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Journal articles on the topic 'Talent recruitment policies'

Author: Grafiati

Published: 7 June 2025

Last updated: 2 August 2025

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1

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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Adeosun, Oluyemi Theophilus, and Adeku Salihu OHIANI. "Attracting and recruiting quality talent: firm perspectives." Rajagiri Management Journal 14, no. 2 (2020): 107–20. http://dx.doi.org/10.1108/ramj-05-2020-0016.

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Purpose Understanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment strategies have an impact on the sorting patterns in the labour market which remains undetermined. This paper aims to explore the drivers of attracting and recruiting quality talents. Also, the role of policies including the national labour laws, industry norms and localised firm policies have on hiring practices and drivers in a developing country. Design/methodology/approach This study is underpinned by network theory, equi

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Razak, Abdul K. "An Analysis of Recruitment Policies Practiced in Large Enterprises." Journal of Management World 2021, no. 1 (2021): 59–67. http://dx.doi.org/10.53935/jomw.v2021i1.141.

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This paper focuses on the recruitment policies that are practiced by four multinational companies. The objective of this research is to analyse how these companies are responding to these international trends. The study is designed to help HR professionals within large enterprises to understand best recruitment practices that can be applied in their organisations in order to attain employer of choice status. It provides an account of current recruitment policies practiced in the multinational companies (MNCs) and to identify the global recruitment trends adopted by these companies. A comprehen

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Borja, Mary Grace, and Lelanie Perido. "Exploring the Impact of Cultural Differences, Language Barriers, and Diverse Workforce Expectations on Global Talent Management Strategies." Psychology and Education: A Multidisciplinary Journal 28, no. 10 (2024): 1165–78. https://doi.org/10.5281/zenodo.14513069.

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The study reveals several critical insights. Firstly, cultural differences significantly impact global talent management strategies, with a grand mean of 4.25. These differences influence various aspects, including talent recruitment, employee engagement, talent retention, and performance feedback. Cultural diversity enhances creativity and innovation within teams, but it also necessitates culturally aware management practices and policies to ensure effective team dynamics and conflict resolution. Organizations that invest in cultural awareness training and develop policies that consider cultu

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Singh, Anisha Kumari, and Dr Monica Sainy. "A Study on Talent Acquisition and HR Practices." International Scientific Journal of Engineering and Management 03, no. 12 (2024): 1–6. https://doi.org/10.55041/isjem02151.

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This study evaluates the impact of talent acquisition, onboarding processes, and HR practices on employee satisfaction and awareness. It examines how effectively HR supports employees during recruitment and onboarding, their understanding of HR policies, and overall satisfaction with these processes. Using surveys and interviews, the research highlights that clear communication, structured onboarding, and accessible HR policies significantly enhance employee engagement, satisfaction, and retention. Conversely, communication gaps or inadequate support reduce satisfaction and lead to misundersta

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Zhu, Wei, and Jin Qin. "A Comprehensive Assessment of Cultivation Environment of Top Innovative High-Level Talents Based on Deep Learning Algorithm." Journal of Environmental and Public Health 2022 (September 19, 2022): 1–12. http://dx.doi.org/10.1155/2022/4846103.

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The quality of talent has increased across all fields due to the constant growth of different industries and the growing job saturation. Real-time job information on recruitment platforms can, therefore, accurately reflect the demand for talent from businesses, serving as a basis for the creation of training policies in schools. In international competition, the development of talents, especially top-level talents, will become more and more crucial. Growing in importance is China’s economy and social development. The evaluation of higher vocational and technical talents, however, should also b

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Solihah, Rika, Emba Emba, and Suwarno Suwarno. "Innovative Recruitment Strategies: Beyond Traditional Methods in Talent Acquisition." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 5 (2024): 645–50. http://dx.doi.org/10.31539/costing.v7i5.11332.

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This research investigates the dynamics of talent acquisition and performance enhancement within PT. Java Wood Industry, focusing on the effectiveness of innovative recruitment strategies compared to traditional methods. Employing a quantitative research design, data was collected from a sample of 89 employees using random sampling techniques. Path analysis, utilizing Smart PLS as the analytical tool, was conducted to examine the direct and indirect effects of Training and Development Programs, Leadership Styles, Employee Engagement, and Employee Performance. The findings reveal significant di

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Onnekikami, Eluojor A., and Paul C. Okpala. "Human Resource Policies and Practices: Evaluating and Reviewing the Contemporary Recruiting Process." International Journal of Human Resource Studies 6, no. 1 (2016): 121. http://dx.doi.org/10.5296/ijhrs.v6i1.9237.

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The main purpose of this article is to have an overview of Human Resource (HR) policies and practices, especially as it relates to the contemporary and evolutional process of talent recruitment. The article encompasses an overview of HR general policies and practices including the selection process, applications, background checks, substantive selection, interviews; the contingent selection process and what to do after the job offer. In short, organizations are decreasing the use of external recruiting companies or agencies and are now often counting on their own HR professionals for talent se

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N, Mahantesha C., and Dr Sucheta Agarwal. "A Study on Talent Acquisition Practices and Policies with Special Reference to LGBTQ+ in the Indian Engineering Industry." International Journal of Environmental Sciences 11, no. 5s (2025): 583–93. https://doi.org/10.64252/8j4hzg80.

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This study explores the landscape of talent acquisition practices and policies with special reference to LGBTQ+ inclusion in the Indian engineering industry. Despite growing awareness of DEI (Diversity, Equity, and Inclusion), many LGBTQ+ individuals continue to face systemic challenges in the recruitment and hiring process. The research analyzes existing policies across engineering firms to assess the extent of inclusivity and fairness in their talent acquisition frameworks. Data was collected from 150 respondents through structured surveys and interviews, representing HR professionals, LGBTQ

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Ha, Nguyen Thi Thu, and Trieu Van Huan. "Strengthening the Attraction of High-quality Human Resources in Vinh Phuc Province, Vietnam." European Journal of Business and Management Research 7, no. 2 (2022): 16–19. http://dx.doi.org/10.24018/ejbmr.2022.7.2.1305.

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Attracting high quality human resources is a strategy in human resource development of Vinh Phuc province. This study focuses on analyzing and evaluating the status of policies on attracting high-quality talent and the results of policy implementation that Vinh Phuc province has achieved in recent years. The study has shown the limitations in activities of attracting high-quality human resources in the province such as: policies on attraction and reward of highly qualified labors have not been based on work efficiency, dedication to the development of the province; The province's policy on att

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Permana, Yudi, Riris Ambarwati, and Azahraty Azahraty. "Talent Management in the Digital Era: Utilizing Technology for Recruitment and Retention at PT Arutmin Indonesia." International Journal of Economics (IJEC) 4, no. 1 (2025): 150–56. https://doi.org/10.55299/ijec.v4i1.841.

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This research examines Talent Management in the Digital Era with a focus on the application of technology for recruitment and retention at PT. Arutmin Indonesia. This company has successfully implemented a technology-based talent management strategy using digital platforms, artificial intelligence and data analysis. Recruitment processes, career development and employee retention management through technology have a positive impact on efficiency, effectiveness and employee satisfaction. The research results show that PT. Arutmin Indonesia faces challenges, including employee resistance to tech

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Maamari, Bassem E., and Kayan Alameh. "Talent Management Moderating the Relationship between Recruitment for the Highly Skilled and HR Policies." Contemporary Management Research 12, no. 1 (2016): 121–38. http://dx.doi.org/10.7903/cmr.14133.

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Jabbar, Huriya. "Recruiting “Talent”: School Choice and Teacher Hiring in New Orleans." Educational Administration Quarterly 54, no. 1 (2017): 115–51. http://dx.doi.org/10.1177/0013161x17721607.

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Purpose: The purpose of this study is to examine school leaders’ preferences and practices in an environment of widespread decentralization, privatization, and school choice. In New Orleans, such reforms have been enacted citywide since Hurricane Katrina, making it an ideal site to examine what happens when policy makers lift restrictions for school leaders—and remove protections for teachers—related to teacher hiring on a large scale. Research Methods/Approach: In this exploratory study, I analyze qualitative data to examine school leaders’ preferences and practices when recruiting teachers i

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Pramesworo, Ignatius Septo, Sigit Sugiardi, Ida Harahap, Rezky Nurbakti, and Dini Rosari. "Human Resource Selection and Marketing: The Role of Human Resource Management in the Enterprise." Jurnal Ilmiah Manajemen Kesatuan 13, no. 1 (2025): 141–50. https://doi.org/10.37641/jimkes.v12i6.3062.

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This research aimed to explore the strategic role of HRM in selecting and marketing HR as a key asset for the company's success. The research focuses on how HRM can find and recruit talent that fits the organization's needs amid tough business competition. HR selection based on technical competence, behavior, and alignment with corporate values is seen as a crucial first step in building a strong resource foundation. Also, talent marketing strategies are important in a competitive job market. They include employer branding, career development, and employee engagement initiatives. They help att

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Qamar, Anam, Shifa Haroon, Namra Anjum, Ayesha Saleem, and Aiman Khan. "Is Talent Management A Reality? A Case of Multinational Corporation in the Context of Karachi." Jinnah Business Review 8, no. 2 (2020): 15–32. http://dx.doi.org/10.53369/uwwr4126.

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Talent management is the recruitment, selection, and retainment of the most talented workforce which indicates that it is an advanced field of human resource management (HRM). The prosperity of an organization depends upon its talent force. In todays dynamic and competitive world, talent management is one of the main stumbling issues that organizations face. This research study examines the reality of talent management in Pakistan; besides, the challenges in the implementation of talent management have also been investigated. This research study is qualitative; in-depth semi-structured intervi

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Perekebina Agbai, Edward, and Ngozi U. Okechukwu. "Tackling Talent Acquisition Challenges in Nigerian IT Sector: Problems and Prospects." Universal Library of Multidisciplinary 01, no. 01 (2024): 01–09. http://dx.doi.org/10.70315/uloap.ulmdi.2024.0101001.

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The Information Technology industry in Nigeria is experiencing rapid growth and development yet faces significant challenges in talent acquisition. This article explores the key problems and prospects associated with attracting and retaining skilled IT professionals in Nigeria. Through a comprehensive review of data from the Nigerian Bureau of Statistics and industry case studies, this study identifies several critical issues, including a shortage of skilled professionals, intense competition for talent, inadequate infrastructure, and limited career development opportunities. Using case studie

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Aiza Fitriana. "Analisis Penerapan Sistem Kredit Semester (SKS) Bagi Peserta Didik yang Memiliki Potensi Cerdas Istimewa dan Bakat Istimewa." ITQAN: Jurnal Ilmu-ilmu Kependidikan 12, no. 1 (2021): 117–28. http://dx.doi.org/10.47766/itqan.v12i1.55.

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The government accommodates students who have different potentials of intelligence, talent and the demands of the times by issuing Law number 20 of 2003 which regulates the National Education System. This study aims to analyze the application of the Semester Credit System (SKS) for students who have special intelligent potential and special talents which is a case study at SMA Negeri 1 Lhokseumawe. The research method is based on a survey. Based on the results of the research, the results of the implementation of the Semester Credit System (SKS) program policies are managed starting from the a

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Ding, Ming Juan, Ferry Jie, Sommala Sisombat, and Bala S. Bandlamudi. "Impact of the Skill Shortage on the Construction Supply Chain Performance in Australia." Civil Engineering Journal 9, no. 2 (2023): 356–71. http://dx.doi.org/10.28991/cej-2023-09-02-08.

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The purpose of this paper is to investigate how the skill shortage impacts the performance of the construction supply chain in Australia. The study has adopted a quantitative research method. The quantitative data were collected by conducting a survey of employees who work in construction companies in Australia. A regression analysis was used to analyze the data from 113 respondents. The findings of the study reveal that the construction sector in Australia has high labour costs, but workers are still thinking they are not getting paid enough and cannot invest more in themselves to improve the

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Abu, Taher, Rahman Mafi, and Salim Shakhawat. "COLLABORATING AI AND HR TO FACILITATE TALENT HUNTING." SANGAM International Journal of Multidisciplinary Research 1, no. 2 (2024): 69–77. https://doi.org/10.5281/zenodo.10939836.

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This study aims to provide insight into how the collaboration between AI (Artificial Intelligence) and HR (Human Resources) facilitates an organization's talent hunting. The study identified the impact of three key factors - people analytics, recruitment and selection, and employee learning and development on talent hunting. To achieve these objectives, the researchers employed a combination of both primary and secondary data sources. Primary data was collected from different companies in Bangladesh, and secondary data was collected from relevant books, journals, and articles. Based on the dat

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Li, Xiang, Wei Xie, Jinqing Liu, and Bin Wei. "Collaborative Development of Sports and Leisure Towns from the Perspective of Complex Adaptive Systems." Studies in Social Science Research 6, no. 2 (2025): p65. https://doi.org/10.22158/sssr.v6n2p65.

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Using methods such as literature review, field research, and logical analysis, this study explores the systematic nature, challenges, and optimization paths for the collaborative development of sports and leisure towns from the perspective of complex adaptive systems. The systematic characteristics of collaborative development in sports and leisure towns include seven fundamental properties: aggregation, flow, nonlinearity, diversity, identification, building blocks, and internal models, along with two operating modes: a multidimensional collaborative operation system and an external linkage d

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Rashmi N. "The Impact of Social Media in Recruitment and Selection Process in IT Sector." Power System Technology 48, no. 4 (2024): 1028–46. https://doi.org/10.52783/pst.1050.

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The integration of social media in recruitment and selection processes has profoundly reshaped human resource management within the Information Technology (IT) sector. Platforms such as LinkedIn, Facebook, and Twitter enable organizations to efficiently identify, assess, and engage talent by leveraging advanced search algorithms, analytics, and targeted advertising. This study explores the benefits of social media, including enhanced diversity, increased access to passive candidates, and improved employer branding. It also identifies challenges such as privacy concerns, potential biases, and e

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Truong, Anh Hoang Phan, and Anh Ngoc Giang. "HR revolution: screen people not paper - Case study of AkzoNobel, Unilever and Cathay Pacific." Journal of Development and Integration, no. 78 (October 31, 2024): 53–59. http://dx.doi.org/10.61602/jdi.2024.78.07.

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The recruitment of highly experienced professionals is a crucial undertaking as it creates the talent pool for the organisation. Although the development and implementation of electronic recruiting applications in MNCs have been highly effective, they not only contribute to reducing candidate screening time but also effectively support employer’s productivity. In other words, E-HRM is the practice of integrating HRM strategies, policies, and practices in a company through the use of web-based technology. Yet, the raising concern is how organisations in Vietnam could effectively learn and utili

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Nguyen, Nguyen Thanh Trinh. "The role of exchange rates in Vietnam’s export values to G7 countries." Journal of Development and Integration, no. 79 (December 31, 2024): 23–31. https://doi.org/10.61602/jdi.2024.79.03.

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The recruitment of highly experienced professionals is a crucial undertaking as it creates the talent pool for the organisation. Although the development and implementation of electronic recruiting applications in MNCs have been highly effective, they not only contribute to reducing candidate screening time but also effectively support employer’s productivity. In other words, E-HRM is the practice of integrating HRM strategies, policies, and practices in a company through the use of web-based technology. Yet, the raising concern is how organisations in Vietnam could effectively learn and utili

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Ibrahim, Youssef. "Best Practices and Strategies for Talent Acquisition, Retention and Development in Egypt." Journal of Human Resource and Leadership 9, no. 1 (2024): 54–64. http://dx.doi.org/10.47604/jhrl.2338.

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Purpose: The aim of the study was to investigate best practices and strategies for talent acquisition, retention, and development. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: In talent management, key strategies includ

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Dhita, Resti Sandya, and Rizki Amalia. "Implementation of Career Development Policy for Civil Servants Through Talent Mobility in Dki Jakarta Provincial Social Services." Jurnal MSDA (Manajemen Sumber Daya Aparatur) 11, no. 2 (2023): 36–50. http://dx.doi.org/10.33701/jmsda.v11i2.3831.

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In accordance with PANRB Ministerial Regulation Number 3 of 2020, National ASN Talent Management is an integral component of National Career Development Management, executed through transfers and/or promotions. The DKI Jakarta Provincial Social Service, housing a staff of 200 employees, reveals that approximately 18.5 percent, or 47 employees, have not undergone rotations in over 5 years. This study seeks to assess the application of civil servant career development policies via Talent Mobility within the DKI Jakarta Provincial Social Service. Employing a qualitative descriptive research metho

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B K, Vanitha, and Divya K. Murthy. "An Analysis of Employee Recruitment Process and Employee Retention Strategy at Kennametal India Limited, Bengaluru." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 12 (2024): 1–9. https://doi.org/10.55041/ijsrem40222.

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An Analysis of Employee Recruitment Process and Employee Retention Strategy at Kennametal India Limited" investigates two critical components of human resource management: the recruitment process and employee retention policies. The major purpose is to evaluate the effectiveness of recruitment processes and investigate the elements that influence employee retention, while also establishing a link between effective hiring and long-term employee loyalty. The study uses a mixed-methods approach, including surveys, interviews, and data analysis, to analyse various recruitment procedures, from cand

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Shahaan, Liediawaty, and Hary Febriansyah. "The Impact of Exclusive Talent Management Philosophy on Employee Engagement in ABC Company." Indikator: Jurnal Ilmiah Manajemen dan Bisnis 8, no. 2 (2024): 73. http://dx.doi.org/10.22441/indikator.v8i2.24813.

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This study investigates the effects of exclusive talent management philosophies on employee engagement within Company ABC, a multinational private healthcare corporation. The research focuses on how talent management strategies influence employees' levels of engagement. Company ABC, facing significant business challenges due to its dominant exclusive talent management strategy, emphasizes external recruitment and the development of a small group of high-potential employees. This approach has led to a decline in morale, employee engagement, and perceptions of fairness, as employees feel underva

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Nakagawa, Go. "Accelerated Digital Transformation and Development of Digital Talent in Local Governments under Japan’s Bureaucratic Policies." Policy & Governance Review 9, no. 1 (2025): 93. https://doi.org/10.30589/pgr.v9i1.1226.

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This study examines at the role of digital talent in Japan's municipal governments amid the COVID-19 pandemic-induced increased drive for digital transformation (DX). As local governments work to standardize their information systems by 2025, a serious scarcity of digital expertise presents a huge obstacle. The study takes a mixed-methods approach, examining both qualitative interviews and quantitative surveys performed by the Japan Municipal Research Center, which included representatives from 815 municipalities, to evaluate strategies for acquiring and nurturing digital talent. The findings

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Bernard Nkala, Charles Mudimu, and Angelbert Mbengwa Mbengwa. "Human resources for health talent management contribution: A case for health systems strengthening in the public health sector." World Journal of Advanced Research and Reviews 9, no. 2 (2021): 192–201. http://dx.doi.org/10.30574/wjarr.2021.9.2.0062.

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Talent Management is an essential component in transforming health systems if carefully implemented for the public sector especially in low income countries. In Zimbabwe public health sector, talent retention and engagement are viewed as amongst the challenges affecting the realisation of effective performance and productivity from the existing Health workforce. Largely, modern health care systems lack robust strategies to identify and utilize employee talent essential to help attain organisational citizenship. The study reviewed the relevancy and effectiveness of talent management practices i

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Bernard, Nkala, Mudimu Charles, and Mbengwa Mbengwa Angelbert. "Human resources for health talent management contribution: A case for health systems strengthening in the public health sector." World Journal of Advanced Research and Reviews 9, no. 2 (2021): 192–201. https://doi.org/10.5281/zenodo.4627493.

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Talent Management is an essential component in transforming health systems if carefully implemented for the public sector especially in low income countries. In Zimbabwe public health sector, talent retention and engagement are viewed as amongst the challenges affecting the realisation of effective performance and productivity from the existing Health workforce. Largely, modern health care systems lack robust strategies to identify and utilize employee talent essential to help attain organisational citizenship. The study reviewed the relevancy and effectiveness of talent management practices i

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Jara-Álvarez, Gonzalo Xavier, Patricia Janella Salgado-Ortiz, Erika Stephania Santander-Salmon, and Betty Maribel Quiñonez-Cabeza. "Estrategias de diversidad e inclusión en procesos de reclutamiento asistidos por IA." Revista Científica Ciencia y Método 2, no. 4 (2024): 50–62. https://doi.org/10.55813/gaea/rcym/v2/n4/53.

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The study critically explores the impact of artificial intelligence on recruitment processes, focusing on its ability to reproduce historical biases that affect employment diversity. Through a literature review of research and policy documents between 2013 and 2024, strategies aimed at mitigating algorithmic bias were identified, including fairness audits, use of balanced data, de-biasing techniques, and multidisciplinary team building. The findings reveal that no single measure is sufficient and that effective deployment requires a combination of technical practices and organizational framewo

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Crowley-Henry, Marian, Edward P. O'Connor, and Blanca Suarez-Bilbao. "What goes around comes around. Exploring how skilled migrant founder–managers of SMEs recruit and retain international talent." Journal of Global Mobility: The Home of Expatriate Management Research 9, no. 2 (2021): 145–65. http://dx.doi.org/10.1108/jgm-01-2021-0003.

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PurposeThis micro-level study unpacks the recruitment and retention of international professionals to small and medium-sized enterprises (SMEs). The study highlights the influence of the founders' international experience when applying organisational-level (meso) policies and practices. With their insider experience as skilled migrants, we share how the founders in each of the SMEs mobilised career capital into human resource management (HRM) strategies.Design/methodology/approachCombining literature on SMEs and skilled migrants' careers, we draw upon intelligent career theory to illuminate th

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Baker, Andy Lee. "Querying candidates via social media during the recruitment process of employees in hospitality businesses." International Journal of Social Sciences and Education Research 11, no. 1 (2025): 36–44. https://doi.org/10.24289/ijsser.1654194.

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Integrating social media in the recruitment process has transformed hiring practices in the hospitality industry. Given the sector’s high employee turnover rates and emphasis on customer service, hospitality businesses increasingly leverage platforms such as LinkedIn, Facebook, and Instagram to assess candidates beyond traditional applications. Social media allows recruiters to evaluate candidates’ professional background, communication skills, and cultural fit while also providing access to passive job seekers. However, ethical and legal concerns regarding privacy, bias, and discrimination re

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Singh, Megha, and Sanjeev Bhardwaj. "Talent Management Practices in Aligarh’s Emerging IT Sector: A Quantitative Analysis (2018–2023)." Integrated Journal for Research in Arts and Humanities 5, no. 2 (2025): 315–19. https://doi.org/10.55544/ijrah.5.2.43.

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Aligarh, a western Uttar Pradesh city, is evolving from its "Lock City" heritage into an IT hub, driven by Aligarh Muslim University (AMU) and the Uttar Pradesh IT and Start-up Policy 2020. This study examines talent management practices in Aligarh’s IT sector (2018–2023), focusing on recruitment, training, retention, and engagement amidst skill shortages and brain drain to hubs like Noida. Using a quantitative approach, 200 respondents from 10 IT firms, including TechBit Solutions, were surveyed via a 40-question, 5-point Likert scale questionnaire based on Collings and Mellahi’s (2019) frame

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Wang, Shijie. "Difficulties and Breakthrough Strategies in the Team Construction of Part-time Teachers in Application-oriented Universities." Review of Educational Theory 4, no. 4 (2021): 105. http://dx.doi.org/10.30564/ret.v4i4.3844.

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Strengthening the team construction of part-time teachers is required by the transformation and development of the universities, the realization of their goals of being developed into an application-oriented universities and their talent cultivation and long-term development . The existing problem regarding the part-time teachers in current application-oriented universities are the low proportion of part-time teachers, a shortage of high level part-time teachers, the absence of relevant laws and regulations, a lack of systematic policies or financial support for part-time teachers as well as t

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Harrisr, Lynette, and Carley Foster. "Aligning talent management with approaches to equality and diversity." Equality, Diversity and Inclusion: An International Journal 29, no. 5 (2010): 422–35. http://dx.doi.org/10.1108/02610151011052753.

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PurposeThe purpose of this paper is to examine the implementation of talent management interventions in UK public sector organisations.Design/methodology/approachThis paper draws upon the findings of a qualitative study of talent management in two UK public sector case study organisations.FindingsImplementing talent management was found to present particular tensions for public sector managers, particularly in terms of its alignment with well‐embedded diversity and equality policies and their own perceptions of fair treatment in the workplace. Despite an acknowledgement that the sector needs t

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Novilia, Fitri, and Syamsul Hadi Senen. "Talent Management Focus on Small and Medium Enterprises A Systematic Literature Review." West Science Social and Humanities Studies 1, no. 06 (2023): 336–45. http://dx.doi.org/10.58812/wsshs.v1i06.463.

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This systematic literature review explores the employee perspective on talent management within the context of Small and Medium Enterprises (SMEs) in Indonesia. Out of a total of 208 articles initially considered, the final analysis focuses on seven key articles for comparative evaluation. The research delves into various aspects of talent management, including recruitment strategies, employee development initiatives, and retention policies implemented by SMEs. The study aims to provide a comprehensive understanding of how talent management is perceived and experienced by employees in the uniq

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Dai, Luote. "Research on the Strategy for Constructing a Green and Low-Carbon Urban Ecosystem under the Dual-Carbon Strategy: A Case Study of Wenzhou, Zhejiang." Asia Pacific Economic and Management Review 1, no. 5 (2024): 76–82. http://dx.doi.org/10.62177/apemr.v1i5.70.

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Against the backdrop of global climate change and increasing environmental pressures, the dual-carbon strategy has become a significant national policy driving China's green transformation. This paper begins by emphasizing the importance of building a green and low-carbon urban ecosystem under the dual-carbon strategy and addresses key challenges such as immature green and low-carbon technologies, underdeveloped policies and legal frameworks, and a lack of human resources. Strategies proposed include strengthening the research and innovation of green and low-carbon technologies, improving rele

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Crespi-Vallbona, Montserrat, and Ester Noguer-Juncà. "The effect of technological changes in human resources policies. The case of hotel sector of Barcelona." Revista de Estudios Turísticos, no. 225 (September 11, 2023): 35–50. http://dx.doi.org/10.61520/et.2252023.5.

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The context of digital technologies and robotization has strongly influence over industry, especially over working environment. Hospitality sector does necessarily involve personal contact with clients. Therefore, in hotels, digital development represents a solution to improve operational processes, but it means a modification of recruitment and retention of talent policies. The purpose of this article is to analyse the real impact of digital transformation on the human resources policies, particularly in reception, room service and housekeeping departments, focusing on high quality hotels of

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Portillo, Alberto Escobedo, and Federico Julián Mancera-Valencia. "The Processes of Recruitment and Selection of Personnel: Between Objectivity and Subjectivity." International Journal of Social Sciences Perspectives 9, no. 1 (2021): 1. http://dx.doi.org/10.33094/7.2017.2021.91.1.8.

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This study is the result of reflecting on the importance of the processes of attracting human talent in organizations, in order to consider the relevance of social representations in hiring decisions. The research is qualitative, descriptive and documentary; The method of hermeneutics is used, and as a technique the collection and analysis of written information. The various resources to support the choice of candidates for a position - widely known - are discussed since, even so, some companies lack personnel to fit the profile of the position; There may be nepotism in hiring, discrimination

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Johnsy, Johnson, and George Gisa. "A Comparative Study on Recruitment & Selection Process in Big Four Accounting Firms." RESEARCH REVIEW International Journal of Multidisciplinary 03, no. 11 (2018): 348–52. https://doi.org/10.5281/zenodo.1490550.

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Recruitment and selection are often entitled as the talent acquisition in the organisation and it is one of the key components at the starting point of human resources in organisation. There are many factors which contribute to the company’s prosperity such as employee ability, education, skill, experience, personality traits and motivation. Efficient recruitment and selection process will boost the organisational growth. The main objective of this paper is to study the recruitment and selection process in the Big Four accounting firms. This research paper highlights the odds and evens o

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