Concept Of Talent Research Articles

Opportunities, Challenges and Countermeasures for the Construction of Talent-recruiting Project in Lanzhou in the New Era

Future competition is the recruiting of talents. The talent-recruiting project is constructed and implemented in Lanzhou while local government launches “Lanzhou talent program” on the basis of establishing a scientific talent concept. This program has improved the institutional environment and talent evaluation mechanism. At the same time, the government has adhered to the precision service and takes priority to build an innovation platform and the development of supportive measures for talent shortage, thus promoting the continuous optimization of the talent service environment. Based on it, Lanzhou has been gradually built into a place that talents yearn for. The talent-recruiting project has become a new driving force for Lanzhou to implement the innovation-driven and industrial transformation and upgrading in the new era.

Стратегия управления талантами как инструмент реализации эффективной кадровой политики

The article highlights the concepts of talent and personnel policy of an organization, provides an analysis of the author's interpretations of the definition of "talent" in the framework of human resource management of an organization. The characteristic of the process of forming a talent management strategy is presented, the differences between the personnel management in the traditional sense and the modern vision of talent management are given. The authors substantiate the role of talent management in improving the effectiveness of personnel policy.

Two conceptions of talent

In the liberal egalitarian literature, the concept of talent is inflected according to its use in broader arguments surrounding the nature of justice. In particular, sometimes talent is understood as a desirable inborn property, while at other times it is understood as a matter of inhabiting a favorable social position. Rawls’s arguments in A Theory of Justice provide useful expressions of these two very different conceptions of talent and their relationship to justice, and much of this paper involves an exploration of those arguments. The former sense of talent informs Rawls’s fair equality of opportunity principle: those with equivalent levels of talent and effort are to face similar prospects. According to the latter, what is significant about talent is not its innate origins, but rather its enabling the possession of desirable goods. This second sense of talent is implicit in Rawls’s difference principle: though it is arbitrary that the talented have the ability to command high wages, it is nonetheless fair to keep those wages because the worst off benefit most from that arrangement. In this paper I explore how the two conceptions of talent operate in these influential arguments, with the broader aims of clarifying the nature of talent and its relevance to social justice.

Proposal for a new talent concept based on socioformation

Although human talent is essential to achieve social and organizational development with a sustainable focus, its definition and features remain unclear considering humanity’s current challenges and the transformation towards the knowledge society. The purpose of this conceptual analysis is to propose a new definition of talent using socioformation as its basis. The methodology used was a hermeneutical analysis due to the lack of previous published works on the subject. The main results were: 1) the proposal of a new definition of talent as a complex process which focuses on solving contextual problems with relevant results for improvement of living conditions, based on competencies, laboriousness, complex thought, opportunities for inclusion, the ethical project of life, collaboration, and continuous improvement; and 2) the new approach is characterized by emphasizing collaboration, being inclusive, and having a systematic and procedural approach. We concluded that it is necessary to approach a new perspective of talent, which contributes to the formation of citizens committed to human development with an emphasis on environmental care, against which the proposal presented in this conceptual analysis, arriving from socioformation, is only an option for discussion.

The Status and Perception of the 5th Rank Deputy Director Promotion System

교육행정 환경이 변화함에 따라 공무원의 승진제도 방식도 바뀌었다. 교육행정공무원 사무관 승진제도의 경우도 시험제도에서 역량평가를 포함한 심사승진제도로 전환되고 있다. 이 연구는 문헌조사와 설문조사를 통해 얻은 자료를 종합하여, 지방공무원 사무관 심사제도의 변화 과정과 주요 요소를 파악하고 제도 운영에 대한 인식을 분석하였다. 교육청별 심사승진제도 운영 계획을 분석하여 제도변화와 구성요소를 파악하였다. 설문조사는 전국 17개 시도교육청 지방교육행정공무원을 대상으로 5급 사무관 심사승진제도에 대한 인식 조사를 실시하고, 그 중 3,485명이 응답한 자료를 분석하였다. 승진제도에 대한 전반적인 인식(문제점과 적합성)과 집단 간(지역, 근무기관, 연령, 경력) 인식 차이를 분석하였다. 연구의 결과는 교육청의 인재상과 비전에 따른 공무원의 필수 역량 구축 등을 통한 역량평가의 수용성 개선, 생애주기별 역량 모델링 및 교육훈련, 역량평가에 대한 체계적인 학습 기회 제공 등 다양한 노력의 필요성을 제시하였다.The civil officers’ promotion system has changed as educational administration environment changed. The promotion system for deputy directors(5th level) of local education agencies changed from requiring promotion exams to having a promotion system with capabilities approach. This research examined the process and main factors of the promotion system development by synthesizing the related literature as well as conducing a survey on the perceptions of the promotion system management. It analyzed the deputy director promotion plans of 17 local agencies in order to analyze the promotion system’s current status and components. A survey was conducted targeting 67,132 local education agency officers on their perceptions of the promotion system and procedures. The result, based on the 3,485 participants’ responses, was analyzed for general perceptions (problems and appropriateness) and groups differences (based on regions, organizations, age, and career experiences) in terms of their perceptions. The results indicated local education agencies need to develop their own concept of talent and core competencies which accord with their organizational vision and purpose in order to increase the officers’ receptivity. They also may create life cycle of capability modeling and educational programs in order to provide systematic learning opportunities.

French Insights on Defining and Managing Talents

Research on the topic of talent definition and talent management historically comes from Anglo‐American countries, but the importance of the specific context where these notions emerged often goes unacknowledged. The objective of this research is to clarify the meaning of talent as well as to examine talent‐management practices in France, investigating the possibility of a unique French approach rooted in a different initial context. Based on 39 interviews conducted among employees of 26 global French companies, this study highlights the French idiosyncrasies of the notion of talent: the reconsideration of traditional high‐potential profiles, the preference for insiders, concern about the effects of segmentation, and the role of talents in helping others develop into talents. Accordingly, the multidimensional concept of talent can be refined for a single dimension (the exclusive/inclusive one) and then extended by adding new dimensions. Finally, this article considers the implications of these findings for the managers of French companies, for human resources professionals, and for talents themselves.

اتجاهات العاملين في المنظمات الخيرية بمنطقة عسير نحو الکشف عن الموهوبين Attitudes of workers in charitable organizations in Asir towards the identification of talented

هدف الدراسة الحالية إلى التعرف على اتجاهات العاملين في المنظمات الخيرية بمنطقة عسير نحو الکشف عن الموهوبين وتکونت العينة من (119) شخصا من العاملين في الجمعيات الخيرية، تم اختيارهم بالطريقة القصدية. وإستخدم الباحثان استبانة تم إعدادها لهذه الغاية وتکونت من خمسة محاور وعرضت على مجموعة من المحکمين واستخرج الباحثان لها صدق البناء وطبقت معادلة کرونباخ ألفا لحساب ثباتها حيث تتراوحت ما بين (0.82 - 0.87) . وکان من أهم النتائج التي توصلت اليها الدراسة إلى العديد من ومن أهمها ما يلي: 1- مفاهيم الموهبة الأکثر تأييدا هي أن الموهبة تظهر على صاحبها وأنها استعداد فطري للنبوغ بشهادة خبراء المجال. 2- أهمية الکشف عن الموهوب کونه يعد ضرورة لرعايته وتمکينه من النبوغ في مجال نافع. 3- خبراء المجال هم الأکثر تأييدا في القدرة على الکشف عن الموهوبين بدقة وموضوعية. 4- الأندية بأنواعها ومؤسسات کل مجال هي المسئول عن الکشف المبکر عن الموهوب. 5- من المهم أن يبادر المهتمون بالموهوبين بتأسيس منظمة خيرية لرعاية الموهوبين والکشف عنهم للحاجة الماسة لذلک. وقد خرجت الدراسة بعدة توصيات ومنها: 1- تفعيل دور المنظمات الخيرية في الکشف عن الموهوبين ورعايتهم کون ذلک هام جدا من وجهة نظر العاملين فيها. 2- توعية العاملين في المنظمات الخيرية بأهمية الشراکة مع المؤسسات المعنية بالکشف عن الموهوبين من خلال الندوات وتبادل الزيارات. وکان من أبرز مقترحات الدراسة ما يلي: 1. القيام بدراسات مقارنة لنماذج منظمات خيرية محلية وعالمية في مجال رعاية الموهوبين. 2. القيام بإعداد تصور مقترح لمنظمة خيرية رائدة في مجال رعاية الموهوبين في مجال محدد. 3. القيام بإعداد دراسة لحصر البرامج النوعية النموذجية لدى المنظمات الخيرية بالمملکة العربية السعودية الخاصة بالکشف عن الموهوبين ورعايتهم. The aim of the present study is to identify the attitudes of workers in charitable organizations in Asir region towards the identification of talented people. The sample consisted of (119) persons working in charitable societies. The researchers used a questionnaire prepared for this purpose and consisted of five axes and presented to a group of arbitrators and the researchers used the Kronbach alpha equation to calculate its stability, which ranged between (0.82 - 0.87), and was the most important results of the study to many of the following: The most favorable talent concepts is that talent appears on its owner and that it is an inherent willingness to emerge as testimony of the experts of the field. The importance of disclosing the gifted as it is necessary for his care and enable him to emerge in a useful field. The field experts are most supportive in the ability to detect talented accurately and objectively. Clubs of all kinds and institutions of each area is responsible for the early identification of talented. It is important that those interested in gifted initiative to establish a charitable organization to care for the gifted and disclose them to the urgent need to do so. The study came up with a few recommendations including: Activating the role of charitable organizations in detecting and nurturing talented people, as this is very important from the point of view of its employees. Raising the awareness of the employees of charitable organizations on the importance of partnership with the concerned institutions to detect talented people through seminars and exchange visits. The most prominent proposals of the study were as follows: 1- Conducting comparative studies of the models of local and international charitable organizations in the field of gifted care. 2- Prepare a proposed concept for a leading charity organization in the field of gifted care in a specific area. 3- Preparation of a study to identify the qualitative programs of the charitable organizations in the Kingdom of Saudi Arabia for the identification and care of the gifted.

The talent quest – comment on Baker & Wattie

Explaining exceptional human performance remains problematic. Baker & Wattie (2018) explored the value of innate talent as underlying cause for excellence in sports. Although the absence of the influence of biological genetic influences cannot be confirmed or rejected, it is recommended to discuss this topic while taking into account the time-depending sport-specific context. Moreover, if, as Baker & Wattie (2018) concluded, the concept of talent has limited utility to the world of sport, the use of the predicate ‘talent’ might better be reconsidered in practice.

TALENT RETENTION, ATTRACTION AND THE REQUIRED FUTURE SKILLS FOR EMPLOYEES IN WINNING CITIES IN RURAL REGIONS

TALENT RETENTION, ATTRACTION AND THE REQUIRED FUTURE SKILLS FOR EMPLOYEES IN WINNING CITIES IN RURAL REGIONS

Exploring the links between talent philosophies and talent management in service organizations

PurposeIn line with recent trends in the human resource management literature that address talented employees and their management, the purpose of this paper is to examine the associations between talent philosophies (innate/developable and exclusive/inclusive) and the way talent is identified and assessed in the context of service organisations.Design/methodology/approachA structured questionnaire was administered in shipping companies located in Greece and 125 questionnaires suitable for further use were collected. Moreover, the measurement instruments of the constructs under examination were adopted from relevant studies in the literature. Finally, the data were analysed through exploratory factor analysis and multiple regression analysis.FindingsThe findings showed that the different talent philosophies impact upon the way talent is managed (i.e. identified and assessed). Specifically it was found that managers who adopt mainly innate and exclusive talent philosophies tend to rely more on their first impressions in the identification of talent and to focus in a greater extent on their personal judgment rather than standardized procedures in talent assessment.Originality/valueDespite the increased academic voices on exploring the concepts of talent and talent management in the context of business organisations, the field is still lacking empirical evidence. Therefore, this study contributes to the limited empirical studies on talent issues and provides evidence on the links between the dominant talent philosophies and the way talent is identified and assessed in organisations.

Creative capacity of European countries

In the paper we study creative capacity of 28 European countries in the period 2005–2014. We construct a creativity index based on the 3Ts concept of talent, technology and tolerance as the key components of the creativity. Our index is measured and calculated with both the cross-section and the time series dimensions, which is an important contribution compared to other studies. We have demonstrated relatively stable rankings of the countries in time, even though the creative capacity measured by our creativity index was gradually growing in time with varying rate of growth for individual countries. We have also shown evidence that the creative capacity is clustered geographically. The creativity index was compared to World happiness index, GDP per capita and Human development index. We have replicated earlier cross-sectional analyses and shown the relatively strong correlation. However, we show that the picture is different for changes within individual countries. Here we demonstrated lack of correlation between creativity and GDP per capita or World happiness index.

Learning to Become a Science Talent

The article focuses on the concept of talent and its enactment in a science talent program. The article investigates how students become a particular kind of knowing subject through their participation in a science talent program at the Mærsk McKinney Science Centre in Denmark. Drawing on concepts from new materialist studies (Latour 1993; Blok & Ellgaard Jensen 2009; Fox & Alldred 2017) the article explores the relationship between the possibilities for distribution that are offered to the participants, and the ways in which the participants respond by centering and decentering within the talent network (Mialet 2008, 2012). The study contributes to our understanding of, how the increased focus on talent development in many national educational systems influences basic preconceptions of what a science student is and how the knowing subject in society should treat science, by looking into the micro-politics of talent development.

Examining the Talk about Talent Management to Contextualise Multiplicity in the Meaning of Talent

Although talk about talent permeates corporate discourse, empirical studies that examine definitions of talent concepts within organisational boundaries are rare. The literature has generated impor...

İşveren Markası ve Yetenekli Çalışan Etkileşimi - Employer Brand and Talented Employee Interaction

Employer brand is a matter so highly important that cannot be neglected and will be taken in agendas by enterprises since it is a process to create a brand for currently working and potential employees. The purpose of this study is to uncover the interaction of employers' brands with talented employees. The interaction of these concepts with each other was evaluated and the interaction between the employer brand and talented employees was tried to be explained. Semi-structured negotiations were held with human resources managers working in various sectors, employing talent management and employer branding in business processes. The study lasted a total of 5 months between January and May 2017 and interviews with 21 human resource managers were conducted. In the study, analyzes were made on qualitative data by using Maxqda 11 software program. As a result of the research, it has been seen that the concept of talent and brand personnel relation is used intensively.

Systematizing coaches’ ‘eye for talent': Player assessments based on expert coaches’ subjective talent criteria in top-level youth soccer

Although talent selection in professional soccer mainly relies on the subjective judgment of scouts and coaches, little is known to date about top-level soccer coaches’ conceptions of talent. Drawing on a constructivist approach, this mixed method study intends to give an in-depth insight into coaches’ subjective talent criteria and to investigate the validity and reliability of their player assessments based on these criteria. Five national youth soccer coaches were examined using semistructured inductive interviews and the repertory grid technique. The results reveal experienced soccer coaches’ subjective talent criteria and indicate the multidimensional nature of their concepts of talent. There is a high correlation (−.57 ≤ rs ≤ −.81) between the coaches’ assessment of their players based on their own talent criteria and their previous evaluation of these players’ overall potential, indicating criterion validity. Repeated evaluations of the players according to a coach’s talent criteria display an adequate test–retest reliability over a period of 10 weeks.

Role of the human talent in total quality management–performance relationship: an investigation in the transport sector

Recognising the importance of the human factor in all quality management systems and following the recent trends in the human resource management (HRM) literature that address the concept of talent, this study aims to investigate whether the adoption of the total quality management (TQM) philosophy inside service organisations leads to performance gains while taking into account the role of the human talent philosophies. A structured questionnaire was developed and distributed to maritime companies located in Greece and responses were collected mainly from the Quality and Safety managers. Finally, 199 usable responses were obtained. The data were analysed through structural equation modelling and multi group analysis. The findings confirm the positive association between TQM and performance and clearly indicate that the form of this relationship is influenced by the different perceptions with regard to the exclusive/inclusive nature of talent. This study adds to the limited empirical evidence on talent-related issues and constitutes one of the very first attempts to explore the critical role of the human talent – a very innovative concept in the HRM literature – in influencing the way quality management efforts ultimately yield positive performance outcomes.

From the Arts to Action Theory: The Sociological Work of Pierre-Michel Menger

This article is an attempt to show the originality of Pierre-Michel Menger's sociological work through the study of his theoretical trajectory. A useful starting point can be found at the fruitful intersection between the analysis of professions and the justification of public policies. For instance, contemporary serious music depends on public subsidies even though there is as yet no public demand for it. The actors involved must make decisions about the future in an uncertain world, a theme that serves as the guiding thread of Menger's major book, Le travail créateur. How should sociology consider the uncertainty that rules inter-individual adjustments? That is the task that an innovative social science must undertake. Menger does not import economic reasoning into his sociology, but confronts these approaches while maintaining a critical tension between them, a position that sets him apart from the partisans of rational choice theory. Menger's research program is ambitious, but two questions remain: What is the status of history within the model under construction? And how can we obtain a clearer vision of the concept of talent, which often remains a black box?

4. Valorizations of Theoretical Models of Giftedness and Talent in Defining of Artistic Talent

Abstract Artistic talent has been defined in various contexts and registers a variety of meanings, more or less operational. From the perspective of pedagogical intervention, it is imperative understanding artistic talent trough the theoretical models of giftedness and talent. So, the aim of the study is to realize a review of the most popular of the theoretical models of giftedness and talent, with identification of the place of artistic talent and the new meanings that artistic talent has in each one. Research methodology requires a meticulous documentation and access to primary bibliographic sources. The investigation allowed us to notice that most of the models and theories of giftedness explain the phenomenon through its multidimensionality, and in this context the concept of talent is considered or component of giftedness (Feldhusen), or the concepts of giftedness and talent are discussed as synonymous (Tanenbaum, Renzulli, Heller), or the concepts of giftedness and talent are considered as distinct (Gagne). There are authors who approach the concept of giftedness without any mentioning of talent (Gardner, Sternberg). From the contribution of theoretical models of giftedness and talent to understanding of artistic talent we mention: Feldhusen describes the creative-artistic talent in the classification of the talents by their relationship with curriculum areas; Tanenbaum also carries a classification of talent by their contribution to society and considers the artists, the musicians, the actors and the writers as talents that beautifies the world, calling them “surplus talents”; Gagne, who discuss the phenomenon from the perspective of human skills development and who places the giftedness at the potentiality pole and the talent at the performance pole, includes the artistic talent on the list of various types of talents and explain the factors involved in its development; Heller, Ziggler provides explanations of talent development in the light of a new research in the field of expertise, and we can particularly apply to the artistic talent. The results of the present research are the starting point of a personal trail of understanding of artistic talent, indispensable for theoretical and/or applicative approaches of any researcher interested in the psycho-pedagogy of excellence.

Concept of Talent on the Doctor of Korean Medicine to Pursue University Education in Vocational Performed for Korean Medical Doctor

Apparently, in the field of Traditional Korean Medicine(TKM), lots of papers have been published and they have helped TKM grow quantitatively. But from the inside, there has been a lot of problems like the gap of theory and practice, doubts about necessity of basic theory, and lack of internal communication. There could be many reasons for it, but it could be considered due to the lack of ideal talent that should be goal of teaching and performing TKM. In the field of TKM, the absence of ideal talent of Korean medical doctors(KMD) and inferior social position of KMD than Medical Doctors(MD) has beeb derived from the laws promulgated in Japanese Occupation. These days, KMD should have ability for diagnosis of diseases as primary care and capability for diagnosis and treatment based on TKM theory, therefore careful study of basic theory of TKM is necessary.

Nurture, nature and some very dubious social skills: an interpretative phenomenological analysis of talent identification practices in elite English youth soccer

This paper reports qualitative findings regarding the concepts and practices utilised in talent identification (TI) among professional coaches working in English youth soccer. Using interpretative phenomenological analysis, detailed interviews with seven such coaches are explored, with a view to elucidating the links between understanding, practice, experience and professional context. Findings reveal three superordinate themes, relating to (1) a primarily ‘nurtured’ and trainable understanding of the broad concept of talent itself, (2) an ostensibly contradictory model of semi-static player psychology, and (3) a highly selective mechanism for separating evidence for ‘mental strength’ and ‘social skills’. It is contended that these findings underscore a case for more thorough interrogation of the real worlds inhabited by coaches, such that ideas about ‘good practice’ in TI might be more effectively reconciled with grounded knowledge of the practical everyday necessities of being a coach.