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Journal articles on the topic 'Talent factors'

Author: Grafiati

Published: 10 September 2021

Last updated: 29 July 2025

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1

Ahmić, Azra, and Elvir Čizmić. "Motivational Factors and Retention of Talented Managers." Business Systems Research Journal 12, no. 2 (2021): 200–220. http://dx.doi.org/10.2478/bsrj-2021-0028.

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Abstract Background: In a contemporary fast-changing world, companies are facing growing global competition, volatile markets, altered workforce structure, and another technological reshifting, which generates enormous pressure on them to improve their business performance and imposes the necessity to highlight practices of talent management more seriously. Objectives: In this study we explore interrelations between attraction/work motivational factors and talent retention, observed through talent engagement. Methods/Approach: The methodology in this research focuses on the comprehensive resou

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Handayani, Dwi Nur. "Implementasi Manajemen Talenta Sebagai Upaya Membangun Aparatut Sipil Negara (ASN) Profesional di Pemerintah Kota Pontianak." Spirit Publik: Jurnal Administrasi Publik 18, no. 2 (2023): 172. http://dx.doi.org/10.20961/sp.v18i2.78540.

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<p>Along with development of human resource management concept paradigm it has shifted previous perception that viewed humans only one of the factors organizational production. However, currently human aspect in organization is not limited to that, but humans are asset for organization which then develops concept of talent management. Talent management has been outlined in form regulations required all government agencies to implement, including agencies in the regions. Purpose of research is describe implementation talent management in Pontianak City Government. Qualitative descriptive

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Liu, Liu, and Fan Tian. "An Empirical Study on the Influencing Factors of the Returning Intention of Overseas Talents." Discrete Dynamics in Nature and Society 2022 (May 14, 2022): 1–7. http://dx.doi.org/10.1155/2022/2778287.

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Many scholars have carried out a large number of studies on the factors influencing the intention of returning overseas talents based on different theories. This study integrates two theoretical perspectives at macro and individual levels, puts forward a new theoretical framework for analyzing the intention of returning overseas talents, and constructs a theoretical model including the intention of returning overseas talents, talent ecological environment of the host country, prospect expectation of home country, talent growth expectation, and perceived opportunity. Based on 302 survey samples

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Asfiati, Asfiati, and Ummi Kalsum. "THE ROLE OF INTELLIGENCE AND TALENT IN THE LEARNING PROCESS." FORUM PAEDAGOGIK 14, no. 1 (2023): 131–49. http://dx.doi.org/10.24952/paedagogik.v14i1.4811.

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Talent and intelligence are human resources that are indispensable in solving life's problems. The development of intelligence and talent is influenced by two factors, namely internal factors and external factors. The lack of knowledge and understanding of talent and intelligence makes most of us limit talent and intelligence to only cognitive aspects. It is important for educators to understand the intelligence and talents of students and be able to create a learning process that can generate and develop the intelligence and talents of students. Because students who have intelligence and tale

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S. Harvey, William. "Winning the global talent war." Journal of Chinese Human Resource Management 5, no. 1 (2014): 62–74. http://dx.doi.org/10.1108/jchrm-01-2014-0003.

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Purpose – The purpose of this article was to discuss the phenomenon of international talent mobility and competition in relation to China's engagement in the “talent war” for attracting, retaining and managing global talents, from a policy perspective. Design/methodology/approach – The author adopts an approach combining literature review and international comparative analysis. Findings – Factors explaining global talent mobility have been predominantly economic. This paper argues that China should also focus on other critical non-economic aspects for attracting and retaining talents in the lo

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Ji, Chunze. "Environmental factors in the training of competitive sports talents: a systematic review." Fizjoterapia Polska 25, no. 1 (2025): 406–16. https://doi.org/10.56984/8zg007d24s7.

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The purpose of this article is to explore competitive sports within the modern Olympic movement as a significant manifestation of global soft power competition, emphasizing the crucial role of nurturing reserve talents for the sustainable development of competitive sports. Methodologically, the article focuses on the "training structure," systematically analyzing various aspects such as talent identification systems, management systems, training mechanisms, policies, and financial support. It summarizes both the successful experiences and shortcomings of current competitive sports talent culti

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Wang, Yinqiu, Hui Luo, and Yunyan` Shi. "Complex network analysis for international talent mobility based on bibliometrics." International Journal of Innovation Science 11, no. 3 (2019): 419–35. http://dx.doi.org/10.1108/ijis-04-2019-0044.

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Purpose This paper aims to explore international talent mobility and identify its negative/positive factors. Design/methodology/approach Bibliometric data from Scopus are explicated to model the mobility network and providing a more comprehensive posture. In addition, by using indicators of complex network, significant features of international talent mobility are described quantitatively. After that, by introducing a kind of improved gravity model with multiple linear regression, the authors identify factors to explain international talent mobility flows. Findings With the analysis of interna

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Chen, Yangyang, Hu Liu, and Yujiao Liu. "Research on influencing factors of job burnout of public meteorological service personnel under the background of rural revitalization in China." 国际化教育科学与理论 3, no. 9 (2024): 1. https://doi.org/10.26789/ijest.v3i9.2006.

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Meteorological personnel, as an important object of meteorological high-level scientific and technological innovation personnel training plan, innovation team support plan, talent strong base plan, meteorological talent gathering and introduction plan, and international talent training plan, will inevitably suffer from job burnout due to their boring work content. At present, there are few special studies on meteorological personnel, but there are sufficient studies on job burnout. Therefore, this paper chooses meteorological talents as the object, uses the MBI scale to investigate, does the r

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JIE, WENG, and NURUL ATASHA JAMALUDIN. "Exploring the Role of Talent Management in Talent Migration: A Scoping Review." International Journal of Religion 5, no. 10 (2024): 5639–53. http://dx.doi.org/10.61707/e3hx9334.

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The purpose of this review is to produce a comprehensive understanding of themes related to the role of talent management in talent migration. Hence, a scoping review of the literature is conducted and finally discovers six themes related to the topic. It can conclude that macro talent management and its impact on economy is the most popular theme in these studies. Specifically, macro talent management can optimize the positive effects of talent migration for host countries by implementing organizational-level talent management practices and national-level policy that effectively attract and r

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Schroth, Stephen T., and Jason A. Helfer. "Practitioners’ Conceptions of Academic Talent and Giftedness: Essential Factors in Deciding Classroom and School Composition." Journal of Advanced Academics 20, no. 3 (2009): 384–403. http://dx.doi.org/10.1177/1932202x0902000302.

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Experts have developed varying, and sometimes conflicting, conceptions of academic talent and giftedness. Classroom and school composition often are tied to these conceptions of academic talent and giftedness, and magnet and charter schools select certain students who best “fit” their particular conception of giftedness. Educators’ perceptions and attitudes regarding academic talent and giftedness thus impact what services are delivered to which students. Little is known about educators’ beliefs regarding conceptions of academic talent and giftedness. The current national study surveyed 900 pu

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Liu, Yun-na, and Zhiyu Liu. "Ecology mechanism of female talents social mobility." Ecofeminism and Climate Change 2, no. 2 (2021): 103–8. http://dx.doi.org/10.1108/efcc-12-2020-0036.

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Purpose With the development of social economy, the problem of female labor force and talent ecology mechanism has become increasingly prominent. They do not assign jobs according to their abilities, but decide their duties according to their interpersonal relationships. The uneven distribution of human resources makes the difference, the impact of the female talent social mobility tends to solidify and the social strata between the contradictions are deepening. Design/methodology/approach This paper mainly investigates the current situation of female talents social mobility to solve the probl

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Cerezo, Pavón Carlos Gabriel, and Méndez Claudia Magaly Espinosa. "Influencia de los factores genéticos y socio ambientales en la selección de talentos deportivos: Una revisión de alcance." Körperkultur Science 3, no. 6 (2025): 74–82. https://doi.org/10.5281/zenodo.15482789.

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Influence of genetic and socio-environmental factorsin the selection of sports talents: A scoping reviewGenetics plays an indispensable role in the detection andselection of sports talents. Current research workshighlight the importance of certain genetic markers atthe highest-level sports. However, the improvement andphysical evolution of an athlete is not determined onlyby the presence of a phenotype, but also by factors thatare equally decisive; these factors include appropriatetraining, regular diet, time practicing the discipline, thesocial relationships in which the athlete develops andi

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Darmalinggam, Darshana, and Maniam Kaliannan. "Critical Success Factors for Inclusive Talent Management in Malaysia." ASM Science Journal 17 (March 9, 2022): 1–9. http://dx.doi.org/10.32802/asmscj.2022.874.

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There are two perspectives to talent management (TM) practices, exclusivity and inclusivity. The limelight, however, has been on the widely practised exclusive TM approach through development of high potentials. As part of the 12th Malaysian Plan, the social reengineering goal seeks to attain an inclusive nation. Thus, this paper sets out to outline propositions and a framework on critical success factors (CSFs) of TM followed by potential research questions for future researches. This paper sets out to explore the under-researched area of inclusive TM by studying its critical success factors

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Rimasa, Dery. "Anthropometric, Biomotor, and Physiological Factors for Indonesian Fencing Athletes Talent Identification." Jurnal Terapan Ilmu Keolahragaan 6, no. 1 (2025): 6–13. https://doi.org/10.17509/jtikor.v6i1.31191.

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The development of fencing sports achievements through talent identification of fencing athletes does not appear to be an important process for coaches or clubs to help develop their programs. The purpose of this study was to determine the indicators involved in influencing the success factors of fencing athletes so that the results can be applied as development through a model for identifying Indonesian fencing athletes' talents. The population used in this study was 100 fencing sports experts in Indonesia that consist of 47 fencing athletes at the provincial level, 32 national athletes, 16 n

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Savov, Radovan, Jana Kozáková, and Jan Tlučhoř. "TALENT RETENTION IN SLOVAK COMPANIES: EXPLORATIVE STUDY." E+M Ekonomie a Management 25, no. 1 (2022): 77–95. http://dx.doi.org/10.15240/tul/001/2022-1-005.

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The success of talent management is based on keeping talented individuals in a company. Attractive work, suitable working environment, strong organizational culture, work flexibility, effective leadership, as well as financial or non-financial benefits are factors that a company can significantly influence in order to retain talent for future tasks. On the other hand, companies should avoid mistakes that complicate retention of talent, for example, extreme workload, conflicts with executives, lack of opportunities for self-development, as well as inadequate financial remuneration. The goal of

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Hyllegard, Randy. "Factors in Athletic Achievement: Reply to Van Rossum (2004)." Perceptual and Motor Skills 100, no. 2 (2005): 362–64. http://dx.doi.org/10.2466/pms.100.2.362-364.

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Several lines of evidence have questioned the contribution of innate talents to achievement. Nonetheless, it is also apparent that belief in talent is still common and affects perceptions that athletes form about themselves and fellow competitors about different levels of achievement.

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Yang, Juan, Yadong Zhang, and Lingming Chen. "Fuzzy-Set Qualitative Comparative Analysis of Factors That Influence Skilled Talents Scarcity in Agricultural Industry: Case Study of 14 Cities in Hunan Province." Agronomy 12, no. 12 (2022): 3155. http://dx.doi.org/10.3390/agronomy12123155.

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As skilled talent is the core element in optimizing the industrial structure, clarifying the factors that influence the lack of skilled talent in the agricultural industry is essential. The lack of skilled talent in the agricultural industry is a complex problem. The author based this study on the push–pull theory and used the fuzzy-set qualitative comparative analysis (FSQCA) research method to explore the “joint effect” of the factors that affect the lack of skilled talents in the agricultural industry in 14 cities of Hunan Province. This paper found that indicators such as the rural industr

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Wang, Yefei. "Research on the Establishment and Management of High - skilled Talent Teams in Urban Rail Transit Enterprises." Journal of Educational Research and Policies 7, no. 3 (2025): 75–77. https://doi.org/10.53469/jerp.2025.07(03).12.

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From the perspective of the strategy of strengthening the country with talents, cultivating high - skilled talents has become an important orientation. Urban rail transit enterprises also face new challenges and opportunities. In the critical period of digital transformation, building a high - skilled talent team is conducive to meeting the innovation needs of the enterprise’s operation and operation models. Based on this, this article takes the digital transformation of urban rail transit enterprises as the background, focuses on researching the paths of establishing and managing high - skill

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Anghel, Ionica Ona. "4. Valorizations of Theoretical Models of Giftedness and Talent in Defining of Artistic Talent." Review of Artistic Education 12, no. 2 (2016): 231–39. http://dx.doi.org/10.1515/rae-2016-0028.

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Abstract Artistic talent has been defined in various contexts and registers a variety of meanings, more or less operational. From the perspective of pedagogical intervention, it is imperative understanding artistic talent trough the theoretical models of giftedness and talent. So, the aim of the study is to realize a review of the most popular of the theoretical models of giftedness and talent, with identification of the place of artistic talent and the new meanings that artistic talent has in each one. Research methodology requires a meticulous documentation and access to primary bibliographi

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Sanjeev, Rinku, and Anita Singh. "Talent management for developing leadership: an empirical investigation." Independent Journal of Management & Production 8, no. 3 (2017): 1130. http://dx.doi.org/10.14807/ijmp.v8i3.630.

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In the current situation where Indian IT Companies are facing high growth trajectory, getting good talents and retaining them is increasingly becoming difficult. Talent management and tapping potential leaders’ is becoming one of the key responsibilities of HR Managers. Though leadership development has always been rated as the most important need of IT Companies, it lacks proper address by top level management. To address this gap it is pertinent for the management to know the factors that impacts the talent management and leadership development within the company.The basic emphasis of this p

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Sasani, Shahram, Noureddine Mirzaei, and Naghi Kamali. "Developing a Model for Identifying Student Talents with a Qualitative Study Approach." International Journal of Education and Cognitive Sciences 5, no. 3 (2024): 115–25. https://doi.org/10.61838/kman.ijecs.5.3.14.

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Purpose: The objective of this study is to develop a comprehensive model for identifying student talents. Methods and Materials: This study used a qualitative research approach, involving semi-structured interviews with 24 students from gifted schools in Zanjan, Iran. The participants were selected through purposive sampling. Data were collected and analyzed using grounded theory and inductive coding. MAXQDA software was employed to assist in organizing and analyzing the qualitative data, leading to the extraction of open, axial, and selective codes that informed the development of the talent

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Apaak, Daniel. "Factors influencing sports talent development in Senior High Schools in the Upper East Region of Ghana." African Journal of Teacher Education 13, no. 2 (2024): 137–52. https://doi.org/10.21083/ajote.v13i2.7525.

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Despite the increasing interest in examining predictors within sports talent development, there is a dearth of studies in the Ghanaian context. Yet, Senior High Schools (SHSs) in the Upper East Region of Ghana are expected to help talented student-athletes grow their potential. This necessitates empirical research on factors that predict sports talent development within the Ghanaian context. Against this background, this study examines factors influencing sports talent development in SHSs in the Upper East Region of Ghana. Using a questionnaire, data was collected from two hundred and three (2

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Habsy, Bakhrudin All, Intan Anggraheni Zahrin Prasetyo, and Fitri Ayu Nabila. "Konsep Potensi dan Ciri-ciri Anak Berbakat dalam Pendidikan serta Layanan Pendidikan Anak Berbakat." TSAQOFAH 4, no. 1 (2023): 241–62. http://dx.doi.org/10.58578/tsaqofah.v4i1.2165.

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This research aims to determine interests and talents as well as characteristics, types, characteristics, factors that influence talent potential, problems of gifted children, how to develop talents, as well as special education to help children discover their potential talents. This research method uses literature study. Through the results of the literature study, it can be concluded that there are several factors that are very important in developing talent potential, namely by knowing the child's potential first, paying attention to his intelligence quotient, providing appropriate faciliti

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Shi, Yingqi, and Chao Guo. "Research on the Evaluation Model of Automotive Talents Based on Factor Analysis Method." International Journal of Computer Science and Information Technology 4, no. 3 (2024): 367–72. https://doi.org/10.62051/ijcsit.v4n3.41.

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With the rapid development of the automotive industry, the demand for high-quality talents is increasing day by day. This article uses factor analysis method to construct an automotive talent evaluation model, aiming to help enterprises select and cultivate talents more effectively through the analysis of talent characteristics. The research results indicate that professional basic theories, professional technical skills, innovative thinking ability, project management skills, and market & industry development awareness are key factors affecting the identification evaluation of automotive

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Wang, Chenggang. "The Digital Intelligent Cultivation of Cross-border E-commerce Talents based on the Benchmark Regression Model." SHS Web of Conferences 190 (2024): 03003. http://dx.doi.org/10.1051/shsconf/202419003003.

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With the expansion of the popularity of digital intelligent, cross-border e-commerce talent training process is affected by many factors. The influence of these factors on the training of cross-border ecommerce talents under the digital intelligent enabling system is sustainable and complex. In order to clarify the influencing process of relevant factors, we conducted research by literature review, correlation test, common method bias test and benchmark regression method. The results are as follows: (1) Students’ autonomous online learning efficiency, teachers’ classroom digital intelligent te

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Enwereji, Prince Chukwuneme, and Uwizeyimana Dominique Emmanuel. "Talent Management Practices in the South African Public Service." Khazanah Sosial 4, no. 3 (2022): 417–33. http://dx.doi.org/10.15575/ks.v4i3.19708.

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Talent management refers to the attraction, selection, and retention of employees, which involves a combination of HR processes across the employee life cycle. This study explored the best practice in talent management to ensure high potential talents are employed and retained due to the rising rate of employee turnover in the South African public service. A literature review and meta-analysis were conducted to explore different authors' views on the three main objectives of the study, which are to know the competencies of talent managers in developing high potential employees; explore the mec

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Latukha, Marina, Mariia Shagalkina, Ekaterina Kalinina, and Daria Khasieva. "Does gender matter? Gender talent migration and its implication for talent management." Journal of Global Mobility: The Home of Expatriate Management Research 9, no. 2 (2021): 191–216. http://dx.doi.org/10.1108/jgm-12-2020-0079.

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PurposeThe growing trends in talent migration, which in the extreme lead to brain drain, in step with an increasing female participation in labor markets and migration flows, set challenges for both business and governments managing these processes. In this vein, it is proposed that macro talent management (MTM) is effective in managing the above-mentioned macro-level issues. The purpose of this paper is to identify and compare the determinants of talent migration with respect to gender and to analyze the role that talent management (TM) practices may play in the migration of diverse talent gr

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Qi, Shaobo. "Evaluation index system of science and technology innovation think tank talents based on competency model." Journal of Computational Methods in Sciences and Engineering 24, no. 2 (2024): 1101–17. http://dx.doi.org/10.3233/jcm-247315.

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As China’s economy progresses towards high-quality development, the construction of science and technology think tanks, with talent construction as the key, has become an important supporting force and occupies a unique position in the national innovation system. In recent years, with the rapid expansion of the number of think tank talents, how to evaluate and manage think tank talents has become a key factor in the development of think tank influence and competitiveness. Based on the experience of talent team construction at home and abroad, Taking the typical science and technology innovatio

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Ojaghi Shirmard, Hamideh, Shahla Sohrabi, and Jafar Beikzad. "Application of Meta-Analysis Approach in Determining Talent Management Indicators." International Journal of Innovation Management and Organizational Behavior 4, no. 1 (2024): 28–35. http://dx.doi.org/10.61838/kman.ijimob.4.1.4.

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Objective: Talent management can be regarded as a tool to assist managers in formulating strategic plans and developing human resources. The purpose of this research is to investigate the effective indicators on talent management through meta-analysis. Methodology: This research is applied in purpose, descriptive in type, and quantitative in nature. The current study aims to quantitatively integrate the results of research conducted in the field of talent management using the CMA2 software (Comprehensive Meta-Analysis). Findings: Searching through various databases, out of 416 articles, 156 ar

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Li, Ning, Tianqi Wang, and Qianhui Zhang. "Research on Demand Forecasting of Engineering Positions Based on Fusion of Multisource and Heterogeneous Data." Scientific Programming 2022 (February 2, 2022): 1–10. http://dx.doi.org/10.1155/2022/1011070.

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Aiming at the project demand forecasting problem based on multisource data fusion, a multisource heterogeneous data fusion model is established, and the unified quantitative representation method of heterogeneous data based on triangular fuzzy numbers is studied, and the ordered weighted average operator is used to integrate the preferences of decision-makers. A multisource heterogeneous data fusion algorithm that supports multiuser decision-making is designed. Based on the analysis of the internal and external environment of human resources in a company’s engineering positions, this paper qua

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Ahmić, Azra, and Adil Trgo. "Talents' Learning and Development Impact on their Retention within the Companies in Bosnia and Herzegovina / Uticaj učenja i razvoja talenata na njihovo zadržavanje u ompanijama u Bosni i Hercegovini." Pregled: časopis za društvena pitanja / Periodical for social issues 62, no. 3 (2022): 23–43. http://dx.doi.org/10.48052/19865244.2021.3.23.

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Nowadays companies have been facing arising modern world challenges, where rules employee's knowledge, high technology, digitalisation, expertise and innovation, what put demanding tasks for firms to invest more in talents' learning and development in order to master changes and sustain competitive advantage. The purpose of this study was to explore the influence of talented managers’ learning and development on their retention within the companies in Bosnia and Herzegovina. Methodology in this research article included an appropriate questionnaire on talents' training and education and talent

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Lopes, Susana Almeida, Jorge Miguel Gonçalves Sarraguça, João Almeida Lopes, and Maria Eduarda Duarte. "A new approach to talent management in law firms." International Journal of Productivity and Performance Management 64, no. 4 (2015): 523–43. http://dx.doi.org/10.1108/ijppm-08-2013-0147.

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Purpose – The purpose of this paper is to propose a new approach to talent management that consists of averaging performance appraisal and assessment center ratings for in-depth identification of lawyers’ talents. Design/methodology/approach – The approach’s adjustment was examined using a 61 senior-lawyer sample from a Portuguese law firm. Comparisons between assessment center and performance appraisal ratings were analyzed using paired-sample t-tests and a kernel density function, and predictive validity was assessed with Pearson correlations. Evidence of both a general performance factor an

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et al., Ho. "Factors affecting talent management in Vietnam." International Journal of ADVANCED AND APPLIED SCIENCES 8, no. 10 (2021): 1–6. http://dx.doi.org/10.21833/ijaas.2021.10.001.

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The purpose of this research is to evaluate factors affecting talent management in Vietnam. Through building the theoretical basis and literature review, the author chooses 4 typical factors: Talent strategy; Motivation to work; Work environment; Corporate culture to assess the impact on talent management. The strength of that research is to use the SPSS model in conjunction with AMOS, and at the same time carry out surveys on the largest scales of Vietnam to accurately assess the model compared to other research. The study used survey data of 570 samples, collected from 27 enterprises with th

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Hasugian, Iva Madelyn, Ali Ardiansyah, and Annisa Wahyuni Arsyad. "The Importance of Developing Youth Academic Specific Talents Through Effective Interpersonal Communication." Jurnal Komunikasi Korporasi dan Media (JASIMA) 1, no. 1 (2020): 1–19. http://dx.doi.org/10.30872/jasima.v1i1.7.

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Each individual is born with diverse talents. One of the types of self-talent is the specific academic talent that potentially benefits for children's future. In this case, effective interpersonal communication between parents and children may influence the process of exploring and developing specific academic talents. This study aims to describe influential factors in the development of special self-talent and analyze how interpersonal communication can be used to assist the process. Accordingly, qualitative research conducted using observation, interviews, and documentation. This study inter

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Taofik Oladipo Raji, Taofik Oladipo Raji, Sunday Abayomi Adebisi Sunday Abayomi Adebisi, and Onyekachi Onubugu Onyekachi Onubugu. "Personal Factors as Determinants of Talent Expatriation among Selected ICT Firms in Nigeria." Journal of Research in Business and Management 13, no. 5 (2025): 41–53. https://doi.org/10.35629/3002-13054153.

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Nigeria’s ICT sector has seen remarkable growth, contributing significantly to GDP and positioning the country as a digital hub in Africa. However, the persistent emigration of top tech talent undermines this growth. Companies are doing everything possible to retain their talents and maintain their competitive edge. But, understanding what is responsible for this exodus of talent in the ICT sector is key to applying the right strategy to stop this menace. Many studies have looked at the phenomenon from the macro viewpoint, but not so many have focused on the micro level. This study examines th

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Kuznetsova, Nataliya B. "Competitiveness of Ukrainian talents in world ratings." Socio-Economic Problems of the Modern Period of Ukraine, no. 1(153) (2022): 45–53. http://dx.doi.org/10.36818/2071-4653-2022-1-7.

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Talents become a key determinant of sustainable economic development under the condition of a balanced and effective governmental policy aimed at their cultivating, developing, and retaining. Countries that accumulate a critical mass of such talent will be able to quickly overcome existing crises, actively innovate, and ensure progressive economic and social development. The article identifies the role and importance of talents to ensure the competitiveness of the national economy and its growth. The competitiveness of talents from different countries, including Ukraine, was assessed according

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Egerová, Dana. "TALENT MANAGEMENT – TOWARDS THE NEW PERSPECTIVES." Problems of Management in the 21st Century 9, no. 2 (2014): 114–16. http://dx.doi.org/10.33225/pmc/14.09.114.

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Talent management has become one of the most important issues in organizations and one of the most debated themes in human resource management theory in recent years. The increasing attention to talent is affected by factors such as globalization, knowledge-based competition, changing the world of work, new forms of organizations and demographic changes. Organizations are nowadays becoming increasingly aware of the strategic value of talent and the impact of strong talent on their competitiveness on the global market. Talent is becoming recognised as a core competitive asset in business organi

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Ismail, Fadillah, Ainul Mardhiyah Nor Aziz, Irmaw Ati Norazman, and Siti Anisah Atab@Yaakoub. "Factors Affecting Talent Management towards Gen Y." International Journal of Engineering & Technology 7, no. 3.20 (2018): 100. http://dx.doi.org/10.14419/ijet.v7i3.20.18989.

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Talent management within organization is a human resource strategy that seeks to develop and retain talented and potential employee. Talent management among Gen Y has obtained critical enthusiasm for the organization. The research objective for this study is to develop conceptual framework of factors affecting talent management among Gen Y in organizations. Gen Y was chosen as the concentration of this investigation in relationship between factors affecting talent management (globalization, knowledge economy, changing the world work, demographic changes, and technology) and talent management.

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He, Ling, and Hashima Binti Hamid. "The suitability of skilled talent training in higher vocational colleges based on AI and 5G network connection in the context of educational transformation and upgrading." Journal of Infrastructure, Policy and Development 8, no. 12 (2024): 6964. http://dx.doi.org/10.24294/jipd.v8i12.6964.

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The development of artificial intelligence (AI) and 5G network technology has changed the production and lifestyle of people. AI also has promoted the transformation of talent training mode under the integration of college industry and education. In the context of the current transformation of education, AI and 5G networks are increasingly used in the education industry. This paper optimizes and upgrades the training mode of skilled talents in higher vocational colleges by using its advanced methods and technologies of information display. This means is helpful to analyze and solve a series of

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Wu, Jun, Xuan Wu, Hao Zheng, and Tong Wang. "The Scene Logic of Innovative Talent Agglomeration: An Empirical Study Based on 54 Cities in China." Sustainability 16, no. 18 (2024): 7951. http://dx.doi.org/10.3390/su16187951.

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In recent years, China has been steadily implementing its innovation-driven development strategy, underscoring the vital importance of attracting innovative talents to cities. Major cities have come to realize that securing such talent is essential for maintaining sustainable urban competitiveness in the future. This article takes a novel perspective by focusing on the role of urban scenes, with a particular emphasis on the cultural, lifestyle, and quality-of-life factors that are crucial for attracting and retaining innovative talent, which is essential for sustainable urban growth. Utilizing

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Zulkarnain, Fathurrozi Wali. "Optimasi Manajemen Talenta di Sektor Publik: Kajian Studi Manajemen Sumber Daya Manusia." Journal of Governance and Administrative Reform 2, no. 2 (2022): 128–50. http://dx.doi.org/10.20473/jgar.v2i2.33468.

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AbstractHuman resources are a valuable asset for the organization. Talented employees will certainly make a lot of positive contributions to the organization. To manage these talented employees, it is necessary to implement talent management to increase the desire of talented employees to survive. This study aims to answer the problem of implementing talent management in the public sector. The research method uses a literature study. The results show that the implementation of talent management in public sector organizations faces challenges in the form of a lack of talented experts and the di

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Handayani, Ririn, Widodo Widodo, Umalihayati, Megawati Megawati, Jafriansen Damanik, and Saptana Tri Prasetiawan. "Factors of innovative behavior affecting Indonesian lecturers' contextual and task performance." Knowledge and Performance Management 9, no. 1 (2025): 174–91. https://doi.org/10.21511/kpm.09(1).2025.13.

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This study aims to explore the innovative behavior mediation mechanism to illuminate Indonesian lecturers’ contextual and task performance from the perspectives of talent management, learning organizations, and grit. Three hundred eighty-five lecturers from Indonesian private universities were inadvertently sampled using a Likert scale questionnaire to gather research data. The structural equation modeling method was used to examine the collected data. The results indicated that talent management, learning organization, and grit significantly affect lecturers’ innovative behavior; innovative b

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Lei, Fei, Liangmei Luo, Hang Yang, Qinhui Li, and Feng Chen. "Research on the Package Feature Selection of Talent Attracting Factors in International Trade in Guangdong-Hong Kong-Macao Greater Bay Area." E3S Web of Conferences 292 (2021): 02029. http://dx.doi.org/10.1051/e3sconf/202129202029.

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This paper designs a survey questionnaire based on the Guangdong-Hong Kong-Macao Greater Bay Area’s demand for talents in international trade, adds job types, filters through package features, and performs feature filtering with the error filter criteria set in this paper, and conducts logistic regression analysis on talent types, so as to realize the classification and dynamic analysis of talents. The dynamic needs of various types of talents in international trade in the Guangdong-Hong Kong-Macao Greater Bay Area are drawn, and specific measures such as increasing salaries and benefits, redu

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Qiang Niu. "Mechanisms of Management on Student Quality Cultivating for University Music Majors." Journal of Information Systems Engineering and Management 10, no. 3 (2025): 1830–37. https://doi.org/10.52783/jisem.v10i3.8727.

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The training quality of college music specialty talents is an indispensable part of the higher education personnel training quality guarantee system in our country. More and more studies have pointed out that the training quality of music majors in colleges and universities not only needs to be constantly improved in teaching skills, but also needs to make innovative breakthroughs in educational management. This study discusses and attempts to reveal the promotion strategies to promote its system guarantee and construction through the investigation of the training quality of music majors in co

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Sheihaki Tash, Mohim, Elham Nowrouzi Cheshmeh Ali, and Maryam Ahmadzadeh. "The Effects of Talent Management on Employees Performance in Oil Jam Petrochemical Complex (Oil JPC): The Mediating Role of Job Satisfaction." International Journal of Economics and Finance 8, no. 6 (2016): 226. http://dx.doi.org/10.5539/ijef.v8n6p226.

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Talent management science uses strategic human resource planning in order to improve business value and to help firms and organizations to achieve their purposes. Efforts have been done to attract, retain, develop, reward people in order to make them a part of talent management and strategic workforce planning. Talent management not only can hire, reinforce and evaluate the talent, but also it can lead to Personal growth, satisfaction in employees’. The aim in this study is to investigate the relationship between talent management and Job satisfaction among the Oil Jam Petrochemical Complex. T

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Dong, Xiuhai, Yong Li, Chunming Hou, and Zeng Miao. "Research on the Evaluation of the Implementation Effectiveness of Huizhou's Talent Policies." International Academic Journal of Humanities and Social Sciences 4, no. 2 (2025): 33. https://doi.org/10.56028/iajhss.2.4.33.2024.

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As an important node city in the Guangdong-Hong Kong-Macao Greater Bay Area, the implementation effect of Huizhou's talent policies is of great significance for building a high-level talent highland in the Greater Bay Area. In recent years, Huizhou has introduced a series of talent support policies and achieved phased results, such as significant improvements in the total number of scientific and technological innovation talents, scientific research investment, and the implementation of talent policies. However, due to limitations in some factors such as population, economy, and scientific and

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Khanh, Tran Thi Bao. "Eastern thought on talents and developing Vietnamese talented civil servants." International Journal of Innovative Research and Scientific Studies 8, no. 4 (2025): 1145–51. https://doi.org/10.53894/ijirss.v8i4.8018.

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Talents are the elite human resources, especially related to the prosperity of the nation and its people. States and organizations clearly realize that gaining a talent advantage means gaining a competitive advantage; all consider talent issues as an important strategy and policy for their development. However, this is a difficult issue because views on talent and policies towards talent are affected by many factors, including political, legal factors, and changing societal trends, especially in the context of digital technology development and the digital society today. This study analyzes th

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Selwendri, Selwendri, Onan Marakali Siregar, and Muhammad Arifin Nasution. "Factors That Influence Entrepreneur Success In City Of Medan." Journal of Education, Humaniora and Social Sciences (JEHSS) 3, no. 2 (2020): 281–85. http://dx.doi.org/10.34007/jehss.v3i2.214.

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The importance of entrepreneurship in society is not just to make improvements and changes in quality of life community, but also also proven to play a significant role in realizing the quality of the people and the nation. This study aims to determine the factors that determine the success of entrepreneurs in entrepreneurs in the city of Medan. This study uses quantitative research methods through the provision of questionnaires using predetermined indicator indicators in addition to extracting information through in-depth interviews. The results of the study show that lifestyle variables inf

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Li, Earnest. "A case study of the critical success factors for organizational change of a public listed corporation." Public Administration and Policy 21, no. 2 (2018): 152–65. http://dx.doi.org/10.1108/pap-10-2018-010.

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Purpose The purpose of this paper is to explain how an organization can achieve successful change implementation with Kotter’s eight-step organizational change model and 3-H (heart–head–hand) theory. Design/methodology/approach With the case study approach, the author recollects his career experience in Hong Kong Broadband Network Limited from 2007 to 2011 to find out why and how the top management can balance 3-H factor to bridge the “knowing” and “doing” gap to engage right talents and motivate them to achieve peak performance and company goal. Findings To create talent culture, the company

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Feldhusen, John F. "Talent Identification and Development in Education (TIDE)." Gifted Education International 10, no. 1 (1994): 10–15. http://dx.doi.org/10.1177/026142949401000103.

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Talents emerge from general ability as a confluence of genetic dispositions, home and school experiences, and students' unique interests and learning styles. Gagné (1985) delineated a general pattern of talent development in youth, and other researchers (Bloom, 1985; Gagné, 1985; Keating, 1979; MacKinnon, 1978; Tannenbaum, 1983; Taylor, 1978; and Reis & Renzulli, 1986) have explicated the nature and development of talents. Our own model is represented in Figure 1. We see genetic factors as determining potential strengths and setting limits to the extent of talent development. Those who are

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