Relevant bibliographies by topics / Talent recruitment policies

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Academic literature on the topic 'Talent recruitment policies'

Author: Grafiati
Published: 7 June 2025
Last updated: 2 August 2025

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Journal articles on the topic "Talent recruitment policies"

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

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China has made significant efforts to recruit and retain talented individuals to support the development of the country’s economy and society. This study focuses on talent introduction policies in two major Chinese cities: Guangzhou and Shenzhen. By comparing two similar policies through discourse analysis, the research finds that the Guangzhou Gathering Talent Plan places greater emphasis on cultivating high-end talent, whereas the Shenzhen Peacock Plan focuses more on talent recruitment. In addition, Guangzhou demonstrates a more decentralized, multi-level government power structure, in cont
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Yushen, Fang. "Exploring Trends in High-Level Talent Recruitment Research in China: A Case Study of the CNKI Database." ISRG Journal of Economics, Business & Management (ISRGJEBM) III, no. II (2025): 280–88. https://doi.org/10.5281/zenodo.15233742.

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<em>High-level talent is a critical factor in the global movement of industries, and headhunting-an essential component of the human resources services sector-plays a key role in facilitating talent mobility and optimizing talent allocation. This study analyzes journal articles related to high-level talent recruitment (headhunting) indexed in the China National Knowledge Infrastructure (CNKI) database using content analysis. The findings reveal an increasing number of publications on this topic, with Beijing, Guangdong, and Jiangsu provinces leading in research output. In terms of research met
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Khan, MD Rahat, Nanik Shobikah, and Mohammad Abdul Kaium. "Managing Workforce Diversity in Organization: A Case Study on Aetna Health Care Service." Khatulistiwa 10, no. 1 (2020): 62–94. http://dx.doi.org/10.24260/khatulistiwa.v10i1.1693.

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The impact of globalization is nothing new to the business firms. In the last few decades globalization has changed the business strategies of the companies. The current case study has tried to evaluate the Aetna’s diversity approaches named ‘The Aetna Way’ policy along with its complexity of implementation in people management issues. The report is categorized as follows. The first part of the report has discussed about the background of investigation. The following part has analyzed some closely related literatures related to the context. This past basically narrate the theme of recruitment
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Ou, Yangting, Haixian Li, and Houyin Long. "Carbon Emission Reduction Effects of Government Talent Attraction Policies: Evidence from Fujian Province, China." Sustainability 17, no. 11 (2025): 5159. https://doi.org/10.3390/su17115159.

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Fujian Province launched a talent recruitment policy in 2012 to integrate top university graduates into grassroots government roles, aiming to support green development. This study investigates the impact of recruiting “three-high” talents—those who are highly educated, skilled, and specialized—on reducing county-level carbon emissions. Using panel data from 134 counties between 2007 and 2021, we apply a time-varying difference-in-differences model. Robustness checks, including propensity score matching estimation, placebo tests, and fixed-effect controls, confirm the reliability of our result
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Murfat, Moh Zulkifli, Mahathir Mohamad, Munawir Nasir, and Moh Zulfachmi Murfat. "Effectiveness of Recruitment Policies in Attracting and Retaining Qualified Talent in the Company." Advances in Human Resource Management Research 3, no. 1 (2025): 60–72. https://doi.org/10.60079/ahrmr.v3i1.421.

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Purpose: This study aims to evaluate the effectiveness of recruitment policies in attracting and retaining qualified talent within organizations by assessing key factors, including the selection process, compensation packages, candidate experience, career development opportunities, and work-life balance initiatives. The research seeks to provide a comprehensive understanding of how recruitment strategies can influence both short-term hiring success and long-term employee retention. Research Design and Methodology: A qualitative systematic literature review (SLR) approach was employed to assess
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Li, Jian, and Yunshu He. "Understanding “Strong Base Plan” (“Strong Base”) in China: Policy Interpretation Perspective." Beijing International Review of Education 5, no. 4 (2023): 449–54. http://dx.doi.org/10.1163/25902539-05040003.

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Abstract On January 13, 2020, the Ministry of Education issued the “Opinions of the Ministry of Education on the Pilot Reform of Basic Subject Enrollment in some colleges and Universities” and selected 36 “double first-class” colleges and universities as the pilot, also known as the “Strong Base Plan” and it is positioned at recruitment selection and talent evaluation to explore the school-based characteristics of the top talent training mode of basic disciplines with new recruitment rules. The Strong Base Plan is the result of the selection and training of top innovative talents in basic disc
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Wu, Qing, and Mei Li. "Constructing a Mechanism for Promoting the All-round Rural Revitalization with Talent Revitalization as the Core." International Journal of Education and Social Development 2, no. 3 (2025): 119–23. https://doi.org/10.54097/h8bwz219.

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Against the backdrop of the comprehensive advancement of the rural revitalization strategy, talent revitalization, as the core driving force, plays a crucial role in achieving the all-round rural revitalization goals of prosperous industries, a pleasant ecological environment, civilized rural customs, effective governance, and prosperous lives. This paper deeply analyzes the current situation of the shortage of rural talents, structural imbalances, and serious brain drain, as well as the many difficulties faced in attracting, cultivating, and retaining talents, such as uncompetitive salary pac
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Al Amiri, Nabeel, and Ahlam Abu Shawali. "Talent management strategies of a public UAE hospital in the Industry 4.0 era: A qualitative analysis." Problems and Perspectives in Management 19, no. 2 (2021): 14–27. http://dx.doi.org/10.21511/ppm.19(2).2021.02.

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Talents play a critical role in achieving organizational strategic goals and a higher level of performance in the healthcare industry. Therefore, the UAE government, which strives to provide world-class healthcare services, encouraged the adoption of talent management strategies and creation of essential capabilities for talent recruitment, development, and retaining. This study explores the talent management strategies, policies, and practices in multiple departments of a public UAE hospital. Moreover, it investigates required skills, competencies, and programs for those departments in the co
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Josephraj, Arulmani. "A Study on Talent Acquisition and Retention Strategies of Automobile Industry in Chennai." Cuestiones de Fisioterapia 53, no. 03 (2024): 4584–94. https://doi.org/10.48047/bmshxw91.

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The study examines the factors influencing talent acquisition and retention practices in the automobile industry in Chennai. It also intended to measure employee demographics, such as gender, age, marital status, education, experience, and salary. The study identified six major factors that impact talent acquisition, which includes recruitment challenges, talent retention, learning and development, process efficiency, external factors, and time management. Results showed that recruitment challenges have the most significant influence, it is followed by talent retention, learning and developmen
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Books on the topic "Talent recruitment policies"

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Heery, Edmund, and Mike Noon. A Dictionary of Human Resource Management. Oxford University Press, 2017. http://dx.doi.org/10.1093/acref/9780191827822.001.0001.

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Nearly 2,000 entriesThis authoritative dictionary contains succinct, expert definitions that are used in the fields of Human Resource Management and Employment Relations. It covers all areas of Human Resource Management, including recruitment and selection, training and development, performance management, reward, industrial relations, and the design of work and organizations. Theoretical terms and concepts are clearly explained and the main institutions, legal terms, and public policies that are relevant to Human Resource Management are all defined.This new edition of the dictionary has been
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Book chapters on the topic "Talent recruitment policies"

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Panagopoulou, Maria, Panagiota Xanthopoulou, and Alexandros Sahinidis. "The Role of Corporate Social Responsibility Policies in Companies in Greece in the Recruitment of Young Talented Employees." In Strategic Innovative Marketing and Tourism. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-51038-0_103.

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AbstractCorporate Social Responsibility (CSR) has become an important factor for the development of organizations and companies at all levels, as it encompasses actions in various areas and highlights the importance of aligning decisions with human resources and the social environment. The purpose of this study is to investigate the relationship between CSR and organizational attractiveness, which pertains to the level of appeal a company holds for its employees as well as job seekers. The research was conducted using a quantitative method and convenience sampling, involving 121 individuals 22
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Erkkilä, Tero, Meng-Hsuan Chou, and Niilo Kauppi. "Strategies and Policies for the Global Talent Competition." In Knowledge Alchemy. Policy Press, 2023. http://dx.doi.org/10.1332/policypress/9781529214406.003.0006.

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This chapter describes how policy makers and decision-makers developed and implemented strategies and policies based on the ‘talent’ imaginary and bring knowledge alchemy to life. By reviewing how the presuppositions revolving around the global competition for talent became integrated in higher education and university policies, migration policies, university recruitment practices and more, we show how the processes of globalization, internationalization and competition unfold across multiple policy sectors, institutions and governance levels. Here, policy makers and decision-makers use the no
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Viterouli, Mary, Dimitrios Belias, Athanasios Koustelios, and Nikolaos Tsigilis. "Leveraging Business Intelligence for Gender Inclusivity and Talent Equity in Data-Driven Workplaces." In Harnessing Business Intelligence for Modern Talent Management. IGI Global, 2025. https://doi.org/10.4018/979-8-3373-1942-1.ch008.

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This chapter explores the role of Business Intelligence (BI) in enhancing gender equity and work-life balance within data-driven workplaces. By reviewing existing research, the chapter examines how BI tools can monitor gender representation, track turnover rates, identify biases in recruitment processes, and tailor work-life balance policies to meet the specific needs of male and female employees. It highlights the importance of leveraging data-driven insights to foster inclusivity and enhance gender equity in organizations. This work provides actionable recommendations for integrating BI tool
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Subrahmanyam, Satya. "The Evolution of Human Resources in the Age of Technology." In Advances in Human Resources Management and Organizational Development. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-9631-5.ch011.

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The chapter, “The Evolution of Human Resources in the Age of Technology”, explores the profound impact of technological advancements on HR practices. Beginning with a historical overview, from early mechanization to the digital revolution, the chapter traces the evolution of HRIS and ERP systems. It investigates modern tools such as HCM software, AI-driven recruitment, and cloud computing, emphasizing their transformative effects on recruitment, workforce planning, and employee management. The chapter also examines emerging frontiers like genomics and transhumanism, discussing their potential
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Bhati, Parulkumari. "Unleashing the Power of HR Analytics: Enhancing People Management Strategies." In HR Analytics: Fundamentals and Applications. BENTHAM SCIENCE PUBLISHERS, 2024. https://doi.org/10.2174/9789815274196124010008.

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HR analytics can enable organizations to make data-driven decisions that improve workforce productivity, engagement, and retention. This chapter provides an overview of the key HR analytics concepts and methods, including data collection and analysis, data visualization, and predictive modeling. It also focuses on the challenges and opportunities associated with implementing HR analytics in organizations, such as data privacy and security concerns and the need for skilled data analysts. Overall, the article makes a case for HR analytics as a critical tool for driving organizational success in
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Briand, Laura, and Rebecca Thellier. "Breaking barriers: advancing gender equality in the video games industry." In Sustainability Can't Wait! : VII. BBU International Sustainability Student Conference The Book of Full Paper. Budapesti Gazdasági Egyetem, 2024. https://doi.org/10.29180/978-615-6886-04-0_5.

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In today's climate of increasing callsfor inclusivity and representation, the video gamesindustry emerges as a pertinent arena for scrutinizing gender equality. This study aims to probe the industry's intricacies, uncover disparities, and propose actionable strategies for fostering inclusivity. Key inquiries include the representation of genders across different roles in game development, barriers hindering diversity, and initiativesfor promoting equality. Employing a mixed-methods approach, this research combines quantitative analysis with qualitative exploration through interviews and survey
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Gohain, Daisy, and Tiny Tanushree Gohain. "Navigating the Nexus: Integrating Sustainability Through Efficient Leadership, Inclusion, and Gender Parity in the Era of Digital 4.0 Metamorphose." In Managing Change. Emerald Publishing Limited, 2025. https://doi.org/10.1108/978-1-83608-650-520251001.

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The Digitised Industrial Revolution (Industry 4.0) has transformed organisational culture significantly. This era, driven by artificial intelligence (AI) as well as automation, has invited substantial transformation in organisational procedures, job roles, reshaping, and creating new employment opportunities. With a focus on digital skills and agility, these changes necessitate ongoing learning and upskilling. To thrive in a constantly evolving environment, organisations must foster inclusive cultures and adopt sustainable practices. This chapter emphasises the crucial need for fostering inclu
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Afedzie, Richard, Richard Brace, Fidelis Quansah, and James Attah-Panin. "Green Human Resource Management." In Research Anthology on Human Resource Practices for the Modern Workforce. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3873-2.ch105.

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This chapter explores the vital role of human resource departments in organisations and their contributions towards environmental sustainability in the nations of sub-Saharan Africa. It posits that the role of HR in recruitment, training and development, learning, rewards, employee relations, and appraisal of employee performance should be conducted with environmental sustainability in mind. It affirms that instilling a culture of environmental awareness into every activity of organisations has a great return on productivity, attracting the best talents, and minimizing the harm of environmenta
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Afedzie, Richard, Richard Brace, Fidelis Quansah, and James Attah-Panin. "Green Human Resource Management." In Human Resource Management Practices for Promoting Sustainability. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4522-5.ch002.

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This chapter explores the vital role of human resource departments in organisations and their contributions towards environmental sustainability in the nations of sub-Saharan Africa. It posits that the role of HR in recruitment, training and development, learning, rewards, employee relations, and appraisal of employee performance should be conducted with environmental sustainability in mind. It affirms that instilling a culture of environmental awareness into every activity of organisations has a great return on productivity, attracting the best talents, and minimizing the harm of environmenta
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Sinha, Vinita. "Role of Diversity and Inclusion in Employee Engagement Among Different Sectors of India." In Advances in E-Business Research. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-9230-0.ch008.

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Diversity and inclusion have become one of the main challenges and top priority for recruitment and other HR departments. Different sectors have different workforce diversity and organizational inclusion practices. It helps an organization to attract talented employees and drive the engagement of employees. The concept of diversity management and inclusion policies have been a focus for many companies for years now, and they have become more and more of a trending research topic. Although the literature on diversity and inclusion has been increasing in quantity, there remained a gap in the exp
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Conference papers on the topic "Talent recruitment policies"

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Nascimento, Gustavo JF do, Leo Leo Couto, and Neide Aparecida Peres. "Artificial intelligence and its impact on people management." In V Seven International Multidisciplinary Congress. Seven Congress, 2024. http://dx.doi.org/10.56238/sevenvmulti2024-060.

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People management is a fundamental area for the success of an organization, and artificial intelligence is playing an increasingly important role in this process. Through the use of technologies such as data analytics, machine learning and automation, companies can improve talent selection and recruitment, as well as performance management and employee skills development. Artificial intelligence can also be used to predict employee behavior and identify potential problems before they occur. This can help increase productivity and talent retention, as well as reduce training and turnover costs
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Vochin, Oana Alexandra, Alexandra Maria Sârbu, Rodica Pamfilie, and Roxana Sârbu. "The Role of Human Resources Function in Promoting Sustainability on Oil & Gas Industry." In 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/069.

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This article presents the level of awareness among Human Resources managers and professionals of an Austrian oil &amp; gas company with regards to Green Human Resource Management (GHRM). This is an approach with focus on integrating environmental sustainability practices into various HR functions within an organization. In addition, it recognizes that HR plays a crucial role in promoting and supporting sustainability by aligning the related policies and practices when it comes to talent attraction and retention, diversity, equity and non-discrimination or training and organizational effectiven
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Journal articles
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