Dissertations / Theses: 'Talent factors'

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Gabrielson, Aimee R. "Factors associated with student retention within MAEOPP educational talent search." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006gabrielsona.pdf.

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Chan, Oi-lan, and 陳凱蘭. "Factors influencing talent development of elite athletes in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50177606.

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The purpose of this research was to investigate how intrapersonal and environmental factors shape the beliefs and experiences of talented athletes in Hong Kong, using a case study approach. The four participants involved in the study were elite athletes recognised for their outstanding sporting achievements. A literature review of previous studies suggested that genetic and environmental factors influence talent development in the sporting domain, with four key themes worthy of further investigation: self-perceptions of natural abilities in sport (talent), self-motivation, coach, and family and school. To achieve a deeper understanding of these variables, a qualitative approach involving semi-structured interviews was used to examine the nature and complexity of the process of talent development. The results indicated that the participants did not tend to perceive themselves as significantly talented or “very special”. However, there was evidence that the four factors identified above critically influenced the development of their talent, both positively and negatively. Based on the participants’ stories, a conceptual framework was constructed to represent the interplay among the major influences on talent development. The findings have implications for improving or modifying the strategies commonly used to maximise talent development in elite athletes in Hong Kong. However, the limitations of this small-scale research study are acknowledged. published_or_final_version Education Master Master of Education

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Mudege, Solomon Mufudzi. "Factors associated with successful talent development in South African soccer players." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1015713.

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In recent times, the performances of the South African senior national team (“Bafana Bafana”) have not matched the impressive off-field advancements in South African professional soccer. At the historic 2010 FIFA World CupTM held in South Africa, Bafana Bafana became the first host nation to be eliminated in the first round of the competition. Such disappointments have compelled stakeholders in South African soccer to call for a re-assessment of all structures and programmes which have an impact on the playing abilities of South African players. Of prime importance is the need to obtain a better understanding of talent development in South African soccer. The aim of this research study was to determine the relevance of selected factors associated with successful talent development in South African male professional soccer players competing in the 2008-2009 ABSA PSL season. In order to accomplish the research aims, the literature relating to talent development concepts and models was examined. The literature review identified seven factors which are relevant to talent development in soccer. The empirical study was exploratory, and it utilized a descriptive, non-experimental approach. Data were collected via a 53-item questionnaire, which was designed to evaluate the identified seven factors. The questionnaire was administered to a sample of 56 South African professional soccer players who played for clubs participating in the 2008-2009 season of the ABSA Premier Soccer League. The results obtained from the sample were analysed in terms of their descriptive statistics and confirmatory factor analysis was performed. The following six factors were statistically confirmed as being associated with the successful talent development of the sample: Training Environment, Motivation and Ambitions, Personal Development, Family Support, Cultural Factors and Coaching. These six factors accounted for 58 percent of the overall variance. The questionnaire had a reliability of 0.84, as measured by the Cronbach alpha coefficient. The study concludes that talent development in South African soccer is a multifactorial and complex process. Although the sample size was not suitable for discriminant analysis, theories such as the relative age effect and the „10-year rule‟ may be applicable to South African soccer. This study also adds to the limited body of knowledge on South African soccer, by identifying and scientifically analysing those factors which are associated with successful talent development. As success on the international stage becomes a priority in South African soccer, the identified factors serve as a sound scientific basis in the formulation of improved structures and strategies for perfecting the abilities of young soccer players, and increasing the competitiveness of Bafana Bafana.

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Samuelsson, Patric, and Maxim Martea. "Contextual factors shaping the perception of talent and the motives for adoption of inclusive talent management strategy : A multilevel mixed method single case study." Thesis, Högskolan Dalarna, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:du-35080.

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Purpose – of this study was to explore the institutional contextual factors that influence the organizational operations and their choice of talent management strategy with specific focus on inclusive talent management. The study is based on a case study of the Region Dalarna. The choice of case study was motivated by the ignorance of the contextual consideration of public sector organizations, within the talent management discourse. The researchers of this paper believe that the main findings contribute to the research field. Delimitations – of this study has been set to a single case study of Region Dalarna, a public sector organization where the healthcare operation within the organization and the employees within the HR department have been chosen as representative factors for the organizational perspective, along with the policy documents. Design/methodology/approach – of this paper is a mixed-method approach, specifically when it comes to data collection and analysis. The secondary data, including organizational documents were analyzed with the WPR method and served as a foundation for collection of the primary data. In turn, the primary data was collected with the help of the dialogical interviews and analyzed through thematic analysis technique. Also, the theoretical framework in this research was based on already existing literature in the field. Findings – the organization’s operations and its choice of talent management strategy are influenced by multiple external and internal parties on macro, meso and micro levels. Some of them are politicians, board members, third parties and employees themselves. In addition, the researchers identified a shared perception of talent within the organization and factors that influence it. Also, the authors were able to track already implemented inclusive TM strategies within the organization’s operations as well as identify the challenges that prevent the further adoption of this approach. Practical implications – this paper can serve as a framework for other organizations in order to identify the influencing factors that impact their performance. The insights of this paper address the further development of Dalarna Region, which makes it valuable for the local community. Originality/value – the use of mixed methods in the data collection and analysis enabled researchers to confirm their findings as well as to identify the potential conflicts in the organizational context.

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Dove, Mary Ann. "Socio-ecological factors in talent development in cricketers in a diverse society." Doctoral thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29800.

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Introduction: In recent years, there has been a move to understand the environment and context in which athletes develop. South Africa’s unique context provides an opportunity to understand how environmental factors could influence talent development in cricket. Since democracy, there has been limited representation of Black African cricketers at the elite levels in South Africa. Therefore, the aim of this thesis was to determine the role that socio-ecological factors may play in the development of cricket talent in a diverse society. Methods: Qualitative research methods were used to explore the experiences and perceptions of South Africa’s male cricketers as they progressed through the talent pathway from exposure to the game to the elite level. The perceived effectiveness of the introduction of an ethnic target policy was also explored. Seventy-one semi-structured interviews were conducted with a purposive sample of players from all ethnic groups (n=43), and with knowledgeable and experienced key informants (n=16). A thematic analysis of the data resulted in the identification of themes which are presented using a multi-level socio-ecological framework. Results: All players progressed to the elite level; however, their access points to and routes through the pathway varied. This progress was influenced by the inter-relationship of distal and proximal socio-ecological factors that they experienced during their cricketing careers. These influences can be summarised into five talent development components that acted either as barriers or enablers to progress: (1) access to opportunities and competition, (2) holistic player development, (3) effective support networks, (4) inclusive team environments, and (5) adaptive mind-sets. In addition, various intrapersonal characteristics were identified that further affect a player’s ability to achieve elite cricketing success. Finally, it was determined that an ethnic target policy alone is not an effective intervention for developing cricket talent in a diverse society undergoing transition. Conclusion: A socio-ecological framework to talent development lends additional support to the idiosyncratic, multifactorial, dynamic and complex way in which cricket expertise is achieved, particularly in diverse societies. It provides stakeholders involved in the talent development process with evidence to inform policy and practice, as well as design effective interventions.

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Gledhill, Adam. "Psychosocial factors associated with talent development in UK female youth football players." Thesis, Loughborough University, 2016. https://dspace.lboro.ac.uk/2134/22296.

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Psychosocial factors are the interrelated psychological, social and/or behavioural considerations that can influence talent development in football (Holt & Dunn, 2004). Despite this, the significant growth of female football worldwide, and the psychosocial challenges faced by female athletes during adolescence, scant scholarly attention has been afforded to the role of psychosocial factors in the development of talented female football players. Therefore the main aim of this thesis was to understand psychosocial factors associated with talent development in UK female football players. Study one systematically reviewed the literature on psychosocial factors associated with talent development in soccer. Following an extensive literature searching, selecting and appraisal process, three overarching themes of psychological, social and behavioural factors associated with talent development in soccer - underpinned by a total of 33 subthemes were created. The appraised literature has a moderate-to-high risk of reporting bias; had a significant bias towards adolescent, Caucasian, male, able-bodied, and European soccer players; and extant literature has demonstrated bias towards quantitative approaches and retrospective data collection methods. Consequently, study two began to address these reported biases by longitudinally and prospectively investigating the developmental experiences of English elite female youth soccer players. Through interviews, fieldwork and the use of composite sequence analysis, study two forwarded the importance of psychosocial considerations including the interaction between players and key social agents (soccer fathers, soccer brothers, soccer peers and non- soccer peers), elements of self-regulation and volitional behaviours, and the subsequent developmental benefits for their soccer careers. However, this study did not address the experiences of those who were unsuccessful in their attempts to achieve an elite female soccer career, nor did it collect primary data from other key social agents. Building on the critique of study two, study three sought to adopt an underutilised approach of negative case analysis by examining the experiences of players who had been unsuccessful in their attempts to forge a career in female soccer. Based on interviews former female players, their best friends, coaches and teachers, a grounded theory of talent and career development in UK female youth soccer players was produced. The theory posited that interactions with multiple social agents can affect the quality of talent development and learning environment that a player experiences, which can lead to adaptive player level benefits and changes (e.g., basic psychological need satisfaction; development of pertinent intra-individual constructs; optimal match preparation and training behaviours) and create a greater chance of career success. Study three also forwarded important culturally significant considerations for practitioners working with UK female soccer players, such as an understanding of dual career demands and the impact of role strain on female players. However, study three did not test any of the theoretical predictions offered by the grounded theory. Owing to the need to test predictions of grounded theories to assess their predictive validity, study four sought to test key predictions using a representative sample of English talented and elite adolescent female soccer players (N=137). As a result of the limited structural stability of the Basic Needs Satisfaction in Sport Scale and the Talent Development Environment Questionnaire (as demonstrated by significant cross loading of items, high bivariate correlations between subscales, and one example of an inadequate Cronbach s alpha), data was parcelled and the revised path hypothesis: perceptions of talent development environment > basic psychological needs satisfaction > career aspirations and beliefs > career intentions was produced. Path analysis supported the hypothesis. Supporting findings of studies two and three, regression analysis demonstrated that playing level positively predicted career beliefs, aspirations and intentions; whereas age negatively predicted these variables. Finally, TDEQ results indicated a perception that UK female soccer players that they can be written off before having the opportunity to fulfil their potential. Overall, this thesis has provided original and unique contributions to the sport psychology literature by enlightening the body of research to the developmental experiences of English female youth soccer players. It provides a developmental understanding scarcely evident in existing talent development literature. The interactional roles of multiple social agents have been elucidated and linked to psychosocial development, behavioural outcomes and talent and career progression within talented female players. The thesis has extended previous approaches to talent development in soccer by testing the predictions of the grounded theory. Initial evidence suggests that the proffered grounded theory is robust; however further research utilising structurally sound and ecologically valid measures would serve to further validate these claims.

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Reese, Teresa. "Retaining Talent: Retention Factors of P-12 Teachers in a Southern Metropolitan City." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2019. http://digitalcommons.auctr.edu/cauetds/173.

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This mixed-method study examined factors that influence the retention of P-12 teachers in a southern metropolitan city. Although people are transitioning into P-12 education from nontradition pathways; teacher retention remains a critical concern. The retention of highly qualified teachers, academic achievement, employee morale and the expense of teacher recruitment are a few reasons to identify factors that support the retention of P-12 teachers. The following variables were examined in the research as possible retention factors associated with teacher retention: administrative support, classroom management, financial compensation, mentorship opportunities, principal’s leadership style, professional development opportunities and school culture. Five schools were selected to participate in this study’s data collection process. These schools were selected because they achieved at least an 80% teacher retention rate for the last three school years (2016 - 2017, 2017 – 2018, and 2018 - 2019. Survey data were received from 62 teachers. Fifty-six teachers completed the survey and six teachers declined completion of the survey. A Focus group was conducted with five fine arts teachers. The survey participants revealed three independent variables (administrative support, principal’s leadership style and school culture) most influential to teacher retention. The majority of the focus group participants reiterated that classroom management was the most influential independent variable. However, the participants spoke in great detail and duration about the significance of administrative support/principal’s leadership style. Perhaps, a different finding would have been obtained if the researcher had gather information from former employees who had departed the school district as opposed to current employees.

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Rose, Valija Cynthia. "Predicting success: Academic potential and talent development factors among Black and White students." W&M ScholarWorks, 2009. https://scholarworks.wm.edu/etd/1550154157.

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Burda, Pavel. "Investice do sportovního talentu." Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-264096.

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The aim of this thesis is to evaluate investments in the sports talent of the young tennis players and assess the risks of the investment. The theoretical part focuses on the key concepts related to the work and the methods which are applied in the thesis. The practical part contains an evaluation of the effectiveness of investments and significance of risk factors that affect investment. This thesis uses traditional dynamic methods for evaluating investments and Monte Carlo simulation method to evaluate the significance of risk factors for investment. Part of the collection of information for the purpose of this thesis is structured conversation and expert estimation. Result of the investigation of this thesis demonstrates the suitability of an investment decision to support sporting excellence. Based on the evaluation results of the investigation of the thesis are recommended measures to eliminate risk and diversify their consequences.

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Abunar, Malak M. "Factors influencing decision making in internal management : evidence from private sector organisations in Saudi Arabia." Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/13458.

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Talent management has grown considerably in the last decade as organisations have made it a top priority issue around the world. A shortage of talent has emerged as one of the critical challenges that face organisations worldwide as they seek successful operations on a global scale. This has resulted in anxiety among organisations and thus created pressure on human resource management to maintain the competencies needed to achieve organisational goals. Thus, this challenge is motivating organisations to accurately identify and manage talents effectively to include them in the organisational talent pool. In order to address what influences the likelihood of an individual being labelled as ‘talent’, this research seeks to investigate the decision-making processes involved in the identification of talent. This study makes an important contribution to the conceptual and empirical understanding of the nature of decision-making within talent management, which has suffered from a dearth of research. Thus, the aim of this study is to determine and examine the contextual and cultural factors that influence and shape the perceptions and the experience of managerial decision-making and its effect on the fairness of talent decisions. To date, there are a number of factors that have largely been examined separately in the literature. This study is the first to attempt to investigate these factors collectively to develop a comprehensive model to address the nature of talent decision-making. Furthermore, this study is one of a handful of studies that responds to the well-established call to emphasise the importance of decision-making in talent management literature. A quantitative approach was deemed best suited to test the proposed model. A cross-sectional survey was conducted for primary data from diverse managerial levels. Data were collected from private organisations in the oil and banking sectors in Saudi Arabia. Because data collection is seriously challenging in Saudi Arabia, convenience and snowball sampling were believed to be the most appropriate in terms of satisfactory responses. Using an online and paper-based survey strategy, a total of 1960 questionnaires were distributed, 486 were returned, and 470 completed responses were used for final analysis. Exploratory and confirmatory factor analyses were employed to validate the reliability and dimensionality of the integrated scales of the talent identification process. The results of a structural equation analysis supported the hypotheses. The findings of the empirical research identified three categorical variables that influence decision-making in talent identification processes; i.e., cultural, organisational, and societal factors. Further, decision-making style has a significant relationship with the fairness of talent decisions. The key theoretical contribution of this research is the development of a robust, multi-dimensional model that explains the promising phenomenon of the talent identification process, and demonstrates the factors that have a definite impact on talent decision-making. Unlike previous studies, this study measures the multi-dimensional model of the talent decision-making process, at the aggregate level which is considered as a methodological contribution in the area of talent management research. Pragmatically, the proposed model offers decision-makers a new perspective for adjusting and dealing with talent identification processes in order to ensure equity in talent decisions. This study extends the notion of talent decision-making in the talent identification process and creates avenues for further research.

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Ntoyakhe, Nomandla Dorothy. "The factors affecting the retention of talent at an industrial development zone in the Eastern Cape." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/6170.

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The retention of knowledge workers has become an increasing challenge both locally and internationally. This study focusses on the factors contributing to the retention of knowledge workers at an Industrial Development Zone in the Eastern Cape. The aim of the study was to investigate the factors that would facilitate the retention of knowledge workers in the IDZ. This was explored through the employee value proposition framework which includes affiliation, career development, work content, compensation, company benefits, work-life balance and performance and recognition. The sample consisted of 30 employees from the IDZ from all business units. Three categories of employee levels were selected namely the executive managers, managers and specialists and professionals. Thematic analysis was used to analyse data which was gathered through semi-structured interviews. The literature reviewed explored the various retention strategies used by organisations. From the literature review it is realised that employee retention strategies vary from one organisation to another. In most cases they are very similar. Although this is the case, not all strategies will work for all organisations, each organisation requires preferred and unique strategies for its employees. The findings indicate that the majority of employees were satisfied with the employee value proposition dimensions in the organisation. The exceptional areas of satisfaction were retirement benefits, career development, performance recognition, relationships with colleagues, health benefits, relationships with direct manager or supervisor and relationships generally within the organisation. Areas of dissatisfaction were also raised on long service incentives, autonomy to do work, relationships with other business units and the performance review process. In order to retain employees at the IDZ, it is recommended that the organisation should focus on enhancing long service incentives. It is also recommended that employees should be given greater autonomy to do their work. Relationships with business units also need to be strengthened. Work-life balance of employees and performance review process also need to be revised.

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Schröder, Catharina, and Sara Azargoon. "The role of talent in firm location decision:A multiple-case study of clean-tech firms in Uppsala." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-298477.

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The shift from an industrial-based to a knowledge-based economy has impacted market conditions and created a demand for a talented and skilled workforce in knowledge-intensive industries. This paper investigates what the role of talent is, when firms decide for a location by carrying out two studies. Firstly, an extensive literature review was conducted where three factors of firm location decision were identified as: clustering, soft and hard factors, and personal networks. The role of talent continuously emerged in the literature in regards to the three firm location decision factors and appeared to be intertwined in these. Consequently, these factors and the role of talent were conceptualized in an analytical framework. Thereafter, the analytical framework was applied to the second study when conducting a multiple-case study of three clean-tech firms in Uppsala, Sweden. This was done in order to investigate the role of talent in the firms’ location decision. The findings of the multiple-case study revealed that the role of talent was important during the location decision of all three firms where talent was intertwined with the identified location factors. Thus, the multiple-case study confirms that the role of talent impacts firm location decision through being intertwined in the identified firm location decision factors.

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Kvist, Louise, and Jeanine Osbeck. "Key account management : A study of the success factors in the implementation process." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-40865.

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There is a numerous of literature on Key Account Management but there is a lack of empirical research supporting the literature, especially regarding the implementation process. This study investigates five companies according to how they manage their customer relationships with main focus on their key customers. The study is based on existing KAM literature and also involves additional factors; change management and global talent management. The purpose of the study is to investigate how KAM can be more successfully implemented in Swedish companies in IT and management industry. The study was conducted with a qualitative approach and the interviews were held with Top management at five Swedish IT and management companies in Växjö. The findings show new insights into KAM implementation; Change management and Global talent management were shown to have a direct effect on the success of an implementation, which the existing theory of KAM is not emphasizing. The result of the study is visualized in a model at the end of the study.

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Camaille, Rita S. "Analyzing Locational and Socio-economic Factors to Determine Efficacy of TRIO Programs in Metropolitan New Orleans." ScholarWorks@UNO, 2013. http://scholarworks.uno.edu/td/1615.

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This study is a predictive model to ascertain whether various factors such as income, educational attainment, and ethnic background could predict the on students participating in TRIO programs at the University of New Orleans. President Lyndon B. Johnson’s administration identified low-income and first-generation students as the most under-served population needing attention as well as those most “at-risk.” Educational Talent Search programs were founded in 1965 as outreach programs to provide services and activities to the “at-risk” population to promote high school retention and graduation rates. The University of New Orleans has three Educational Talent Search programs serving Jefferson, Orleans, and St. Tammany Parishes. The demographic data from 1770 participants were collected and a study conducted to determine whether there would be a correlation among the following factors: (1.) ethnic background, (2.) income, (3.) educational attainment, and (4.) geography.

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Tandberg, Vall Max. "Basketelevers uppfattning av talangutveckling på ett specifikt idrottsgymnasium – En kvalitativ intervjustudie." Thesis, Mittuniversitetet, Institutionen för hälsovetenskap, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-42559.

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Carlsson, Martin, Anna Riberth, and Emil Thörne. "Employer Branding : Ekonomstudenters attityder till framtida arbetsgivare, en studie om arbetsgivarvarumärkets betydelse och talangidentifiering." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-13187.

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Bakgrund: "There is a war for talent, and it will intensify" skrev McKinsey Quarterly redan 1998 och syftar på den ökade konkurrensen som råder på arbetsgivarmarknaden om talangfull och kompetent personal som kan driva företaget framåt. Vikten av humankapital blir särskilt märkbart i dagens framträdande kunskapsintensiva företag, däribland revisions- och konsultföretagen, samtidigt som demografiska skiftningar gör att trenden går mot ett talangunderskott. Generation Y anses samtidigt vara karriärlystna och aktiva CV-jägare. Därför råder en kamp bland arbetsgivarna i att finna och vinna talangerna bland dessa. Detta kan göras genom utvecklandet av ett starkt arbetsgivarvarumärke och genom att lära känna sin målgrupp och skaffa kännedom om deras motivationsfaktorer och preferenser. Syfte: "Att ur en grupp ekonomstudenter identifiera talangegenskaper och förklara vilka avgörande faktorer som gör en arbetsgivare attraktiv ur de ansedda 'talangernas' perspektiv." Problemformulering: Vilka är nyckelfaktorerna när de ansedda "talangerna" väljer sin framtida arbetsgivare? Metod: Studien har antagit en huvudsakligen kvantitativ forskningsdesign och har en deduktiv inriktning. Vidare tar studien ett objektivistiskt ontologiskt ställningstagande och en positivistisk kunskapssyn i sin epistemologiska ståndpunkt. Datainsamlingen har skett genom en surveyundersökning och två samtal med medarbetare hos fallföretaget har legat till grund för utformandet av den enkät som delats ut via ett icke sannolikhetsurval digitalt via webben till 100 respondenter och fick en svarsfrekvens på 52 procent. En egenkonstruerad talangbedömningsmetod uppfördes för att identifiera talangegenskaper bland respondenterna. Detta talangvärde analyserades och jämfördes sedan med övriga frågor kring attityder till framtida arbetsgivare. Resultat/slutsatser: Av studien framgick att det går att identifiera talangegenskaper i en grupp studenter och att det finns stora skillnader mellan studenter i denna aspekt. Studien identifierade också flera skillnader och tendenser till skillnader mellan värderingarna av de med högre ansedd talang och de med lägre. De egenskaper som visade sig ha ett samband med "talang" var, sammanhållning mellan kollegorna på arbetsplatsen, att studenten delade värderingar med företaget och att utveckling och kompetensutveckling av företagets medarbetare var i fokus. Background: "There is a war for talent, and it will intensify" McKinsey Quarterly wrote back in 1998 and referred to the increased competition on the market of employers among talented and skilled employees who can help the company develop. The importance of human capital has been specifically noticed in today‟s many knowledge intensive companies, among them the accounting- and consulting businesses, in the mean time as demographical changes contribute to an increased trend of talent shortage. Generation Y is known as career hungry and active resume hunters. Because of that there is a fight between the employers to find and attract the talents among these, this could be done by developing an attractive employer brand and by knowing their target group, this could be done by acquiring knowledge about their preferences and what motivate them in their professional role. Purpose: "From a group of business students identify talent qualities, and explain which are the key factors that make an employer attractive from the considered 'talents' perspective." Research question: Which are the key factors when the considered "talents" choose their future employer? Methodology: The thesis has taken a primarily quantitative research design that takes a deductive focus. Further on the thesis takes an objectivistic ontological statement and a positivistic view of what knowledge is when it comes to epistemology. The gathering of data has been done through a survey and by two meetings with employees at the case company which have influenced the construction of the survey that has been distributed to a non probability sample as a digital survey online to 100 respondents. The answering frequency was 52 percent. A method for talent estimation has been developed by the authors to estimate the talent qualities among the respondents. These "talent scores" were analyzed och compared with the questions concern-ing attitudes to future employers. Research findings: From this study it was clear that talent qualities were possible to estimate and that there were big differences among students in this aspect. The study also identified several differences and tendencies to differences among the more talented group compared to the less talented. The properties that had a relation to "talent" were a unity among the employees at the company, that the student shared values with the company and that development and professional training of the employees were in focus of the company.

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Baumotte, Henrike [Verfasser], and Grzegorz [Akademischer Betreuer] Dogil. "Segmental factors in language proficiency : degree of velarization, coarticulatory resistance and vowel formant frequency distribution as a signature of talent / Henrike Baumotte. Betreuer: Grzegorz Dogil." Stuttgart : Universitätsbibliothek der Universität Stuttgart, 2012. http://d-nb.info/1022796380/34.

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Li, Fang Fang, and Pierre Devos. "Talent management: art or science? : The invisible mechanism between talent and talent factory." Thesis, University of Kalmar, Baltic Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-473.

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Talent management has been a heating-up topic in recent years. It has a positive effect on the ability to create a compelling, productive, and valued enterprise for all stakeholders — employees, customers, business partners and investors. Moreover, talent management facilitated talent flexibility and enables the rapid growth of the business, ensuring rapid alignment with the requirements established by business leaders as the company evolved. Meanwhile, the importance for a company to attract and retain a high-quality workforce is moving into the boardroom agenda, more and more attention is pain on this acute topic.In this thesis, we are doing the research on how to build up a talent factory within the company – how to recruit the most outstanding people to meet the business needs, how to maximize the potential of employees, how to put the right people in the right position and finally how to keep the best people in the company. In order to achieve it, we conducted our research from different methodologies (literatures, case studies, interviews) to find the answer our research question: is talent management a science or an art in order to build up a talent factory? At the end, we came out of our own understanding about the talent management and the accommodations of building up a talent factory.

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Lynch, Mary G. "Educating America's talent in science, technology, engineering, and mathematics an analysis of the effects of parental and high school factors on females' and males' decisions to enter STEM fields of study /." Connect to Electronic Thesis (CONTENTdm), 2009. http://worldcat.org/oclc/449137310/viewonline.

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Ziebell, Robert-Christian. "Digital transformation of HR - History, implementation approach and success factors - Cumulative PhD Thesis." Doctoral thesis, Universitat Politècnica de València, 2019. http://hdl.handle.net/10251/117608.

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[ES] La digitalización de los procesos de RRHH en soluciones basadas en la nube progresa continuamente. Esta tesis examina tales transformaciones, deriva un modelo de proceso concreto e identifica los factores críticos de éxito. La metodología utilizada para la investigación es de carácter cualitativo. Como base y medida preparatoria para abordar las cuestiones de investigación, se llevó a cabo un amplio estudio bibliográfico en el ámbito de los recursos humanos, con especial atención a las publicaciones sobre la gestión electrónica de los recursos humanos (en adelante, "e-HRM"). Basándose en este conocimiento y en la combinación de una amplia experiencia práctica con proyectos de transformación de RRHH, se publicó un estudio que presenta el desarrollo histórico de e-HRM y que ha derivado en un modelo de procesos optimizado que tiene en cuenta los requisitos técnicos de RRHH así como las limitaciones de la nueva tecnología de la nube. Posteriormente, se entrevistó a varios expertos en RRHH que ya habían adquirido experiencia de primera mano con los procesos de RRHH en un entorno de nube para averiguar qué factores de éxito eran relevantes para dicha transformación de RRHH. Las principales conclusiones de esta tesis son la derivación de un modelo de procedimiento de proyecto de mejores prácticas para la transformación de los procesos de RRHH en una solución basada en la nube y la identificación de obstáculos potenciales en la implementación de dichos proyectos. Además, se elaboran los motivos de dicha transformación, los factores que impulsan el proceso dentro de una organización, el grado actual de digitalización de los recursos humanos, los parámetros operativos y estratégicos necesarios y, en última instancia, el impacto en los métodos de trabajo. Como resultado, se realiza una evaluación del uso de las métricas de HR y se derivan nuevas ratios potenciales. [CAT] La digitalització dels processos de RRHH en solucions basades en el núvol progressa contínuament. Aquesta tesi examina tals transformacions, deriva un model de procés concret i identifica els factors crítics d'èxit. La metodologia utilitzada per a la investigació és de caràcter qualitatiu. Com a base i mesura preparatòria per a abordar les qüestions d'investigació, es va dur a terme un ampli estudi bibliogràfic en l'àmbit dels recursos humans, amb especial atenció a les publicacions sobre la gestió electrònica dels recursos humans (en endavant, "e-HRM "). Basant-se en aquest coneixement i en la combinació d'una àmplia experiència pràctica amb projectes de transformació de RRHH, es va publicar un estudi que presenta el desenvolupament històric d'e-HRM i que ha derivat en un model de processos optimitzat que té en compte els requisits tècnics de RRHH així com les limitacions de la nova tecnologia del núvol. Posteriorment, es va entrevistar a diversos experts en RRHH que ja havien adquirit experiència de primera mà amb els processos de RRHH en un entorn de núvol per esbrinar quins factors d'èxit eren rellevants per a aquesta transformació de RRHH. Les principals conclusions d'aquesta tesi són la derivació d'un model de procediment de projecte de millors pràctiques per a la transformació dels processos de RRHH en una solució basada en el núvol i la identificació d'obstacles potencials en la implementació d'aquests projectes. A més, s'elaboren els motius de la transformació, els factors que impulsen el procés dins d'una organització, el grau actual de digitalització dels recursos humans, els paràmetres operatius i estratègics necessaris i, en última instància, l'impacte en els mètodes de treball . Com a resultat, es realitza una avaluació de l'ús de les mètriques de HR i es deriven nous ràtios potencials. [EN] The digitisation of HR processes into cloud-based solutions is progressing continuously. This thesis examines such transformations, derives a concrete process model and identifies the critical success factors. The methodology used for the investigation is of a qualitative nature. As a basis and preparatory measure to address the research questions, an extensive literature study in the HR field was carried out, with a special focus on publications on electronic human resources management (hereinafter e-HRM). Based on this knowledge and the combination of extensive practical experience with HR transformation projects, a study was published which presents the historical development of e-HRM and derived an optimised process model taking into account the technical HR requirements as well as the limitations of the new cloud technology. Subsequently, several HR experts who had already gained first-hand experience with HR processes in a cloud environment were interviewed to find out which success factors were relevant for such an HR transformation. Main findings of this thesis are the derivation of a best-practice project procedure model for the transformation of HR processes into a cloud-based solution and the identification of potential obstacles in the implementation of such projects. In addition, the motives for such a transformation, the drivers within an organisation, the current degree of HR digitisation, the necessary operational and strategic parameters and ultimately the impact on working methods are worked out. As a further result, an assessment of the use of HR metrics is given and potential new key figures are derived. Ziebell, R. (2019). Digital transformation of HR - History, implementation approach and success factors - Cumulative PhD Thesis [Tesis doctoral no publicada]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/117608 TESIS

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Reis, Marcos Antônio Mattos dos. "Fatores determinantes da aplicação do conhecimento específico de jovens futebolistas." Universidade Federal de Sergipe, 2016. https://ri.ufs.br/handle/riufs/4948.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES Specific knowledge of soccer players consists in solving capacity of problems arising from the complex interplay of environment, unpredictable and chaotic, emerging from the interaction between tactics and technique. The tactic is the game space management capabilities from tactical behaviors come from tactical principles. The technique consists of specific motor skills primarily made with the ball and that materialize the player's game intelligence. Psychosocial and biological factors may influence in a direct way the formation and development of specific knowledge of football players. Thus, this thesis consisted of four studies, although independent, sought in association verify the effects of these factors on manifestation of specific knowledge in young footballers. Briefly, the studies aimed at answering the following questions: a) Wich is the leadership profile of football coaches of Aracaju youth teams? b) Do players born in the first months of the year have different tactical behavior of those born in recent months? c) Somatic maturation and motor age influence the tactical behavior in young players? d) The proportion of use of preferred and non-preferred foot (technical functional asymmetry) in the technical actions affects the tactical behavior in young players. We evaluated the tactical behavior, the use of preferred and non-preferred foot, and releases by analyzing game. Coaches from Aracaju feature profile of autocratic leadership, positive reinforcement and training-education. The tactical performance was not influenced by month of birth, level of maturity, the motor age or technical functional asymmetry, although the tactical efficiency was partially influenced. A sample of 22 coaches and a total of 152 players from teams that competed in the Youth Championships in 2015, promoted by Sergipe Football Federation. The leadership profile of the coaches was determined by the Revised Leadership Scale for Sport. Tactical behavior and technical functional asymmetry were assessed by match-analysis, under FUT-SAT and SAFALL-FOOT protocols, respectively. The relative age was stratified into four-month periods based on month of birth. Somatic maturation was identified from the distance (in years) of each player from peak growth rate. Finally, the motor age was established by battery Lincoln-Oseretsky tests. Coaches from Aracaju feature predominantly autocratic style of decision, and high positive reinforcement and training-education. Tactical performance was not influenced by the relative age, somatic maturation level, the motor age nor technical functional asymmetry, although the tactical efficiency was partially influenced. O conhecimento específico dos jogadores de futebol consiste na capacidade de solução dos problemas advindos de um ambiente de jogo complexo, imprevisível e caótico, emergindo da interação entre a tática e a técnica. A tática consiste na capacidade de administração do espaço de jogo a partir de comportamentos táticos oriundos de princípios táticos. A técnica consiste em habilidades motoras específicas realizadas prioritariamente com a bola e que materializam a inteligência de jogo do jogador. Desta forma, é possível que fatores biopsicossociais influenciem de maneira direta a formação e o desenvolvimento do conhecimento específico de jogadores de futebol. São exemplos desses fatores, o perfil de liderança dos treinadores, a idade relativa, a maturação somática, a idade motora, e a assimetria funcional técnica. Sendo assim, esta dissertação foi composta por quatro estudos que, embora independentes, buscaram de forma associada verificar os efeitos desses fatores sobre a manifestação do conhecimento específico de jovens futebolistas. Sucintamente os estudos visaram responder as seguintes questões: a) Qual o perfil de liderança dos treinadores de futebol das categorias de base de Aracaju/SE? b) Jogadores nascidos nos primeiros meses do ano apresentam comportamento tático diferenciado daqueles nascidos nos últimos meses? c) Em que medida a maturação somática e a idade motora influenciam o comportamento tático em jovens jogadores? e d) A proporção de uso dos pés preferido e não preferido (assimetria funcional técnica) nas ações técnicas afeta o comportamento tático em jovens jogadores? Foram avaliados 22 treinadores e um total de 152 jogadores de equipes que disputaram os Campeonatos de Base 2015, promovidos pela Federação Sergipana de Futebol. O perfil de liderança dos treinadores foi determinado pela Escala de Liderança Revisada para o Esporte. O comportamento tático e a assimetria funcional técnica foram avaliados por meio da análise de jogo, sendo aplicados os protocolos FUT-SAT e SAFALL-FOOT, respectivamente. A idade relativa foi estratificada em quadrimestres referentes ao mês de nascimento. A maturação somática foi identificada a partir da distância (em anos) de cada jogador do pico de velocidade de crescimento. Por fim, a idade motora foi estabelecida pela bateria de testes de Lincoln-Oseretsky. Os treinadores de Aracaju apresentam estilo de decisão predominantemente autocrático, e de elevado reforço positivo e treino-instrução. O desempenho tático não sofreu influência da idade relativa, do nível de maturação somática, da idade motora ou da assimetria funcional técnica, muito embora a eficiência tática fosse parcialmente influenciada.

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Roege, Gayle B. "Experience, Time, and Opportunity: An Exploratory Case Study Regarding The Artistic Journeys of Middle School Adolescents and their Perceptions of the Influence of Environmental Factors on The Development of their Visual Art Talent in Rural Montana Communities." W&M ScholarWorks, 2016. https://scholarworks.wm.edu/etd/1463428528.

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Artistic talent is critical to offering creative contributions to society’s challenges and opportunities (in balance with technical, business, and other domains). Emphasis on art experiences and skills is missing in school programs, due to financial and accountability constraints, and encouraging prioritization on “core” subjects. Rural environments present particular challenges: while they are identified as fertile ground for developing a creative class, low population density makes it difficult to provide substantial support for in-depth exploratory, experiential creative endeavors. A crucial element of maintaining personal commitment to one’s talent area is support. While support from the family is essential, the value a community (which includes the school) places on any talent domain largely impacts the individual developmental trajectory for that talent—especially in teenagers. This study was conducted to explore the perceptions of individual talent among artistically gifted adolescents in rural communities in the U.S., and concluded that immediate and extended families provided adequate levels of support for the adolescents to remain committed to their talent and that a critical factor associated with school and community support is missing: the time necessary to devote to development of that talent. The study offers the opportunity to open a dialogue related to research on the marginalization of visual thinkers (of which the artistically gifted are a sub-group); to apply the findings to the current climate in education; and to establish collaborative efforts to promote artistic talent development in answer to the demand for art and design thinking, innovation, and creativity on a global scale.

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Johannesson, Christian. "Framgångsfaktorer i en svensk talangutvecklingsmiljö : En kvalitativ fallstudie av handbollens talangutvecklingsmiljö ur ett holistiskt ekologiskt perspektiv." Thesis, Linnéuniversitetet, Institutionen för idrottsvetenskap (ID), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-45574.

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Genom att tillämpa en fallstudiedesign undersöker denna studie en talangutvecklingsmiljö inom lagidrotten handboll. Studiens syfte är att studera den interaktion och dynamiska process som sker mellan spelare, tränare och andra signifikanta personer i en svensk talangutvecklingsmiljö. Studiens teoretiska ramverk är Henrikens (2010) modeller för att studera framgångsrika talangutvecklingsmiljöer. Studien tillämpar en kvalitativ forskningsstrategi i form av intervjuer och dokumentanalys. Resultatet visar att det finns stora likheter mellan den undersökta handbollsmiljön och framgångsrika talangutvecklingsmiljöer från andra studier. By using a case study design this a talent development environment in the team sport of handball. The aim of the study is to examine the interaction and dynamic process between players, coaches and significant others in a Swedish talent development environment. The theoretical framework is Henriksen (2010) working models for studying talent development environment. This study has a qualitative research strategy in the form of interviews and document analysis. The results show similarities with the environment in the handball club and successful talent development environment from other case studies.

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McKeown, Jim. "Factors limiting township learners from discovering and developing their talents." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1014323.

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Discovering and developing one’s talents significantly increases the likelihood of one leading a meaningful and fulfilling life, realising success in the world, and breaking out of the cycle of poverty. It should be the responsibility of schools to provide opportunities for learners to discover and develop talents that they are passionate about. This passion will then create a self-reinforcing cycle in which learners are more motivated to work hard in school and further develop their talents. Therefore, discovering and developing one’s talents should be seen as both a means to improved education and an end of education itself. This research paper sought to identify the factors limiting township learners from discovering and developing their talents and to make recommendations as to how to mitigate these factors. The researcher used the partnership between the Masinyusane Development Organisation, a local education non-profit organisation, and School A, a secondary school in the township of New Brighton, Port Elizabeth as a case study. Data from the study were carefully analysed and it was concluded that the township learners are not being provided the opportunities necessary, particularly in the schools, to discover and develop their talents. This has resulted in poor academic performance, high drop-out rates, low levels of motivation, confusion with regards to career development, and missed opportunities to break out of the cycle of poverty. The researcher believes this research sheds light on the issue and lays a foundation from which to provide South African township learners with greater opportunities to discover and develop their talents. These opportunities will assist learners in improving their school performance, ensuring that they embark on career paths they will realize success in, and ultimately, in breaking out of the cycle of poverty that traps so many of them.

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Lahmar, Qods. "Analyse du potentiel des macrophages double-déficients en MafB et c-Maf en tant qu'agent de thérapie cellulaire." Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM4029.

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Chez les métazoaires, les cellules spécialisées se caractérisent par la sortie du cycle cellulaire alors que les cellules souches et progénitrices se caractérisent par un intense potentiel d'auto-renouvellement, lequel est perdu durant la différenciation. L'auto-renouvellement est contrôlé par une combinaison de facteurs intrinsèques et extrinsèques qui déclenchent une prolifération cellulaire équilibrée. Dans ce contexte, nous avons montré que le knock-out des facteurs de transcription MafB et c-Maf dans les monocytes, résulte en une expansion prolongée des monocytes et macrophages matures en culture, sans aucun signe de perte du phénotype différencié ou de la fonction. Etant donné que les macrophages sont impliqués dans la majorité des maladies dégénératives, les maladies inflammatoires ainsi que la biologie du cancer, l'amplification de macrophages consisterait en un atout considérable pour les applications thérapeutiques. Dans cette optique, et comme les macrophages sont également connus pour promouvoir le développement tumoral, nous avons étudié le comportement des macrophages Maf-DKO dans le contexte tumoral. Initialement, nous avons montré que les macrophages Maf-DKO sont capables d'empêcher l'installation de la tumeur ainsi que de réduire une masse tumorale établie, et ce indépendamment du model tumoral étudié. Ceci consiste en une nouvelle approche thérapeutique contre le cancer. Nous nous sommes ensuite intéressés à fournir une « preuve de principe » quant à la prolifération des monocytes humains après inhibition de l'expression des gènes MafB et c-Maf humains et à étudier leur potentiel dans des applications thérapeutiques In metazoans, specialized cells are typically withdrawn from the cell cycle, whereas stem cells and progenitor cells have extensive self-renewal potential that is usually lost on differentiation. Self-renewal is controlled by a combination of cell-intrinsic and extrinsic signals that trigger balanced cellular proliferation. In this context, we previously reported that the knock-out of two monocytic transcription factors, MafB and c-Maf, enables extended expansion of mature monocytes and macrophages in culture without loss of differentiated phenotype and function. As macrophages are involved in degenerative diseases, inflammatory diseases and cancer biology, amplified macrophages may provide potential therapeutic applications. In this context and since macrophages are also known to enhance tumor development, we aim to investigate Maf-DKO macrophages behavior in a tumor context Initially, we have shown that regardless of tumor model (ID8 ovarian carcinoma or B16 melanoma), Maf-DKO macrophages have the ability to prevent tumor growth and reduce established tumor mass in tumor bearing mice. The potential provides a novel therapeutic approach for cancer cell therapies. Next we aimed to provide a proof of principle for the amplification of human monocytes by the inhibition of MafB/c-Maf genes and to investigate their potential in therapeutic applications. So far, we have shown that the down-regulation of MafB and c-Maf in human monocytes results in a colony formation in semi-solid medium, reflecting that the knock down of MafB and c-Maf results in proliferative advantage

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Ferriz, Valero Alberto. "Identificación de factores para el desarrollo del talento deportivo en jóvenes triatletas." Doctoral thesis, Universidad de Alicante, 2018. http://hdl.handle.net/10045/94014.

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El triatlón es un deporte joven en el que, actualmente, se ha incrementado notablemente la participación en todos los grupos de edad, así como el nivel de rendimiento. Por eso, es necesario la identificación de factores relevantes para el óptimo desarrollo deportivo en jóvenes triatletas. Un total de 353 triatletas alevines, infantiles, cadetes y juniors participaron voluntariamente en el estudio y que se clasificaron en tres grupos según sendos programas de entrenamiento (Club, Tecnificación Valenciana y Desarrollo Europeo). Datos relacionados con la edad relativa, factores morfológicos, físicos y fisiológicos, técnicos y tácticos; y psico-sociales fueron analizados mediante diversos análisis estadísticos univariantes. Parece que un óptimo programa de desarrollo del talento deportivo específico de triatlón debería contar, por un lado, con factores relevantes como la edad relativa y la composición corporal, especialmente en chicas. Por otro, parece que los test de rendimiento en natación (100m y 400m) parecen correlacionar con el rendimiento global en triatlón a corto plazo, así como el test 3 minutos all-out en ciclismo, con el rendimiento mostrado en competición en el segundo segmento. Finalmente, la familia y el entrenador son figuras relevantes para el desarrollo del talento en jóvenes triatletas, por tratarse de un deporte de iniciación temprana pero especialización tardía, y destacar los contenidos de programas de desarrollo a largo plazo.

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Stanney, William J. III. "The TALE Factors and Nuclear Factor Y Cooperate to Drive Transcription at Zygotic Genome Activation." eScholarship@UMMS, 2019. https://escholarship.umassmed.edu/gsbs_diss/1045.

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The TALE factors, comprising the pbx and prep/meis gene families, are transcription factors (TFs) vital to the proper formation of anterior anatomical structures during embryonic development. Although best understood as essential cofactors for tissue-specific TFs such as the hox genes during segmentation, the TALE factors also form complexes with nuclear factor Y (NFY) in the early zygote. In zebrafish, Pbx4, Prep1, and NFY are maternally deposited and can access their DNA binding sites in compact chromatin. Our results suggest that TALE/NFY complexes have a unique role in early embryonic development which is distinct from each factor’s independent functions at later stages. To characterize these TALE/NFY complexes, we employed high-throughput transcriptomic and genomic techniques in zebrafish embryos. Using dominant negatives to disrupt the function of each factor, we find that they display similar, but not identical, loss-of-function phenotypes and co-regulate genes involved in transcription regulation and embryonic development. Independently, the TALE factors regulate homeobox genes and NFY governs cilia-related genes. ChIP-seq analysis at zygotic genome activation reveals that the TALE factors occupy DECA sites adjacent to CCAAT boxes near genes expressed early in development and involved with transcription regulation. Finally, DNA elements containing TALE and NFY binding sites drive reporter gene expression in transgenic zebrafish, and disruption of TALE/NFY binding via mutation or dominant negatives eliminates this expression. Taken together, this data suggests that the TALE factors and NFY cooperate to regulate a set of development and transcription control genes in early zygotic development but also have independent roles after gastrulation.

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Hendricks, Jill T. ""STEMulating" success factors| An investigation of the academic talents of successful Black male college graduates from STEM programs." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3614470.

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This phenomenological research study explored the contributing factors experienced by Black males that epitomized their academic success in a STEM (Science, Technology, Engineering, and Mathematics) area of study. During this investigative project, eleven Black male students were interviewed to determine how they were able to successfully navigate and complete a STEM degree. The data was collected through a qualitative inquiry, which involved interviewing students and collecting the data and organizing their perspectives into common themes. The principal findings in this study suggest that Black males can excel when primary influential people establish high expectations and believe and encourage Black males to succeed by providing the essential educational support models requisite to warrant success; the Black male maintains and affirms a self-assured self-worth in himself; the Black male is exposed to these fields and professions early on in their educational quest to enable them to witness first hand powerful and productive opportunities and pathways to academic success; exposure to other Black successful male role models who can mentor and show positive proof that with effort, these fields can become a reality; increase in academic motivation and recommendations from educators and counselors who direct and guide students into and away from these rigorous career fields. An analysis of the students' individual stories gave a revealing look into the pathways of their consciousness, emotional growth, and perspectives about being a successful STEM major. This kind of insight can be a constructive diagnostic tool for students, educators, counselors, and administrators who want to motivate and influence future students to major in STEM fields of study.

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Hildenbrand-Joie, Céline Ziegler Olivier. "Plaie chirurgicale du talon chez le diabétique quels sont les facteurs pronostiques /." [S.l.] : [s.n.], 2003. http://www.scd.uhp-nancy.fr/docnum/SCDMED_T_2003_HILDENBRAND_JOIE_CELINE.pdf.

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Nordin, Åsa. "Relationer i ett samiskt samhälle : en studie av skötesrensystemet i Gällivare socken under första hälften av 1900-talet." Doctoral thesis, Umeå universitet, Arkeologi och samiska studier, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-56797.

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This dissertation is an analysis of the relations between reindeer herding Sami and settled non-Sami in Gällivare parish, Swedish Lapland, 1898-1940. The focus of the dissertation is on the system of skötesrenar, the practice of reindeer belonging to non-Sami being herded by Sami and the subsequent contacts between the two groups. The results presented demonstrate the transformation of the relations between the two groups from mutuai interdependence to mutuai self-sufficiency, and the swiftness with which this change took place. In order to analyse the transformation, reciprocity theory is used. Reciprocity theory concerns the Constitution of relations between different groups, and the basis for such relations. In the early 1900's, the practice of skötesrenar was a well-developed system contributing to the good relations between Sami and non-Sami, as well as to the improvement of the material conditions of those involved. The skötesrenar were important both socially and economically for the persons participating in the system. The huge societal changes that took place during the 20th Century resulted in painful consequences for the relations between the groups. Industrialisation multiplied the number and types of jobs available for the settled non-Sami, while the Sami to a large extent were prevented from partaking of the new opportunities. Industrialisation also caused the decline of the subsistence economy and made the market economy dominant in the locai community. The foundation of the system with skötesrenar had been the mutuai need to meet and exchange goods and services not available within each group; the growth of the market economy altered that. The laws concerning skötesrenar were also changed repeatedly - in 1898, 1917, and 1928 - without regard for the fears by the local community concerning the negative consequences for inter-group relations. Significant changes also took place within Sami society affecting the skötesrenar; the transformation of herding from the intensive to extensive type decreased the participation of women and children in herding, and subsequent erection of permanent residences for Sami families, as well as large annual fluctuations in herd sizes. The present dissertation demonstrates from reciprocity theory that a mutual concern - in this case the skötesrenar - can contribute to the maintenance of a low level of conflict between two ethnically and culturally different parties. Mutual interdependence is a significant factor in upholding a feeling of solidarity. The parties were eager to preserve good mutual relations as conflicts could severely hurt their material conditions. The societal changes taking place meant that by the 1930's the old institutionalised interdependency had ceased to exist. Older people continued the exchanges across group boundaries, but for the rising generation mutuai interaction was replaced by alienation. digitalisering@umu

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Alvarado, Zapata Luisa Doris, Villanueva Helio Gonzalo Campos, and Coello Rosahelena Varillas. "Diseño de un programa de retención de talento dirigido a los asesores de negocios de una entidad de microfinanzas." Master's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2017. http://hdl.handle.net/10757/623131.

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Diseñar un programa de retención de talento para los asesores de negocios de una entidad financiera. Se considera que se debe enfocar este programa a los asesores de negocios que son el eje principal de la entidad, específicamente, aquellos con 2 o más indicadores en alerta en el último trimestre. Design a talent retention program for the business advisors of a financial institution. It is considered that this program should be focused on business advisors who are the principal of the entity, specifically, those with 2 or more indicators on alert in the last quarter. Tesis

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Ascencio, Malpica Joseph Davis. "Retención del factor humano propuesta de cómo retener y fidelizar a los talentos." Trabajo aplicativo final, Universidad Peruana de Ciencias Aplicadas - UPC. Escuela de Postgrado, 2014. http://hdl.handle.net/10757/311365.

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Los trabajadores en estos momentos son los recursos más importantes en todas las organizaciones. No sólo vasta tener un personal que haga bien sus labores, lo necesitamos con mayores recursos, con capacidades multiples y que estén marcando la diferencia a lado de otro trabajador. Se busca desde el reclutamiento gente que ya este marcando la diferencia. Las organizaciones buscan trabajadores con conocimientos, experiencias y cualidades o competencias para el desempeño eficiente de sus funciones. Se busca a la persona capaz, que vaya más allá del cumplimiento de sus funciones.

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Gogolok, Sabine Franziska. "Towards programming and reprogramming cell identity using synthetic transcription factors." Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/25774.

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Remarkable progress has been made in our ability to design and produce synthetic DNA binding domains (TALE or Cas9-based), which can be further functionalized into synthetic transcription factors (sTFs). This technology is revolutionizing our ability to modulate expression of endogenous mammalian genes. Forced expression of cDNAs encoding transcription factors (TFs) is widely used to drive lineage conversions. However, this process is often inefficient and unreliable. Multiplex delivery of sTFs pool to activate endogenous master regulators and extinguish the expression profile of the host cell type could be a potential solution to this problem. We have developed a novel, simple TALE assembly method that enabled us to produce and screen large numbers of TAL effectors and compare their activity to dCas9-based TFs. During this process, we constructed many new functionally validated sTFs. Our ultimate goal is to test whether combining synthetic transcriptional activators and repressors can efficiently reprogram fibroblasts to NS cells or alternatively ‘program’ NS cell differentiation to neurons. We performed analyses of the transcriptome and chromatin accessibility of both fibroblasts and neural stem cells to unravel their core TF networks and their epigenetic state. This will allow us in the future the targeted design of sTFs and synthetic chromatin modifiers for specifically changing cell identity.

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Johnson, Patricia R. "A Confirmatory Factor Analysis of WRAML Scores in a Group of Academically Talented Students." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2716/.

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The purpose of this study was to confirm the original factor structure of the Wide Range Assessment of Memory and Learning (WRAML) utilizing a non-clinical adolescent population. Additional analysis examined the relationship between SAT-M scores and spatial relations ability. Exploratory analyses were conducted to determine ethnic and gender differences on the WRAML and subtests from the DAT. Sixty-four academically talented adolescents completed the WRAML and the mechanical reasoning and spatial relations subtests from the Differential Aptitude Test (DAT). The confirmatory factor analysis found the data obtained to not be a good fit for the factor structure of the WRAML (Sheslow & Adams, 1990). Additional confirmatory analyses were conducted which examined data fit of a three factor model found by reanalyzing the standardization data (Burton et al., 1996; Wasserman & Cambias, 1991) as well as two null models. The data failed to fit any of these three models. No support was found for the second hypothesis that predicted a positive relationship between SAT-M scores and spatial relations ability. Ethnic and gender differences on the WRAML and two DAT subtests were examined and discussed. Limitations of this study were reviewed which may have accounted for the overall lack of results.

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Rafiei, Shahrzad. "Talin : a novel inducible antagonist of transforming growth factor-beta 1 (TGF-[beta]1) signal transduction." Thesis, McGill University, 2007. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=100203.

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The survival of breast cancer patients declines when tumors are invasive and have an increased possibility of metastasizing to distal sites. Transforming Growth Factor-beta (TGF-beta) suppresses breast cancer formation by preventing cell cycle progression in mammary epithelial cells. However, at late stage of mammary carcinogenesis, due to genetic and epigenetic alterations, TGF-beta loses its cytostatic actions, and contributes to tumor invasion by promoting cell proliferation, Actin cytoskeletal reorganization, as well as Epithelial to Mesenchymal Transition (EMT). Despite the key role of TGF-beta1 in tumor suppression as well as tumor progression, the molecular mechanisms underlying the conversion of TGF-beta form an inhibitor of proliferation in mammary breast cancer cells to an inducer of their cell growth and EMT have not been fully elucidated. Thus, acquiring a basic knowledge on the mechanism of TGF-beta regulating its target genes and its contribution to cancer progression may highlight new avenues for cancer therapy development. This prompted us to further investigate and identify TGF-beta-inducible genes that may be involved in TGF-beta biological responses during tumorigenesis. In this thesis, we identified Talin as a novel TGF-beta1 target gene that acts as an antagonist to inhibit TGF-beta-mediated cell growth arrest and transcriptional activity in mammary cancer cell line, MCF-7. Searching for new partners of activated Smads, we found that TGF-beta1 induces Talin translocation from cytosol to the plasma membrane where Talin physically interacts with the TGF-beta1 signaling components, the Smads and the receptors. Furthermore, we observed that TGF-beta1 stimulation leads to the formation of Actin stress fibers where Talin was detected at the end of these stress fibers. Taken all together, the obtained data show that TGF-beta1 positively induced expression of Talin and suggests a role for Talin, which acts as a negative feedback loop to control TGF-beta biological responses.

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Alava, Rosado Derli Francisco. "La gestión del talento humano como factor de competitividad de las empresas empacadoras de camarón de la provincia de Manabí – Ecuador." Doctoral thesis, Universidad Nacional Mayor de San Marcos, 2021. https://hdl.handle.net/20.500.12672/16510.

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Se ha evaluado la gestión del talento humano teniendo en consideración tres dimensiones: productividad, desempeño laboral, clima laboral, con el fin de reconocer cómo es la capacidad de las compañías empacadoras de camarón en la provincia de Manabí, Ecuador y cómo el talento humano influye en dicho proceso de competitividad. Para este estudio se hizo una investigación explicativa de carácter cualitativo correlacional, con estadística no experimental. Para el análisis se consideró una muestra de 196 participantes seleccionados al azar, todos pertenecientes al sector camaronero de la provincia de Manabí. Los hallazgos del contraste de hipótesis para cada objetivo comprobaron que la gestión del talento humano basada en la productividad, desempeño laboral y clima laboral de las empresas empacadoras de camarón, si influye en la competitividad empresarial de la provincia, y se propone finalmente que se capacite al personal para enriquecer la función profesional de los ejecutivos de esta área, con el fin de asegurar la mejor eficiencia y la mayor productividad.

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Villacorta, Tardio Oscar Augusto Martín. "El análisis de los Factores Críticos de Éxito en un proyecto sobre desarrollo de capacidades. Un estudio de caso en Talento+1." Bachelor's thesis, Pontificia Universidad Católica del Perú, 2018. http://tesis.pucp.edu.pe/repositorio/handle/123456789/12339.

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El presente estudio plantea la necesidad de conocer cuáles son los Factores Críticos de Éxito - CSF en los proyectos sobre desarrollo de capacidades, determinando qué elementos son potencialmente replicables en otros proyectos sobre desarrollo de capacidades con características similares al estudio de caso desarrollado en Perú. Ello tomando como base teórica los Factores Críticos de Éxito presentados por Khang & Moe (2008) para la gestión en proyectos de desarrollo que se ejecutan en países en desarrollo. La aproximación de la investigación se realiza mediante el estudio de caso de Talento+1, un proyecto de la consultora peruana Libélula, que pertenece al sector de sociedad civil. Dicho proyecto tuvo como fin desarrollar las capacidades de 20 personas líderes en sus comunidades con interés en el cambio climático y desarrollo sostenible. En consecuencia, la presente investigación analiza la gestión del proyecto caso de estudio, basado en los CSF, tomando en cuenta el ciclo de vida de un proyecto y los criterios de éxito de un proyecto social. Luego, se presentan los hallazgos donde se establecen los CSF que se consideran determinantes para lograr el éxito de Talento+1, todo ello contextualizado en el modelo teórico mencionado. Como resultado de este estudio, se busca identificar los CSF determinantes durante la gestión de Talento+1 que permitieron el éxito del proyecto. Esto sintetiza los hallazgos de la investigación y plantea su posible réplica en otros proyectos sobre desarrollo de capacidades con similares características a las de Talento+1. Ello para permitir una gestión más eficiente y efectiva en los futuros proyectos sobre desarrollo de capacidades en el Perú. Finalmente, como resultado del análisis, se presentan las conclusiones relativas al adecuado uso de los CSF para mejorar la gestión de proyectos. Tesis

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Chávez, Camargo Gabriela de Los Ángeles, Urdiales Joani Valeria Ponce, and Miguel Cecilia Fiorella Romero. "Principales factores de la recompensa total en base al modelo de Michael Armstrong para la retención de ingenieros civiles en una empresa del sector construcción." Bachelor's thesis, Pontificia Universidad Católica del Perú, 2018. http://tesis.pucp.edu.pe/repositorio/handle/123456789/12334.

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La presente tesis de investigación tiene como objetivo determinar los principales factores de la recompensa total que influyen en la retención de los ingenieros civiles dentro una organización denominada Empresa del Sector Construcción (ESC). La ESC es una de las más importantes empresas pertenecientes al sector construcción peruano, ubicándose en el ránking de las “500 mejores empresas del Perú”, además de encontrarse dentro de los 50 puestos del ránking Merco (2017) en retención de talento. Lo mencionado se debe a que la empresa invierte en desarrollar los programas de talento entre los cuales destacan: Programas de Líneas de Carrera, Evaluación de Desempeño, Capacitaciones, entre otros (Jefe de Desarrollo Organizacional en ESC, Comunicación personal, 2 de noviembre del 2017). Estas acciones son de vital importancia, sobre todo en referencia al perfil del empleado más importante: el ingeniero civil, pues según la última encuesta de escasez de talento realizada por ManpowerGroup Perú (2016) el ingeniero se encuentra dentro de los perfiles más escasos en el Perú, ocupando el tercer lugar en el mencionado ránking. Asimismo, cabe destacar que el ingeniero civil, el cual se encuentra dentro de este grupo, es uno de los más requeridos ya que en su mayoría trabajan en el sector inmobiliario y construcción, el cual es uno de los más afectados por la escasez de talento (Gestión, 2016). Para la presente investigación se consideró como talento a todos los ingenieros civiles que laboran dentro de la ESC debido a los altos estándares del perfil necesitado dentro de la empresa, lo cual concuerda con en el enfoque de talento inclusivo (Zhang & Bright, 2012). Entonces, considerando que todos los ingenieros de la empresa son talentosos y que estos son escasos en el mercado laboral, la ESC se preocupa por retenerlos por lo cual desarrolla un programa de recompensas. Debido a esta situación se decidió analizar la empresa en base a un modelo de recompensa total presentado por Armstrong (2007), pues agrupa la gran mayoría de los programas de talento, desarrollados en la ESC, en cinco factores: salario fijo, salario variable, beneficios (beneficios corporativos, vacaciones), aprendiendo y desarrollando (línea de carrera, desarrollo de capacidades, gestión del desempeño) y experiencia en el trabajo (reconocimiento, herramienta y ambiente físico, balance vida trabajo). En conclusión, al realizar un análisis del modelo inicial en su conjunto, se identificaron dos sub-factores principales que muestran una mayor relación causal con la retención; herramientas y ambiente físico y balance vida trabajo, por lo que el factor experiencia en el trabajo se está considerando relevante mayoritariamente dentro de la decisión de permanencia de los ingenieros civiles dentro de la ESC. Sin embargo, estos dos factores explican en un 6.9% la decisión de permanencia en la empresa en la muestra elegida, debido a que existen otros factores que el modelo de recompensa total no abarca. Tesis

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Dard, Amélie. "Décryptage des interactions moléculaires entre les protéines HOX et leurs partenaires." Thesis, Lyon, 2016. http://www.theses.fr/2016LYSE1177/document.

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Les gènes Hox sont présents dans la majorité des espèces du règne animal et sont nécessaires à la différenciation coordonnée des cellules le long de différents axes longitudinaux au cours du développement embryonnaire. Ils sont impliqués dans le maintien de l'homéostasie de nombreux tissus à l'âge adulte. Des mutations affectant leur expression et/ou leur fonction sont ainsi retrouvées dans de nombreux cancers chez l'Homme.Les gènes Hox codent pour des facteurs de transcription reconnaissant des séquences nucléotidiques très similaires. L'interaction avec une classe évolutivement conservée de cofacteurs, les protéines Pbx et Meis, permet aux protéines Hox de reconnaître des sites de liaison plus spécifiques. Cette interaction a d'abord été décrite pour dépendre d'un petit motif commun aux protéines Hox, l'hexapeptide (HX). Cependant, des analyses récentes ont montré que ce motif pouvait en fait être dispensable in vivo, soulignant une capacité étonnante des protéines Hox à pouvoir potentiellement utiliser différents motifs pour interagir avec les mêmes cofacteurs. Mon travail de thèse s'inscrit dans la problématique du rôle des petits motifs dans les interactions Hox-cofacteur. Un premier projet a consisté à réaliser une analyse systématique du mode d'interaction de chaque représentant des groupes de paralogie des protéines Hox humaines avec leurs cofacteurs Pbx/Meis. Ce travail a révélé de nouveaux modes d'interaction pour plusieurs protéines Hox. Un deuxième projet a consisté à mettre en place un nouveau système de crible moléculaire pour identifier des partenaires de la protéine humaine HoxA9 sauvage ou mutée dans son motif HX dans différentes lignées cellulaires. L'ensemble de mon travail de thèse ouvre ainsi de nouvelles perspectives sur notre compréhension du mode moléculaire d'action des protéines Hox et de leurs cofacteurs, que cela soit en contexte développemental normal ou pathologique Hox genes are present in the vast majority of the animal kingdom, and are required for the differentiation of several longitudinal axes during embryogenesis. There are also involved in the homeostasis of several tissues in the adult organism. Mutations affecting their expression and/or function are found in numerous human cancers.Hox genes encode for transcription factors that recognize short and highly similar DNA-binding sites. The direct interaction between Hox proteins and two evolutionary classes of cofactors, the Pbx and Meis proteins, allows them to recognize more specific DNA-binding sites. This interaction was first described to rely on a common short Hox protein motif called hexapeptide (HX). However, subsequent functional and molecular analyses showed that the HX motif could be dispensable for the interaction with Pbx and Meis partner in vivo. These results strongly suggest that Hox proteins could use different motifs to interact with the same set of cofactors. Such alternative motifs are unknown in mammalian Hox proteins.My thesis work is dedicated to the issue of the role of the HX motif and other short motifs in Hox-cofactor interactions. More particularly, I developed two main projects using human Hox proteins and cell lines derived from different tissues as a model system. My first project consisted in the systematic analysis of the interaction property of all Hox paralogs with the Pbx/Meis cofactors. This work revealed new Pbx/Meis-interaction interfaces in human Hox proteins. My second project consisted in establishing a new molecular screen to identify transcriptional partners of the wild type or HX-mutated human HoxA9 protein in different cell lines.Overall, my thesis work opens new perspectives into our understanding of the molecular mode of action of Hox proteins and their cofactors, in a normal or pathological developmental context

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O'Regan, David, and n/a. "A comparison of factors affecting the establishment and implementation of a gifted and talented programme in a rural primary and secondary school." University of Canberra. Education, 1989. http://erl.canberra.edu.au./public/adt-AUC20060822.155237.

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This research reports on the factors that a sample of teachers in a rural Primary and Secondary School perceive as being influential on the initiation and implementation of a curricular innovation. The innovation herein is the creation of a Gifted and Talented Programme to cater for identified students in this school, an area of current interest amongst educators and researchers in New South Wales and Australia. A methodology is outlined for the collection and interpretation of data on the factors involved, that may be employed by coordinators and researchers interested in curricular provision for Gifted and Talented children. In this case study school, it was found that the factors were many and varied, that they differed in their supportive or inhibitive nature in the Primary and Secondary Schools. These findings provided a foundation for subsequent planning in the initiation stages of the implementation of this innovation. This research had important implications for this School that may be of interest for future research in other schools.

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Mendoza, Adame Merit Yureli. "¿Puede la Psiconeuroinmunología ayudar a comprender los Factores Psicológicos del Lupus Eritematoso Sistémico?" Thesis, Universidad de las Américas Puebla, 2011. http://catarina.udlap.mx/u_dl_a/tales/documentos/lps/mendoza_a_my/.

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La enfermedad es el resultado de la interacción de diversos factores. Algunos propios del individuo, otros dependen de su interacción con microorganismos, sin embargo, debido a su relevancia en el ser humano, los factores más interesantes son los biopsicosociales. La psiconeuroinmunología trata de explicar cómo estos factores pueden alterar la respuesta del sistema inmunológico, predisponiendo la aparición de una enfermedad dada. Estudios experimentales y clínicos sugieren que hay una relación funcional entre estrés, inmunidad y enfermedad. La psiconeuroinmunología es una disciplina integradora que nos facilita el aprender sobre la capacidad que tiene el organismo para regularse y coordinarse ante los retos de la vida. El lupus eritematoso sistémico es una enfermedad compleja, de tipo autoinmune y de causa desconocida. Se ha descrito que los factores sociales y concretamente el estrés pueden agravar su sintomatología. El propósito de este texto es explicar los factores de tipo psicológico que están presentes durante la génesis y desarrollo de esta enfermedad; utilizando el modelo de la psiconeuroinmunología. Esto, mediante una revisión extensa de literatura especializada y con la información necesaria para comprender que el bienestar físico y mental se encuentran en una interacción constante estrecha e inseparable. (cont.) Y que de ello depende en gran manera poder mejorar la calidad de vida de una persona que se encuentra atravesando una enfermedad.

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López, Santos Héctor Alfonso. "Falta de apego y tipo de tratamiento como factores de riesgo para la presentación de crisis hipertensiva." Thesis, Universidad de las Américas Puebla, 2014. http://catarina.udlap.mx/u_dl_a/tales/documentos/lmr/lopez_s_ha/.

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Abanto, Young Maria Paz, and Deza Jhoselyn Lucia Nicole Gomez. "Factores que influyen en las exportaciones de prendas y complementos de vestir de punto para bebés de las MIPYMES de Lima Metropolitana: Formalización, capacitación, innovación y financiamiento, durante el periodo 2015-2019." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2020. http://hdl.handle.net/10757/653367.

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La presente tesis tiene como objetivo determinar los factores que influyen en las exportaciones de las micro, pequeñas y medianas empresas (MIPYMES) del sector textil y subsector confecciones de Lima Metropolitana. El estudio se enfoca en las MIPYMES exportadoras de la partida 6111 (Prendas y complementos de vestir, de punto, para bebés), ya que es uno de los sectores con mayor crecimiento en exportaciones durante los últimos 5 años. La investigación tiene un enfoque mixto, con una muestra conformada por 40 MIPYMES ubicadas en Lima Metropolitana. Al tener un diseño no experimental, se limitará a observar y analizar las variables. Para la obtención de la información necesaria, se aplicaron encuestas a la muestra detallada anteriormente y se realizaron entrevistas a 6 expertos del sector. Asimismo, se hizo referencia a tesis y papers publicados en distintos repositorios y revistas académicas. Los resultados obtenidos de las fases cualitativa y cuantitativas, comprueban que los factores formalización de la empresa, capacitación del talento humano, gestión de innovación y acceso a financiamiento, influyen positivamente en el desarrollo exportador de las MIPYMES de Lima Metropolitana. This thesis aims to determine the factors that influence the exports of micro, small and medium-sized enterprises (MSMEs) in the textile sector and clothing subsector of Metropolitan Lima. The study focuses on exporting MSMEs of the tariff heading 6111 (Knitwear and clothing accessories for babies), as it is one of the sectors with the highest growth in exports during the last 5 years. The research has a mixed focus, with a sample made up of 40 MSMEs located in Metropolitan Lima. By having a non-experimental design, it will simply observe and analyze the variables. To obtain the necessary information, surveys were applied to the sample detailed above and interviews were conducted with 6 experts from the sector. Likewise, references were made to thesis and papers published in different academic repositories and journals. The results obtained from the qualitative and quantitative phases, prove that the factors formalization of the company, training of human talent, innovation management and access to financing, positively influence the export development of the MSMEs of Metropolitan Lima. Tesis

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Chen, Yi-Sin, and 陳薏心. "Exploration of talent retention factors in Taiwan." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/57103108361953976577.

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碩士 國立中山大學 人力資源管理研究所 101 As into the 21st century, the rapid development of information technology and knowledge economy has led to the age of globalization. On the other hand, the fertility rate walk down year by year in Taiwan, it brings the premonition that the supply of local labor force will decrease in the future. The needs of global logistics management and knowledge workers have become more dramatic. In this research, both qualitative and quantitative approaches are used to understand the relationship among human capital management and global talent retention. In qualitative research, we generalize what kind of global talent retention strategies are taken for global talent by three case companies. After classification the strategies, four major management functions be exploited what important factors of global talent consider to retain in the corporate. From the above discussion, we infer that each of the variables is essential for global talent retention. It does not matter which one is the most important factor in retaining the global talent. The key retention factors could distinguish to different level, for different level global talent, companies need to provide distinct retention practices. Hopes to deliver the importance of global talent, and remain the global talent effectively through business management.

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Huang, Ya-Chuan, and 黃雅絹. "Driving factors of Young Talent Engagement: Application of AHP." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/48388759748646944890.

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碩士 國立中山大學 人力資源管理研究所 103 A very strange phenomenon is taking place in today''s workplaces: Four generations of employees are working in the same workplace and in order to organize young professionals with potential development, our research topic is to study what factors will affect the level of engagement and dedication for the new generation. This study intends to utilize analytic hierarchy process (The Analytic Hierarchy Process, referred AHP) as methodology to come up with " The driving factors of the young professionals engagement : AHP application" and conduct a survey to those new generation of workers in different industries. The study found, the most attention is the compensation &; benefits , followed by career development, then the third is the work-life balance to the young professionals. The study results will be considered as reference with regard to further studies and enterprises for specific recommendation.

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Lee, Mong-Ting, and 李孟庭. "Attracting Factors of Global Talent Recruitment- The Case of Taiwanese Enterprise." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/65890184244455276941.

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碩士 國立中山大學 人力資源管理研究所 100 In the age of knowledge-based economy, company need to hire talented people who possess leading knowledge and skill to keep its competitive advantages. Taiwan located in crucial position of Asian market, but lost competitive advantages in attracting talented people when comparing the policies and environmental conditions with neighboring countries like South Korea, Singapore and the raising China This study chooses case company which is successful in attracting global talent in Taiwanese electronic technology industry. To investigate the factors that make firm attractive to talented people. The finding show that company should build up international recruitment network and good reputation, thus job applicant will have positive perception to company. Providing long-term development opportunity to talented people to satisfy their need. Besides, company should provide social support actively, to help talented people get used to unfamiliar environment, thus talented people will contribute to company more effectively.

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"An examination of factors impacting on talent retention at a financial institution." Thesis, 2015. http://hdl.handle.net/10210/13688.

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M.Com. (Business Management) Talent commitment, efficiency and retention issues are emerging as the most important corporate challenges of the present and immediate future, driven by talent loyalty concerns, corporate reorganization efforts and stiff competition for key talent. For most organizations, “surprise” talent departures can be devastating on the execution of business strategy and the achievement of business goals and objectives. This phenomenon is most prevalent now in light of current economic uncertainty and following corporate downsizings when the risk of losing critical talent increases exponentially. Talent retention is one of the greatest challenges confronting many business organizations today. For most organizations talent recruitment and retention is a major concern as the ability to keep talent is crucial for the organization’s performance and future survival. It is recognized that talent turnover, is a critical challenge to most organizations that cost money, effort and energy. This challenge poses major problems to HR professionals in their efforts to formulate talent retention policies. South Africa has for the past few decades seen an influx of foreign investment, ideas and practices, facilitated by the development of the Internet and associated technologies. As with many organizations worldwide including organizations in South Africa, staff retention problems affect organizational productivity and performance. The global war for talent has increased the challenge to most organizations in attempting to address the issue of talent retention in the context of increasing competition in the global marketplace. It is against this background that this research will look into talent retention problems within the socio‐economic context of South Africa and in particular factors impacting on talent retention at Alexander Forbes as an organization. This study brings into focus the extent to which factors impacting on talent retention such as pay and compensation, career development, leadership, working environment and organizational commitment as discussed in the literature review impacts talent retention within Alexander Forbes.

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Lai, Chia-Ching, and 賴佳菁. "The Study of Talent Development and Related Factors from Students in Go." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/16265250485439298356.

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博士 國立彰化師範大學 特殊教育學系所 98 This study aimed to explore the talent development and related factors of talent development in Go. The study was done by in-depth interviews from 13 talented students in Go, parents, school teachers, Go teachers, and collected data from personal documents. The talent development and related factors in Go were analyzed based on differentiated model of giftedness and talent. The results show as follows: A. Talent development Beginner stage: enlightening the interest; Amateur elementary stage: maintaining the interest; Amateur intermediate and advanced stage: adapting and breaking bottleneck; Professional stage: establishing the main career orientation. B. Related factors of talent development Intrapersonal catalyst: mental characteristics of cognitive ability showing their fast learning speed, prefer static activities, and having the habits of thinking; Personality characteristics: introverted personality tendencies with a steady performance and a high degree of emotional frustration tolerance. Goal-management: developing a routine of life, concentration, high achievement of motivation, perfectionism, resilience, and confidence. Milieu factors: social environment factors, including family environment, school environment and socio-cultural environment; Significant others factors, including parents, Go teachers, school teachers, peer, sibling and experts of Go player; The educational environment factors, including Go talent classes, Taiwan Ki-in, Go school, Go clubs, Go Teams, Go schools. Developmental process factors: including learning activities and courses, progress and downs experience, and exhibiting the most practice and money. Chance factors: including mentors appreciated, being insei, established Go school. C. Different backgrounds of talented students in Go Female talented students should confront the cultural of gender roles, gender stereotypes will restrict talent development. And they felt frustrated when competing with boy. They were close with their mother. And they also close with female peers in Go, When they get elder, peer relations will change. Due to the gender, their directed career development toward to multiple direction and to being a instructor of Go.Elementary school children and high school youth students show the differences of the proportion living in Go, the peer relationship and the career orientation. A professional player shows his stability of psychological quality, strong career motivation, and enthusiastically threw their efforts intersecting with chance. According to the results of this study, I proposed some suggestions about the system, Go education, family, school and the talented students in Go as the recommendations for future researches.

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Deng, Xiao-Lin, and 鄧曉臨. "A Study on Key Factors of Talent Training Program using Digital Technology." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/nrkf2m.

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碩士 義守大學 工業管理學系 107 Literature review and previous researches demonstrated that talent is the most important asset in a company and even in an industry. Nowadays, knowledge-based economy era is cored on human resource and talent becomes the key condition for a corporation to maintain enterprise competition and value. Enterprise should possess foresight and strategy to train talent for the company and industry, especially adapt digital technology as training tools. The purpose of this research is to explore the key factor for digital learning in the result of talent cultivation program. Structured questionnaire has been designed for qualitative research and six companies established over a decade were selected to interview 6 senior personnel staff for data collection and analysis. The results demonstrated that the old-fashioned talent training style has been inadequate in the globalization demands, which required an innovative and cross-domain information. However, fast developed digital technology and popularized internet are irresistible tools. This would bring about a whole new training-learning structure which is able to adjust the developing trends for a company and an industry. The key factors of the application of digital technology to talent training are: (1) high ranking level support, (2) information technique fully assistant, (3) intelligent property and business secret protection, (4) digital learning in live field situation, (5) budget and manpower input, (6) system operation simplicity. The success of the application of digital technology to talent training is not only supported by manager or employee but also requires all the staff mutual understandings and efforts. In this paper, the exploration of key factors for the application of digital technology would favor to future development on digital learning.

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Ke, Ting-Yen, and 柯婷晏. "Key Factors for the Employment of Foreign Professional Talent at Multinational Enterprises." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/gc6897.

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碩士 中原大學 企業管理研究所 106 In recent years, most Taiwanese enterprises have gradually become internationalized. Owing to the new southward policy, they need more excellent talents, so they have to make the employment decision. This study is based on resource-based theory to investigate key factors for the employment of foreign professional talent at multinational enterprises. In this study, Delphi method was applied to interview specialists of human resource in enterprises, and built a conceptual framework applicable to the key factors for the employment of foreign professional talent at multinational enterprises. After that, this study was utilized DEMATEL and Analytic Network Process to analyze the questionnaire. The results showed that “overseas connection”, “overseas market expansion”, “competitive advantage”, “globalization”, and “work experience” are key factors to affect the employment of foreign professional talent.

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Dissertations / Theses on the topic 'Talent factors'

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