analyzing the flow of ordinary female labor, enterprise female talents and educational female talents. Findings Society should pay attention to the social mobility of female talent, carry out comprehensive ecology mechanism in time, take different methods to the management of female talents in different industries, remove the obstacles that affect the social mobility of female talents and create a good ecology mechanism of female talent. Originality/value This paper provides corresponding suggestions and countermeasures on the ecology mechanism of female talents social mobility.
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Rowe, David C. "Talent scouts, not practice scouts: Talents are real." Behavioral and Brain Sciences 21, no. 3 (June 1998): 421–22. http://dx.doi.org/10.1017/s0140525x98391232.
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Howe et al. have mistaken gene x environment correlations for environmental main effects. Thus, they believe that training would develop the same level of performance in anyone, when it would not. The heritability of talents indicates their dependence on variation in physiological (including neurological) capacities. Talents may be difficult to predict from early cues because tests are poorly designed, or because the skill requirements change at more advanced levels of performance. One twin study of training effects demonstrated greater heritability of physical skill after than before training. In summary, talents are real.
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Jeswani, Saket, and Souren Sarkar. "Integrating Talent Engagement as a Strategy to High Performance and Retention." Asia Pacific Business Review 4, no. 4 (October 2008): 14–23. http://dx.doi.org/10.1177/097324700800400402.
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The paper focuses on how talent engagement is an antecedent of job involvement and what should company do to make the talents engaged. The paper also discusses the importance of talent retention strategies with special reference to the leadership style of the superiors within the organization. The paper suggests Talent Engagement Model, which explains the process of engagement, psychological ownership, performance and retention of talents and their relative relationships, which can help not only to retain the talents but also to increase the performance for the overall development of both the talents and the organization.
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Kong, Yuan. "A Practical Study of the Cultivation of Innovative Foreign Language Talents in Colleges and Universities." Theory and Practice in Language Studies 8, no. 7 (July 1, 2018): 866. http://dx.doi.org/10.17507/tpls.0807.19.
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The cultivation of foreign language innovation talents must start from its concept. First of all, it is necessary to accurately understand the core concepts of innovation talents, foreign language innovation talents and innovative talent cultivation practice. The cultivation of innovative foreign language talent is a holistic design. It is the overall orientation and guidance of thought and spirit. It involves education theory, innovation theory, and talent development concepts. These categories boil down to basic theory and basic principles. Colleges and universities use this theory and principles as the basis, innovate in organizing various teaching elements to achieve the goal of cultivating foreign language creative talents. The cultivation of foreign language innovation talents is not composed of a single concept. In order to do a good job in cultivating foreign language innovative talents, we must accurately define the important concepts it includes. This article aims to cultivate the necessary foreign language talents for social development. It tries to integrate innovation training theory into talent education and eventually puts it into teaching practice.
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Lin, Rongmao. "The Window of Talent Policy in Regional Revitalization: For A More Socially Creative Urban Blueprint." Frontiers in Business, Economics and Management 2, no. 1 (September 21, 2021): 35–40. http://dx.doi.org/10.54097/fbem.v2i1.156.
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Talent Window is a crucial part of the Talent Policy, directly establishing communications with the talents. Today, it is generally set through the Official Service Websites, combined with various Information Publishing Platforms and Offline Service Windows, so that the talents could obtain the information about Talent Policy and consult with administrative staff about all matters related to talent introduction. The key indicator of a Talent Window is whether it could genuinely attract talent inflow and then improve urban vitality. Furthermore, the perfection and convenience of the Talent Window and its encouraging effect on talents are also the keys to whether it could bring “a sense of welcome” to them and make them willing to contribute to social creativity. Considering the significance of Talent Window in implementing Regional Revitalization, this article explores feasible solutions for setting the Talent Window based on comparing the present situation and Talent Window between Quanzhou City, China, and Tottori Prefecture, Japan.
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Ramírez Muñoz, Amaia, and Joel Manuel Prieto Andreu. "Análisis de las habilidades psicológicas en los deportistas promesas y talentos guipuzcoanos (Analysis of the psychological skills of promising athletes and talents from Gipuzkoa)." Retos, no. 39 (August 7, 2020): 465–70. http://dx.doi.org/10.47197/retos.v0i39.74861.
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Afrontar con éxito el proceso de transición en la consolidación del talento deportivo es fundamental para adaptarse y lograr una estabilidad en el deporte de alto nivel. Las habilidades psicológicas adquieren una gran importancia en este periodo, ya que mediatizan el rendimiento deportivo. El objetivo de esta investigación ha sido analizar las habilidades psicológicas de los deportistas promesas y talentos guipuzcoanos. La muestra estuvo compuesta por la totalidad de los 146 deportistas integrantes del programa de Desarrollo del Talento Deportivo (DTD) de la Diputación Foral de Gipuzkoa. El instrumento utilizado para evaluar las habilidades psicológicas fue el cuestionario de Características Psicológicas Relacionadas con el Rendimiento Deportivo (CPRD). Los resultados obtenidos indican la existencia de diferencias estadísticamente significativas en función del género (p < ,05) en todas las variables psicológicas analizadas: control de estrés (C.E), influencia de la evaluación de rendimiento (I.E.R), motivación (M), habilidad mental (H.M) y cohesión de equipo (C.EQ). No se evidenció ninguna relación significativa entre las habilidades psicológicas y la edad, pero sí en función de la categoría del deportista (promesa / talento): los deportistas promesas mostraron una menor H.M (p < ,05) que los talentos deportivos.
Abstract. Successfully facing the transition process in the consolidation of sports talent is fundamental to adapt to the highest level and achieve stability in the sports career. Psychological skills become very important in this period, as they mediate sports performance. The aim of this study has been to analyse the psychological skills of promising athletes and talents from Gipuzkoa. The sample consisted of all 146 athletes who were members of the Provincial Council of Gipuzkoa for the development of sports talent. The instrument used to evaluate the psychological skills was the questionnaire of Psychological Characteristics Related to Sports Performance. The results obtained indicate that there are statistically significant differences between men and women (p < ,05) in all the psychological variables analyzed: stress control, influence of performance assessment, motivation, mental ability and team cohesion. Likewise, differences were found in mental ability (p < ,05) between promising athletes and talents, while no statistically significant relation was found between the age and the psychological skills of the sample.
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Luo, Deyu, and Zhiyuan Ye. "Research on the Application of VR Technology in the Cultivation of Double Innovation Talents." Lifelong Education 9, no. 7 (December 8, 2020): 13. http://dx.doi.org/10.18282/le.v9i7.1456.
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Shuangchuang talents refer to talents with innovative thinking and entrepreneurial abilities. This is also the main goal of training talents for education and teaching in my country’s higher education institutions. In the process of training and teaching innovative and entrepreneurial talents, there are problems such as imperfect training facilities and insufficient teachers, which have seriously affected the training of innovative talents in universities. The rise of VR technology has provided a new way for the training of entrepreneurs and entrepreneurs, which not only greatly eases the resource input of talent education in colleges and universities, but also effectively improves the efficiency of talent training. This article conducts detailed research on the application of VR technology in talent education and training from multiple perspectives.
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Dueppen, Stephen A. "Insoll, Timothy, Rachel Maclean & Benjamin Kankpeyeng. Temporalising anthropology: archaeology in the Talensi Tong Hills, northern Ghana. 270 pp., maps, tables, figs, illus., bibliogr. Frankfurt: Africa Magna Verlag, 2013. €55.00 (cloth)." Journal of the Royal Anthropological Institute 20, no. 3 (July 28, 2014): 580–81. http://dx.doi.org/10.1111/1467-9655.12124_6.
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Kustanto, Prio, Andry Fadjriya, and Rakhmat Purnomo. "Membaca Bakat dengan Aplikasi Talents Mapping untuk Tenaga Pendidik dan Kependidikan SMK Catur Global Kota Bekasi." Jurnal Pengabdian kepada Masyarakat UBJ 4, no. 1 (January 29, 2021): 81–92. http://dx.doi.org/10.31599/jabdimas.v4i1.494.
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Measurement/reading of the talents of each personal educator(teacher) and education personnel need to be done. Among the applications that can be used to take such measurements is to use the Talents Mapping application. Measurement with Talents Mapping aims to analyze the suitability of talent with the field of work, and provide recommendations of the results of reading the talent on the leadership/management. Before the measurement is done, it is necessary to explain talents mapping. This is necessary to provide initial insights and knowledge about Talents Mapping, and the measurement methods to be performed. After the measurement results are obtained, discussions can be made on the results of these measurements. The results of measuring/reading the talents of each personal educator and education personnel with the Talents Mapping Application is expected to help determine the suitability of talent with the field of work pursued by educators and education personnel, as well as provide recommendations of the results of reading the talent to the management/school leadership
Keywords: Talents Mapping, Talent, Educators, Educational personnel, Strength Topology
Abstrak
Pengukuran/pembacaan bakat tiap personal tenaga pendidik(guru) dan tenaga kependidikan perlu dilakukan. Diantara aplikasi yang bisa digunakan untuk melakukan pengukuran tersebut adalah dengan menggunakan aplikasi Talents Mapping. Pengukuran dengan Talents Mapping bertujuan untuk menganalisa kesesuaian bakat dengan bidang kerja, dan memberikan rekomendasi hasil pembacaan bakat tersebut pada pihak pimpinan/manajemen. Sebelum dilakukan pengukuran, perlu dilakukan penjelasan tentang Talents Mapping. Hal tersebut diperlukan untuk memberikan wawasan dan pengetahuan awal tentang Talents Mapping, dan metode pengukuran yang akan dilakukan. Setelah hasil pengukuran didapatkan maka bisa dilakukan diskusi terhadap hasil pengukuran tersebut. Hasil dari pengukuran/pembacaan bakat tiap personal tenaga pendidik dan tenaga kependidikan dengan Aplikasi Talents Mapping diharapkan dapat membantu mengetahui kesesuaian bakat dengan bidang kerja yang digeluti oleh tenaga pendidik dan kependidikan, serta memberikan rekomendasi hasil pembacaan bakat tersebut pada pihak manajemen/pimpinan sekolah.
Kata kunci: Talents Mapping, Bakat, Tenaga Pendidik, Tenaga Kependidikan, Strength Topology
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Schreuder, Rino, and Simon Noorman. "Strategic talent development – making the best people in crucial positions better." Strategic HR Review 18, no. 6 (November 11, 2019): 263–67. http://dx.doi.org/10.1108/shr-04-2019-0034.
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Purpose This article aims to explain the why and what of strategic talent development. It shows how top talents in value-creating top positions can make a strategic difference for organizations. Design/methodology/approach Having established the differences between generic and strategic talent management, this article argues that talent management needs to be aligned with the organizational strategy. The next step is to ensure that the talents and skills of people who fulfill strategic, “difference-making” roles are best developed. You cannot standardize your talent development to achieve greatness. Findings Strategic talent development is a valuable and priceless investment in the future of the entire organization. Originality/value Strategic talent development is an innovative addition to existing talent management practices – not a replacement. An addition that makes the link between talent management and strategy (even) more explicit and can help organizations to make a next step in the realization of their ambitions through a targeted deployment and development of their top talents in key positions.
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Regev, Tali, and Hosny Zoabi. "TALENT UTILIZATION AND SEARCH FOR THE APPROPRIATE TECHNOLOGY." Macroeconomic Dynamics 18, no. 4 (May 3, 2013): 863–82. http://dx.doi.org/10.1017/s1365100512000648.
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This paper presents a model of development that is driven by matching between talents and technologies. Differences in productivity across countries are amplified by three dimensions of talent utilization: the range of talents utilized, the density of a specific talent utilized, and the average match quality in the economy. In our model, higher productivity increases the number of technologies available, enhancing the opportunities for individuals to match their talents to specific technologies and increasing the returns to search. More intensive search further contributes to talent utilization.
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Wang, Yinqiu, Hui Luo, and Yunyan Shi. "Complex Network of Scientific Talent Migration in Discrete Dynamics from 2001 to 2013." Discrete Dynamics in Nature and Society 2020 (July 16, 2020): 1–12. http://dx.doi.org/10.1155/2020/9248983.
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Scientific talents can make great contributions, including scientific breakthrough innovations and discoveries, and coordinate and guide the actions of many others, propelling the scientific knowledge frontier. We investigate international scientific talent migration from 2001 to 2013 with the quantitative method. The relationship between complex network and international talent migration is introduced. Considering most of talents migrate between some countries with good economy and innovation, the migration network including 37 countries is analysed. The countries are noted by nodes of the migration network, and the migratory flow of talents from one country to another country is viewed as the directed weight edge between the corresponding nodes. The discrete dynamics of talent migration under complex network is proposed. The unknown parameters of the proposed model are identified. The overall situation and time evolution of international talent migration from 2001 to 2013 are given from the discussion on the indicators of complex network. Furthermore, we study the talent migration flows in the view of obstacle factors. It is found that the great majority of talents migrate between developed countries and emerging economies from 2001 to 2013, and this phenomenon becomes more significant. The USA has attracted a great number of talents all over the world, and the country is also the ideal destination for talents who want to live or work in another country for more job opportunities, attractive payment, and better innovation environment. China and India begin to attract talents. Talents emigrate from more and more original countries. It becomes more convenient for talents to immigrate to other countries. The effectiveness of obstructs to migration has become weakening. For immigrating to a certain country, the obstacles have a relationship with the country’s innovation.
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Parmenas, Naik Henkoh, Primadi Candra Susanto, and Erni Pratiwi Perwitasari. "MODEL EVALUASI PENERAPAN TALENT MANAGEMENT PADA PERUSAHAAN ARMADA TRUCKING." Jurnal Transportasi, Logistik, dan Aviasi 1, no. 1 (July 31, 2021): 74–81. http://dx.doi.org/10.52909/jtla.v1i1.40.
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Penelitian ini bertujuan untuk melihat penerapan dan evalusai talent management di sebuah perusahaan jasa penyedia trucking. Paradigma baru manajemen Sumber Daya Manusia (SDM) memandang bahwa SDM adalah aset organisasi, sehingga harus dikelola secara strategis dan proaktif. Hal tersebut dimaknai sebagai keterkaitan antara pelaksanaan manajemen SDM dengan strategi organisasi untuk meningkatkan kinerja. Talent Management menjadi salah satu cara mengelola SDM secara strategis demi memaksimalkan pengembangkan potensi. Saat ini perusahaan jasa armada trucking sedang mengembangkan konsep talent management untuk menunjang visi perusahaan melalui program pengembangan talenta yang komprehensif dan berkesinambungan. Konsep/teori dasar dari talent management dan konsep degrees of maturity akan digunakan untuk menjawab perumusan masalah. Dalam penelitian ini menemukan pemahaman Divisi SDM tentang kebijakan talent management pada perusahaan jasa armada trucking masih berada pada tingkat understanding. Oleh karena itu, perusahaan perlu melakukan beberapa hal seperti evaluasi pada sistem seleksi talenta, membuat program pendidikan dan pelatihan talenta yang menarik bagi karyawan, mengubah periode penilaian kinerja lebih berkala, dan mengedukasi tentang talent management.
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Yu, Qiufen, Baishan Liu, Jiali Zang, and Shujing Wang. "THE REFORM OF SUPPLY OF PUBLIC HEALTH SERVICES LEADING THE TRAINING OF SPORTS PROFESSIONALS IN LOCAL COLLEGES AND UNIVERSITIES IN THE BACKGROUND OF HEALTHY CHINA." Revista Brasileira de Medicina do Esporte 27, spe (March 2021): 101–4. http://dx.doi.org/10.1590/1517-8692202127012020_0095.
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ABSTRACT With the continuous expansion of public health services, the output of sports talents under the existing training mode of sports talents in Colleges and Universities has been unable to meet the market demand of social sports, so it is inevitable to optimize the existing talent training mode. Based on the original “dual system” teaching mode of college sports talents, this study incorporated the LDTA model to optimize and adjust it, so as to establish a new college sports talent training system. In order to prove the feasibility of the new sports talent training system, after analyzing the market economy of the local social sports industry and the basic situation of students, this paper studies the application of the new sports talent training system to the practical teaching of physical education students in 2017 in university X from 2019 to the first half of 2020, and compares the final scores of the students under the original teaching mode and the new sports talent training system. At present, the students' final scores under the new PE talent training system are generally higher than those under the original teaching mode. It is also found that for some practical skills courses, the students' performance under the new PE talent training system is obviously better than that under the original teaching mode. All these results show that the new sports talent training system established by the research is feasible, and has high practical value for promoting the reform of the supply of sports talents in Colleges and Universities and improving the professional skills and knowledge level of sports talents.
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S. Harvey, William. "Winning the global talent war." Journal of Chinese Human Resource Management 5, no. 1 (May 6, 2014): 62–74. http://dx.doi.org/10.1108/jchrm-01-2014-0003.
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Purpose – The purpose of this article was to discuss the phenomenon of international talent mobility and competition in relation to China's engagement in the “talent war” for attracting, retaining and managing global talents, from a policy perspective. Design/methodology/approach – The author adopts an approach combining literature review and international comparative analysis. Findings – Factors explaining global talent mobility have been predominantly economic. This paper argues that China should also focus on other critical non-economic aspects for attracting and retaining talents in the long-term. The Chinese Government may learn from the experience of other competing countries in developing a national strategy for attracting and retaining global talents. While China has an advantage in attracting overseas Chinese who are attached to its cultural roots and are other competing countries' residents or citizens, its existing talent policy may not be able to create effective local and institutional environment in attracting and retaining needed talents. Practical implications – An attractive policy is key to winning the global talent war and determining the future development path of a nation. The talent policy at a national level should address not only economic factors but also personal, professional and institutional factors. Originality/value – Winning the global talent war is a policy competition among countries. The Chinese Government may succeed in the war for talent by adopting a multi-pronged, multi-level and long-term talent strategy. This paper calls for China to reconsider its recent reform on permanent residence (green card) policy reform from a global talent competition perspective.
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Hammer, Matthijs H. M. "Towards a Methodology to Identify a Talent by Using Psychological Cognitive Prototyping." Practice and Theory in Systems of Education 10, no. 4 (December 1, 2015): 397–409. http://dx.doi.org/10.1515/ptse-2015-0038.
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AbstractSince education became an important aspect of society, teachers have a prelove for highly talented students. Especially young talented people relish profound attention of universities, firms, music ensembles, sports societies and artist groups. In higher education, students are encouraged to develop their unique strong point, named as talents. Around the globe, universities, institutes of higher and professional education provide students with programs for talent development and exploitation. Practitioners and educators complain on a regular basis that students rarely aware of what their talents are. It is experienced as difficult to identify them. This paper explores the possibility for mechanisms to identify, or recognize, a talent. Scholars and consultants developed many instrument on the development and exploitation of talents. But how can talents be identified? In this paper the fuzzy front end of talent recognition will be fostered. It is advocated that the psychological cognitive prototyping principles can be applied to identify the prototype of a talent.
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Liu, Huai Yu. "Cultivation of Innovative Talents in Engineering Colleges." Applied Mechanics and Materials 448-453 (October 2013): 4599–602. http://dx.doi.org/10.4028/www.scientific.net/amm.448-453.4599.
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Innovation is the soul of a nation's progress.Cultivating innovative talents is the important mission of many colleges,especially engineering colleges. Each engineering colleges and universities should fully understand the innovative talent concept and significance of cultivating innovative talents.What is more,They should find the problems that exist in the innovative talent training.Finally,they should optimize the measures of cultivating innovative talents to Cultivate a large number of innovative talents for building an innovative country.
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Yang, Zhi Ping, and Wei Long Wu. "Construction of Practice Environment to Cultivate High-Quality Technical Talent." Advanced Materials Research 634-638 (January 2013): 3893–97. http://dx.doi.org/10.4028/www.scientific.net/amr.634-638.3893.
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To meet the mechanical and electrical engineering field requirements for the excellent high-quality technical talent, the research constructs the practice environment to cultivate high-quality technical talent, fulfills system operation of the practical environment to train the high-quality technical talent, creates operating platform to train the high-end talents with excellent skills, proposes the idea of the coordinated development to train the high-end excellent skill talents based on practical environment, provide the ways of connected between the excellent skill talents with the social, and develop the approaches to service full range of industry. The research results are suited to reference for similar vocational training system.
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Wang, Yinqiu, Hui Luo, and Yunyan` Shi. "Complex network analysis for international talent mobility based on bibliometrics." International Journal of Innovation Science 11, no. 3 (October 11, 2019): 419–35. http://dx.doi.org/10.1108/ijis-04-2019-0044.
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Purpose This paper aims to explore international talent mobility and identify its negative/positive factors. Design/methodology/approach Bibliometric data from Scopus are explicated to model the mobility network and providing a more comprehensive posture. In addition, by using indicators of complex network, significant features of international talent mobility are described quantitatively. After that, by introducing a kind of improved gravity model with multiple linear regression, the authors identify factors to explain international talent mobility flows. Findings With the analysis of international talent mobility in complex network, the overall network is not balanced. A small part of developed countries and developing countries with good emergency attract and drain a lot of talents and talents usually moving between these countries, the amount of talents leaving or entering into other countries is very limited. Furthermore, according to multiple linear regression, it is found that the share of migrants in population is the major negative factor for international talent mobility, and the factors of destination countries is more significant than original countries. Originality/value The result of this paper may support further research studies and political suggestions for cultivating, attracting and retaining scientific and technological talents in the world.
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Budianto, Firman. "Japan’s Strategy in Internationalization of Small and Medium Sized Firms: A Case Study of Japan Internship Program." Jurnal Global & Strategis 14, no. 1 (June 8, 2020): 161. http://dx.doi.org/10.20473/jgs.14.1.2020.161-174.
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The changing labor market following the economic and socio-cultural changes in Japan, on the one hand, drives the country to increase the entry of foreign workforces, including highly skilled foreign professionals. On the other hand, number of studies on global talents in Japanese workplace demonstrates a call for structural reforms in the Japanese firms as highly skilled global talents, from their own perspective, are struggling to integrate into Japanese firms due to multiple factors. By using qualitative data from document and content analysis, this present study contributes to the growing discourse on global talents mobility in the changing Japanese corporations by discussing, from Japan side, their strategies in dealing with the emerging needs of foreign workforces. Based on a case study of METI Japan Internship Program, this study finds that Japanese government in collaboration with Japanese firms start to promote an internship program for international young talents and make use of their cultural capital to not only support host companies’ business expansion, but also to expand crosscultural exposure in the workplace and challenge the existing HRM practice of the companies. Being facilitated by the Japanese government, the program is beneficial for Japanese firms and may serve as a stepping stone for the students to work in Japanese firms in the future. This present study, therefore, suggests that global internship paves a way in channeling global talents to Japan and plays an increasingly crucial role in promoting emerging forms of internationalization within Japanese corporations.Keywords: Global talent, Internationalization of Japanese firms, Japan Internship Program, Skilled migrationPasar tenaga kerja yang berubah mengikuti perubahan ekonomi dan sosial-budaya di Jepang, di satu sisi, mendorong Jepang untuk memfasilitasi masuknya tenaga kerja asing, terutama, profesional asing terampil. Di sisi lain, sejumlah studi tentang talenta global di Jepang menunjukkan adanya urgensi reformasi struktural di perusahaan-perusahaan Jepang karena pekerja asing terampil tersebut menghadapi berbagai tantangan untuk berintegrasi ke perusahaan-perusahaan Jepang. Dengan menggunakan data kualitatif dari analisis dokumen, penelitian ini berkontribusi terhadap diskursus mobilitas talenta global dalam perusahaan Jepang dengan membahas, dari sudut pandang Jepang, strategi mereka dalam menghadapi peningkatan kebutuhan tenaga kerja asing terampil. Berdasarkan studi kasus Program Magang Jepang METI, studi ini menemukan bahwa pemerintah Jepang bekerja sama dengan perusahaan-perusahaan Jepang telah memulai program magang untuk talenta muda internasional dan memanfaatkan keterampilan mereka untuk tidak hanya mendukung ekspansi bisnis perusahaan Jepang, tetapi juga untuk mempromosikan komunikasi lintas budaya di tempat kerja dan mengritik praktik manajemen SDM perusahaan yang berjalan. Dengan dukungan Pemerintah Jepang, program ini bermanfaat bagi perusahaan Jepang dan dapat berfungsi sebagai batu loncatan bagi para peserta untuk bekerja di perusahaan Jepang di masa depan. Penelitian ini, oleh karena itu, menunjukkan bahwa program magang global membuka jalan bagi para latenta global untuk berkarier di Jepang dan semakin memainkan peran dalam mempromosikan internasionalisasi dalam perusahaan Jepang.Kata-kata kunci: Internasionalisasi Perusahaan Jepang, Japan Internship Program, Migrasi terampil, Talenta Global
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Cuculis, Luke, Chuankai Zhao, Zhanar Abil, Huimin Zhao, Diwakar Shukla, and Charles M. Schroeder. "Divalent cations promote TALE DNA-binding specificity." Nucleic Acids Research 48, no. 3 (December 21, 2019): 1406–22. http://dx.doi.org/10.1093/nar/gkz1174.
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Abstract Recent advances in gene editing have been enabled by programmable nucleases such as transcription activator-like effector nucleases (TALENs) and CRISPR–Cas9. However, several open questions remain regarding the molecular machinery in these systems, including fundamental search and binding behavior as well as role of off-target binding and specificity. In order to achieve efficient and specific cleavage at target sites, a high degree of target site discrimination must be demonstrated for gene editing applications. In this work, we studied the binding affinity and specificity for a series of TALE proteins under a variety of solution conditions using in vitro fluorescence methods and molecular dynamics (MD) simulations. Remarkably, we identified that TALEs demonstrate high sequence specificity only upon addition of small amounts of certain divalent cations (Mg2+, Ca2+). However, under purely monovalent salt conditions (K+, Na+), TALEs bind to specific and non-specific DNA with nearly equal affinity. Divalent cations preferentially bind to DNA over monovalent cations, which attenuates non-specific interactions between TALEs and DNA and further stabilizes specific interactions. Overall, these results uncover new mechanistic insights into the binding action of TALEs and further provide potential avenues for engineering and application of TALE- or TALEN-based systems for genome editing and regulation.
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Anghel, Ionica Ona. "4. Valorizations of Theoretical Models of Giftedness and Talent in Defining of Artistic Talent." Review of Artistic Education 12, no. 2 (March 1, 2016): 231–39. http://dx.doi.org/10.1515/rae-2016-0028.
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Abstract Artistic talent has been defined in various contexts and registers a variety of meanings, more or less operational. From the perspective of pedagogical intervention, it is imperative understanding artistic talent trough the theoretical models of giftedness and talent. So, the aim of the study is to realize a review of the most popular of the theoretical models of giftedness and talent, with identification of the place of artistic talent and the new meanings that artistic talent has in each one. Research methodology requires a meticulous documentation and access to primary bibliographic sources. The investigation allowed us to notice that most of the models and theories of giftedness explain the phenomenon through its multidimensionality, and in this context the concept of talent is considered or component of giftedness (Feldhusen), or the concepts of giftedness and talent are discussed as synonymous (Tanenbaum, Renzulli, Heller), or the concepts of giftedness and talent are considered as distinct (Gagne). There are authors who approach the concept of giftedness without any mentioning of talent (Gardner, Sternberg). From the contribution of theoretical models of giftedness and talent to understanding of artistic talent we mention: Feldhusen describes the creative-artistic talent in the classification of the talents by their relationship with curriculum areas; Tanenbaum also carries a classification of talent by their contribution to society and considers the artists, the musicians, the actors and the writers as talents that beautifies the world, calling them “surplus talents”; Gagne, who discuss the phenomenon from the perspective of human skills development and who places the giftedness at the potentiality pole and the talent at the performance pole, includes the artistic talent on the list of various types of talents and explain the factors involved in its development; Heller, Ziggler provides explanations of talent development in the light of a new research in the field of expertise, and we can particularly apply to the artistic talent. The results of the present research are the starting point of a personal trail of understanding of artistic talent, indispensable for theoretical and/or applicative approaches of any researcher interested in the psycho-pedagogy of excellence.
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Zhang, Kaifu. "Top Trends for Talent Management." Scientific and Social Research 3, no. 2 (July 13, 2021): 163–69. http://dx.doi.org/10.36922/ssr.v3i2.1124.
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Since McKinsey’s 1998 report on “better talent is worth fighting for” which formally introduced the term “the war for talent,” talent management (TM) has been attracting strong attention from industries and academia throughout the world. Talents are seen as the critical determinant of organizational success and a necessity for sustainable corporate development. To be successful, companies need to identify and manage talents effectively. However, the dilemma faced by companies are the uncertainty of the external environment which makes it difficult for them to predict the supply and demand of talents in the external labor market as well as the difficulty to attract the needed talents and retaining the skills that they have spent abundant resources to cultivate. This article aims to summarize the top trends of talent management (TM) in the contemporary society and offers a comprehensive explanation as well as corresponding suggestions in response to these trends so as to provide the best way to build a multi-dimensional and comprehensive team to meet the new requirements in the infobahn era, thus enhancing the operation and management capabilities for optimizing human capital.
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Mustafa Kamil, Bidayatul Akmal, and Fatin Izzati Iqbal. "Develop and Engage Talents: A Preliminary Study at Islamic Banks in Northern Region of Malaysia." Journal of Accounting and Finance in Emerging Economies 3, no. 2 (June 30, 2017): 113–22. http://dx.doi.org/10.26710/jafee.v3i2.91.
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Purpose: Attract, select, develop and engage the right talents at the right time, place and position become essential for upgrading the management system in the banking sector. This study identifies the development of talents through talent management and succession planning, which may engage those employees with the banks.
Design/Methodology/Approach: In this preliminary study, 180 copies of questionnaires were distributed to the bankers who are currently working with some Islamic Banks in the Northern region of Malaysia; Kedah, Perlis and Pulau Pinang. The simple random sampling techniques applied. The analysis of this study are all descriptive.
Findings: This study explores the descriptive analysis on talent management, succession planning and talent engagement, that might be particularly focus on the mean of each variables. The analyses show that, the respondents believed that talent management and succession planning, as well as talent engagement should well-known exist and outstandingly being implemented in Islamic banking industry.
Implications/Originality/Value: Islamic banks demand for talents of bankers that are not only well profound with Sharia knowledge but also capable to ascertain the differences between Islamic banking and finance regulation at par with conventional practices. The analyses of the data are expected to give practical contribution to the Islamic banks to have a better talent management mechanism and succession planning program for engaging their talents in the future.
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Latukha, Marina, Mariia Shagalkina, Ekaterina Kalinina, and Daria Khasieva. "Does gender matter? Gender talent migration and its implication for talent management." Journal of Global Mobility: The Home of Expatriate Management Research 9, no. 2 (May 4, 2021): 191–216. http://dx.doi.org/10.1108/jgm-12-2020-0079.
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PurposeThe growing trends in talent migration, which in the extreme lead to brain drain, in step with an increasing female participation in labor markets and migration flows, set challenges for both business and governments managing these processes. In this vein, it is proposed that macro talent management (MTM) is effective in managing the above-mentioned macro-level issues. The purpose of this paper is to identify and compare the determinants of talent migration with respect to gender and to analyze the role that talent management (TM) practices may play in the migration of diverse talent groups (male and female) within the Russian context.Design/methodology/approachAnticipating the possible differences in talent migration determinants between men and women and using data from 557 Russian graduates, considered to be high-potential talents, the authors found that these determinants converge.FindingsMale and female talent migration intentions in Russia are influenced by the same industry and individual push factors as well as family reasons, confirming that women are acting as independent economic migrants rather than tied movers. Moreover, the authors identified that talents in our sample evaluate highly the possibility of TM practices to change their migration intentions, and that female talents are more sensitive and responsive in this regard. Therefore, the TM system in the emerging economies' context, in particular Russia, is important for increasing the share of women in the workforce, in particular in leadership positions.Originality/valueThe study's results are important as they provide evidence on the gendered dimension of talent migration in particular in terms of the gendered assessment of talent migration determinants. Moreover, the study shows the positive role of TM in managing talent flows at the country level, in particular the ability of TM practices to attract talents to local organizations and, hence, retain them in a country.
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Zhang, Liuyi, Anna Shi, and Longzhang Fang. "Magnets of creative talents in Yangtze River Delta Bay area." Chinese Management Studies 15, no. 3 (February 22, 2021): 725–37. http://dx.doi.org/10.1108/cms-04-2020-0138.
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Purpose This study aims to examine the spatial distribution and movement patterns of creative talent within the Yangtze River Delta Bay Area (YRDBA) and the factors that contribute to such trends. Design/methodology/approach The study examines data for the period 2006 to 2018 from the regions that constitute the YRDBA: Shanghai, Jiangsu, Zhejiang and Anhui. Spatial distribution pattern analysis is adopted to interpret the flow tendency both spatially and chronologically and a Lasso regression model is used to investigate variables that influence this tendency. Findings It is found that creative talents in YRDBA are accumulating steadily in provincial capitals and financially advanced cities. Technology infrastructure, women’s rights, medical care amenities and housing affordability are major determinants of such spatial distribution. The talent spillover effect raises attention in talent saturated areas, while the surrounding regions should prepare to receive and retain the overflow. Originality/value Creative talents geography in China and the dynamism of creative talent in YRDBA are rarely discussed. Determinants of creative talents lack systematic pectination, literature that filters multiple determinants of creative talents migration is limited and discussion specific to the Chinese context is scarce. This case can, thus, provide insights into creative talents in developing countries and add to the current literature, bridge the gap of the current understanding of creative talents in YRDBA – the innovation and development center in China and provide a reference for policymakers when making macro decisions.
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Bonneton, Domitille, Stephanie Katja Schworm, Marion Festing, and Maral Muratbekova-Touron. "Global Talent Management Program: Does It Help To Retain Talents?" Academy of Management Proceedings 2017, no. 1 (August 2017): 13544. http://dx.doi.org/10.5465/ambpp.2017.13544abstract.
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Peng, Xu Fu. "Promote Training of Computer Skills with The Talent Demand." Advanced Materials Research 271-273 (July 2011): 1478–81. http://dx.doi.org/10.4028/www.scientific.net/amr.271-273.1478.
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With IT technology changing and update social requirement for the talents, how to cultivate qualified talents becomes the modern concern to educators. Therefore, the college computer skills classes system structure is emphatically analyzed, the talent demand directions for society on the computer skills are analyzed, the various social computer skills certification exams are introduced; six characters such as application, practicality ,vocation, advancement, creativity, competition are studied, and the cultivation strategies of the talent are presented, what’s more, the cultivation methods of the talent on college computer skills are discussed.
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Nasril, Fahreza, Dian Indiyati, and Gadang Ramantoko. "Talent Performance Analysis Using People Analytics Approach." Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences 4, no. 1 (January 15, 2021): 216–30. http://dx.doi.org/10.33258/birci.v4i1.1585.
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The purpose of this study was to answer the research question "How is the prediction of Talent Performance in the following year with the application of People Analytics?" and knowing the description of employees who are potential talents, the resulting performance contributions, to the description of the development and retention efforts needed by Talent in order to be able to maintain their future performance and position as Talents compared to the previous People Analytics method using predictive analysis, namely prediction of Talent Performance in the year next. In this study, data analysis using the Multivariate Logistic Regression method is used to get the Prediction of the Performance of Talents who become the object of research in the form of individual performance quickly and precisely in accordance with the patterns drawn by individual Performance score data in previous years. And can provide insight regarding the projected strategies that need to be done to maintain the improvement of individual talent performance in the years of the assessment period. It also helps management in making decisions about the right Talent development program and determining which Talents are priorities. The population in this study were the talents of employees of PT. Angkasa Pura II (Persero) with a managerial level consisting of: Senior Leader, Middle Leader, and First Line Leader who has a Person Grade (PG) range of 13 to 21. The sample used is Middle Leader level talent with specified criteria and through a process data cleansing. The results of this study indicate that the variable that significantly affects the performance of the following year is the performance of the previous 2 years. Then prediction analysis can be done using these independent variables with the Multinomial Logistic Regression method, and to get prediction results with better accuracy can be done by the Random Forest method.