Concept Of Talent Research Articles

The Application of Chinese Traditional Talents in International Chinese Education

Chinese traditional talents are integral to China's rich cultural heritage. In the context of contemporary international Chinese education, there are pressing issues in the application of these talents. This paper analyzes the advantages and shortcomings of Chinese traditional talents in international Chinese education, utilizing the "cultural triangle" methodology to propose a streamlined "Chinese Traditional Talent Triangle" comprising talent concepts, activities, and products. Using specific talents such as "tea art" and "Chinese opera" as exemplars, it puts forth design and assessment strategies for the implementation of the Chinese Traditional Talents. Additionally, it offers insights for optimizing the dissemination and application of Chinese traditional talents: Designing Chinese traditional talent courses with a focus on "language skills +vocational proficiency"; enhancing the competence of International Chinese language teachers in Chinese traditional talents; fostering "talent concepts": innovating the "talent activities" platform and "talent products" brand.

Unveiling the Dynamics of Human Capital Valuation: Insights from Human Resource Accounting

In the contemporary knowledge economy, the value of enterprises increasingly hinges on the quality of their human capital. Human Resource Accounting (HRA) emerges as a pivotal field, offering methodologies to quantify, evaluate, and manage human capital effectively. This paper delves into the theoretical underpinnings of HRA, exploring models such as Human Resource Cost Accounting and Human Resource Value Accounting. Additionally, it examines the challenges hindering the widespread adoption of HRA, including theoretical immaturity, limited understanding, integration issues with corporate culture, cautious information disclosure, assessor competence deficiencies, and weak enterprise talent concepts. Strategies to overcome these challenges are proposed, encompassing enhancements to the theoretical framework, information technology proficiency, competence of accounting personnel, optimization of HR department functions, and refinement of legislation. By addressing these challenges and implementing strategic solutions, enterprises can effectively leverage human resources to achieve sustainable development and navigate the complexities of the modern market environment.

Towards the conceptualization and the operationalization of the construct of talent management

PurposeThe purpose of the paper is to afford a comprehensive conceptualization and operationalization of the construct of talent management through an inclusive exploration of conceptual clarifications for existing confusions while developing a complete measuring instrument.Design/methodology/approachThe archival method was adopted together with a systematic review based on Khan et al.’s (2003) five steps of systematic literature review. The systematic review has encircled published research articles between 1982 and 2023 in the human resource management (HRM) arena. A total of 130 articles were initially scrutinized, and 106 were systematically reviewed to conceptualize, operationalize and explore clarifications for confusions and instrument development for talent management.FindingsThis study explored conceptual clarifications for existing confusions towards talent management while recognizing definitions that come under the main philosophical schools for the underlying concept of talent. A novel practical definition has been established for talent management while recognizing dimensions, and then certain elements. A comprehensive instrument has been developed to measure talent management.Research limitations/implicationsThis study is limited to instrument development in measuring talent management; nevertheless, there is an enormous scope for using the instrument to empirically measure talent management through organizational and employees perspectives linked to diverse global contexts in future studies.Originality/valueThe developed comprehensive instrument is a vibrant contribution to future investigations related to empirically measuring talent management associated with organizational and employee perspectives related to diverse global contexts in winning “war for talent.” This study endows a significant input to the whole frame of HRM knowledge as it resolves existing conceptual ambiguities towards talent management while defining and operationalizing it.

Work-integrated (adult) learning: Un-stigmatizing blue-collar adult learners in Singapore by embracing visibility

‘Continuous meritocracy’ was introduced in Singapore to redefine the concepts of talent and ability in Singapore society. This expanded meaning of meritocracy serves as another way to further support the SkillsFuture Singapore movement (Skillsfuture Singapore, 2023b), which was launched in 2016. ‘Continuous meritocracy’ complements Work-Integrated Learning (WIL) programs, which were to provide adult learners opportunities to integrate practical work experiences with academic learning. However, to fully operationalize WIL in the domain of adult learners, this paper points out that it is vital for the Singapore government and the different stakeholders to endorse the different forms of successes by making them more visible in the society. Utilizing Pierre Bourdieu’s key theoretical concepts, this paper discusses the relationship between blue-collar adult learners’ dispositions and WIL and proposes an ecosystemic approach that is based on work-integrated (adult) learning (WIAL) to transform the Singapore blue-collar workers’ habitus with the aim to visualize ‘continuous meritocracy’ at the ground level.

자유전공학부 운영 현황 및 학생 특성 분석에 관한 연구

This thesis aims to guide the future development of the liberal studies system in Korean universities. It assesses the current state of universities with this system and analyzes student characteristics. The study delves into the concept of talent, educational goals, and main programs of liberal studies institutions in Korean universities. Additionally, it scrutinizes the talent concept, vision, and educational goals of I University's Liberal Studies Division, exploring concrete education programs. The research also examines traits of Liberal Studies Division students, surveying freshmen on motivation, satisfaction, participation, commitment, major decisions, and preferences. To establish the liberal studies system, the study suggests recognizing the tradition and value of liberal education, designing a systematic curriculum, implementing theme-centered classes for active student participation, and devising customized support strategies for rational major choices.

THE OPINION OF YOUTH SOCCER COACHES ABOUT TALENT SELECTION FOR SOCCER

Society and clubs invest a lot of effort, time and money to discover young people who have the potential to develop into top athletes. But, there are still many questions about a universal theoretical approach, agreed terminology and possible characteristics of talent that would bring practical benefit.The purpose of this paper is to clarify the essence of talent concept in sports and to evaluate the degree of agreement between the opinions of Serbian youth soccer coaches on the important issues of detection, identification and selection of talented soccer players in comparison with other researches. 161 youth soccer coaches with a high level of competence participated in the survey.The word talent is often heard in everyday speech to emphasize the qualities or skills of a young person who achieves above-average results in a certain field. There is no universal definition of talent. Over time, talent concept expanded and dynamized, so that today talent is approached multidimensionally, assessed holistically, and a conclusion is reached with a certain degree of probability. Coaches traditionally select players based on personal taste, observing movement patterns in the game and using their intuition based on experience, and using test results to monitor changes in morphological characteristics and motor skills. In addition to the existence of a disposition for the development of appropriate abilities, strong motivation and a favorable environment with an optimal training process are needed to realize the talent according to the planned outcome in the form of a competitive result. A reliable judgment about the ultimate range of a talented athlete is hindered by intense developmental changes in childhood and youth, due to which talent changes its structure. Further research should be focused on discovering the main and secondary components of giftedness, their interconnections, influences and changes during childhood and youth. This topic raises many questions such as: How not to stifle the individuality of talent? Would the discovery of the undiscovered make the game of soccer lose its charm?

PERSONNEL MANAGEMENT RESEARCH METHODOLOGY: THEORETICAL AND SCIENTIFIC ASPECTS

Modern human resource management not only inherits all the functions of previous personnel management, but also strengthens the management of employees with a number of scientific methods, such as job analysis, human resource planning, recruitment and selection, performance appraisal, salary management, personnel training, career development planning. etc. in order to increase labor productivity and achieve the goal of enterprise development. It was determined that the strategic management of human resources is an important factor in achieving the strategic goals of the organization. This is a combination of unity and adaptability in the management of human resources, which must be in accordance with the strategy of the organization and its strategic needs. It is suggested that educational institutions pay special attention to career development and personnel management in the field of human resource management, so that teachers and staff can continuously grow and develop, providing a source of strength for the development of the institution. To motivate employees, management should pay attention to health factors, working conditions and wages, combine material incentives with spiritual potential, stimulate the work of employees, maintain enthusiasm and potential, develop and strengthen abilities, encourage creativity through scientific and rational relationship between staff effort and performance, and the relationship between reward and personal attractiveness. The participation of personnel in the management of the organization can significantly increase the enthusiasm and provide the necessary support for the reform of human resources management, i.e. replacing it with a new concept of talent.

The Idea of Merit: Delineation and Challenges

The idea of merit is at the core of intense contemporary debate related to social justice in general and meritocracy in particular. In this paper, I aim to differentiate the notion of merit from two other notions with which it is often mistakenly identified, namely the concepts of talent and achievement. Here, I define “merit” as the value of an action that 1) is imputable to a subject‘s free conduct, 2) implies some sort of effort, and 3) is oriented towards a good. Merit so understood is a valuable phenomenon considered from various perspectives, and therefore the subject who has it deserves to be properly recognized. But, more importantly, this merit is valuable in a sense that is different from the value attached to talent and achievement. We should therefore try to recognize the three of them according to their specificity. I conclude by signaling some problems and limitations associated with the idea of merit that, on the one hand, contribute to the aforementioned confusion and, on the other hand, show that the principle of merit must not be absolutized to the detriment of other forms of value (including talent and achievement).

Defining talent in management science: Does it really matter?

Talent management has a long scientific trajectory of interest both in organizational and academic dimensions. Over the years, the talent concept has evolved, becoming a managerial phenomenon implemented to different sectors, yet, there is a debate in the context of defining talent, with no agreement as to the semantic concept. Moreover, many publications do not even make any effort to define the talent which, however, does not prevent them from proving the existence of various relations between talent management and other economic phenomena – and this does not merely apply to the academia. Both scholars and practitioners face unfettered freedom in the formulation of what elements constitute the term of talent and its meaning, creating the subject literature, some of which vague and biased, and an extensive analysis of contemporary contribution is lacking. As a consequence, ‘t contributor_role="author"alent’ has become whatever the researcher or practitioner established it to be, creating a path towards scientific chaos. To address this gap, the author proposed an SLR and bibliometrics study of 235 articles published in 71, IF-ranked management journals, from January 1966 to July 2021. There are three objectives of this paper: to analyse definitions of talent aiming at their clarity and unambiguity, to identify trends, and to estimate the future research directions in this area. Finally, as the first attempt of this kind in the domain of science to determine whether there is a need for defining talent to achieve the research goals. As such, this is a new perspective on the existing state of knowledge and it meets the aim and scope of Argumenta Oeconomica.

Cultivating intellectual abilities and talents: The ‘forgotten’ Catholic contribution

The notion of the human person, together with the importance that the Catholic community has, since its inception, given to the educational enterprise, has led various authors, including Augustine, Abelard, and Aquinas, among others, to reflect on the meaning of intellect and talents and their effects on education. Yet such reflections were never standalone considerations but rather built in dialogue, and at times in confrontation, with the classics and secular treatises of the time. After outlining how the Catholic community conceptualizes the human person, this paper will touch upon the concepts of talent as developed and dealt with during the 12th century. The latter period has been chosen on the basis of the developments in pedagogical thought and practices. The paper aims to critically analyse the notion of ‘ingenium’ (understood as talents, innate abilities) against the main philosophical and pedagogical thought that has animated Catholic educational practices.

Core Competency Modeling for Elementary Artificial Intelligence Education

본 연구는 인공지능 교육이 공교육에 도입되기 시작하는 초등학교 고학년을 대상으로 인공지능 핵심역량을 모델링함으로써 인공지능 시대의 인재상을 명확히 하고, 인공지능 교육의 방향성 수립에 기초를 제공하는 것을 목적으로 한다. 이를 위하여 전문가 일대일 면담, 포커스 그룹 인터뷰, 델파이 조사 등 의견수렴 및 타당화 과정을 반복적으로 실시하였고, 이러한 과정에서 초등 인공지능 교육의 핵심역량 구성요인을 도출하고 타당성을 검증하였다. 인공지능 교육 핵심역량은 ‘인공지능 이해’ 범주에 15개 역량, ‘인공지능 윤리’ 범주에 8개 역량, ‘인공지능 사회정서’ 범주에 8개 역량이 포함되어 총 3개 범주 31개 역량이 도출되었다. 최종안에 대한 델파이 조사결과, 전체 응답평균 3.66/4점, CVI 평균 0.930, CVR 평균 0.863으로 CVI 최솟값 0.70과, CVR 최솟값 0.455를 상회하는 등 높은 공감대를 획득하였다. 특히, ‘인공지능 이해’ 범주의 ‘AI 인지’와 ‘AI 활용’, ‘인공지능 윤리’ 범주의 ‘AI 윤리 문제인식’, ‘인공지능 사회정서’ 범주의 ‘인간-AI 협업’과 ‘능동적 자기관리’ 역량의 타당도와 중요도가 높게 나타났다. 본 연구는 초등 맥락의 인공지능 교육 핵심역량 모델링을 통해 인공지능 이해 교육을 넘어 인공지능 윤리와 사회정서 교육까지로 시야를 넓히는데 기여하고자 하였으며, 초중등 인공지능 교육의 체계를 마련하는데 기초를 제시하였다. 또한 인공지능 교육에 역량중심 융합교육을 도입할 수 있도록 토대를 마련한 것에 의의를 가진다.The purpose of this study is to clarify the concept of talent for the artificial intelligence era and to provide the foundation for designing the directivity of artificial intelligence education by modeling core competencies for upper grades of elementary school students where artificial intelligence education is initiated in public education. To this end, experts one-to-one interviews, focus group interviews, and Delphi surveys were repeatedly conducted, in which process, core competency components of elementary artificial intelligence education were derived and validated. The core competencies of artificial intelligence education included 15 competencies in the ‘artificial intelligence understanding’ category, 8 competencies in the ‘artificial intelligence ethics’ category, and 8 competencies in the ‘artificial intelligence social emotions’ category, resulting in a total of 31 competencies in 3 categories. As a result of the Delphi survey on the final draft, the overall response average was 3.66/4 points, the CVI average was 0.930, and the CVR average was 0.863, which exceeded the CVI minimum value of 0.70 and the CVR minimum value of 0.455. In particular, the validity and importance of the competencies of 'AI awareness', 'AI utilization' in the 'artificial intelligence understanding' category, ‘AI ethics problem recognition’ in the 'artificial intelligence ethics’ category, and 'human-AI collaboration', 'active self-management' in the 'artificial intelligence social emotions' category were found to be high. This study attempted to contribute to expanding the perspective beyond artificial intelligence principle education to artificial intelligence ethics and social-emotional education through modeling of core competencies for elementary schoolers and presented the basis for the systematic perspective of artificial intelligence education. It is also meaningful to lay the foundation for introducing competency-based convergence education into artificial intelligence education.

초등 예비교사의 핵심역량 잠재프로파일 분석: D교육대학교 사례를 중심으로

The purpose of this paper was to develop the core competency scale for primary pre-service teachers based on the concept of talent and key competencies constructed by D university of Education, and also to describe its psychometric evaluation. After implementing the core competency scale developed for 544 primary pre-service teachers, average analysis and potential profile analysis were performed according to gender and grade. The analysis results are as follows. First, There was no statistically significant difference in the mean by gender and grade in all competencies except for the teacher’s characteristics competency. Second, the latent profile analysis was applied based on the developed the core competency scale, and as a result, six latent groups were derived. In detail, latent group 1(5%) showed all core competencies were low, and in particular, teacher’s characteristics competency was found to be extremely low. In group 2(12%), teacher’s characteristics competency showed a value close to the average. Group 3(15%) is a group with a lower-than-average teacher’s characteristics competency. Group 4(30%) showed a slightly higher level of teacher’s characteristics competency than average, and group 5(23%) had all core competencies slightly higher than the average. Group 6(16%) showed the overall core competency was higher than the average. Finally, the effectiveness of customized competency training was discussed.

The Role of Talent Management in the Management of Contemporary Hotels

In the dynamic environment of the tourism industry, especially in hotel management, a properly implemented concept of talent management has a significant impact on attracting, hiring, developing, and maintaining outstanding, talented employees in order to develop long-term. The main goal of the article is to determine the role of talent management in the management of contemporary hotels. Based on numerous sources, the authors argue that the approach to talent management in hotels leads to more effective use of human resources and builds a competitive advantage. In the first part of the article, the authors explain the concepts of talent and talent management and highlight the importance of talent management in human resources management. The next part describes the special role of managers in the process of talent management in hotels. Next, the authors present the employment in the hotel industry in EU countries; in the last part of the article they indicate mistakes and challenges related to the talent management in the hotel industry.
 Challenges in the field of talent management basically apply the entire process, managing the whole talent flow (entry, learning, development, compensation, analysis and evaluation, and exit). One of the biggest challenges in the field of talent management are attracting talented employees and positioning the organization (hotel) as a desirable employer and systematic building and updating the organization’s talent map, with an indication of the strengths and weaknesses of talented employees as well as the possibilities and limitations of their development.

A tehetségfogalom változásai és a tehetségazonosítás

This study analyzes the main conceptual changes in the public perception of talent and talent identification with a historical approach. It shows that the concept of talent has moved away from intelligence tests in a much more complex direction today. It indicates that the social context of talent and the topics of talent management have become much more important than before. The debate between the concepts of egalitarian and elitist talent is philosophically rooted, so it cannot be resolved by empirical research. The analysis also provides a brief overview of the current state of the test industry used to identify talent, with particular reference to the paradigms behind the tests. Finally, the study argues for the need to innovate methods for talent identification.

Is Generation Z changing the understanding of HR work?

This article aims to determine whether and how an increased entry of Generation Z could impact HR work. To answer this, two hypotheses were formulated. Afterward, an extensive literature search was carried out on various databases, with the search results being narrowed down step by step using two selection criteria. The finally selected literature, focusing on German-speaking areas, was then evaluated through qualitative content analysis. First, it was found that the research results on Generation Z are not as uniform as one might assume from the first impression, especially since there is also a tendency in the studies to prefer to interview students. However, it seems that the individual consideration of employees and communication with them will increasingly be demanded by them and thus become the focus of HR work, regardless of whether the employee is a talent or not. This fundamental claim could lead to the fact that the considerations regarding an exclusive or inclusive Talent Management approach are no longer expedient or even rather obstructive, especially since talent management in its current form has apparently not yet arrived at many companies even after more than 20 years. Considering the definition problem of the concept of talent alone, this is not surprising. The advantage of Talent Management over HR Management is that some main tasks from HR management are linked together. However, due to the framework conditions, all employees must be considered individually, and it could make sense to rename inclusive Talent Management to Employee Management. In that case, exclusive Talent Management is understood solely as Talent Management (methodological level), and both terms could be summarized under the generic term Human Resources Management (didactic level). This would result in a hierarchy of terms in which the terms are clearly distinguished from each other. Furthermore, the sharpening of the terms and the concentrated summary of essential aspects of personnel work (see Figure 3) should also make it easier for managers who are inexperienced in personnel work to carry out Human Resources Management. This article aims to contribute to the sharpening of theoretical concepts to facilitate their practical implementation. The article is suitable for entrepreneurs, executives, HR specialists, and academics.

Academic establishment of the new law-enforcement talent management system I. Gifted individuals in the world of work

Gifted workers form a special group within the work organizations. Their complex intellectual abilities, special behavior and personality characteristics allow a unique way of seeing things. This is the basis for deviation from the traditional solutions, and an outstanding domain-specific performance, too. The aim of this study is to present the psychological foundations of the new law-enforcement talent management system. We describe the particular traits of the gifted adults, and their specific occupational preferences. We overview the talent concepts existing within the specific context of the world of work. We present the intrapersonal dynamics of the talented worker’s personality, furthermore we discuss the possible problems which can derive from the interactions between the talented person and the work environment. Finally, we discuss how can we help their integration, and how can the gifted individuals contribute to the organisational innovation.

Управление развитием талантов

Developing the talents of the organization’s employees is becoming an increasingly important component for the formation of the organization’s competitive advantages since it is aimed at attracting and retaining high-quality specialists. The concept of talent can be described as a multifaceted phenomenon, including person’s abilities acquired from birth, skills obtained throughout life, and involvement in a favorite type of occupation. The article describes the main ways to identify employees’ talents, such as: “Tricky questions”, “Matrix for determining talent”, and analysis of employee’s personal life. The author recommends paying special attention to the context and examples of difficult situations from the employee’s work activities, the made-up decisions in these conditions, as well as to analyze the most successfully mastered areas. The author also identifies key positions regarding the motivation of talent development and emphasizes that the main driving force in creative activity is not monetary remuneration or evaluation of human efforts but opportunities for employees to show an aptitude to research, learn and develop. As a result of analyzing the experience of talent management in the public service of the city of Singapore, the article highlights such methods of working with talented employees as allocating working time for training, staff rotation, participation in inter- structural project teams, and mentoring. Also, the author considers the trend of introduction and use of artificial intelligence in the organization’s activities and its impact on the work of talented employees. It allows automating routine work and creating conditions for shifting the focus of employees to work creatively.

The Geographical Name of the East Sea and the Concepts of Talent in Primary and Secondary School Songs in Korean East Coast

한일 간에 동해와 일본해 표기를 둘러싼 논쟁이 지속되는 가운데, 연구자들은 고문헌, 고지도, 지리 교과서 등을 중심으로 한반도와 일본열도 사이의 바다 명칭을 연구해 왔다. 그러나 노래 가사에 나오는 동해 지명을 분석한 연구는 이루어지지 않았다. 이런 관점에서 본 연구의 목적은 동해안에 위치한 초·중등학교 교가에 나오는 동해 지명과 기대하는 인재상이 무엇인가를 밝히는 것이다. 연구 결과를 요약하면 첫째는 동해 바다와 같이 맑고 푸르고 넓은 마음의 인간, 둘째는 동해 일출을 맞이하는 부지런한 역군, 셋째는 동해의 거센 파도와 같은 역경을 극복하는 한국인, 넷째는 동해의 아름다움을 바탕으로 한 애교심의 육성이다. 이처럼 교가에 나오는 동해 지명에는 오랫동안 학교 현장에서 불려 한국인의 정서가 녹아 있다. 한국인의 정체성이 담겨 있는 동해 지명은 우리의 문화유산으로 보존해야 할 대상이다.While debates over the names of the East Sea and the Sea of Japan continue between Korea and Japan, researchers have studied the geographical names of the seas between the Korean Peninsula and the Japanese islands, focusing on old documents, old maps, and geography textbooks. However, no research has has analyzed the geographical names of the East Sea in the lyrics of school songs. From this perspective, the purpose of the study is to clarify the geographical name of the East Sea and the expected concepts of talent in the elementary and secondary school songs in the east coast region of Korea. The results of the study include: first, a human being with a clear, blue and wide mind like the East Sea, second, a hard worker who greets the sunrise on the East Sea, third, Koreans who overcome a fierce wave of the East Sea and fourth, fostering school spirit based on the beautiful scenery of the East Sea. In this way, the East Sea geographical name has been used in the school songs for a long time, and Korean sentiment is melted in it. The geographical name of the East Sea which contains Korean identity should be preserved as a cultural heritage.

Talents and distributive justice: some tensions

For much of its modern history, the notion of talent has been associated with the idea of ‘careers open to talent’. Its emancipatory promise of upward social mobility has radically transformed the distribution of advantaged social positions and has had a lasting influence on the very idea of social status itself. Nevertheless, unlike concepts traditionally associated with distributive justice, e.g. fairness, (in)equality, desert, equality of opportunity as well as justice itself, the notion of talent has received only limited examination. This article discusses some of the most pressing problems and challenges arising out of a reductionist understanding of talents’ anatomy and a distorted characterization of their overall distributive value. In particular, it aims to address those issues revolving around talents’ anatomy existing conceptions of distributive justice leave either neglected or outrightly ignored. The introductory part outlines the basic egalitarian conception of equal opportunities and then proceed with the examination of fairness embedded in it. The central part of the paper identifies the key elements of talents’ anatomy. We then discuss some of the implications egalitarianism either leaves out of the discussion or neglects. In particular, we challenge the idea of moral arbitrariness as the key mechanism to discard talents as a form of unfair advantage in the process of competition for advantaged social positions. In the final part, we outline two fundamental problems that call into question the cogency of egalitarian conceptions of talent(s) as a form of unfair disadvantage.

Kebijakan Talent Scouting Jabatan Administator dan Pengawas Pemerintah Provinsi Jawa Tengah

Every organization cannot be separated from change. Change management is also an important aspect of public organizations or bureaucracy in local governments. One of the phenomenal changes implemented by the local government is the concept of employee promotion or widely known as job auctions. Central Java Provincial Government became one of the pioneers in the implementation of open promotion through the concept of talent scouting for the position of administrator and supervisor. Context, content, process, leadership and results are important indicators of change to see the extent to which talent scouting has been successfully implemented by the Central Java Provincial Government. Basically, the changes implemented must be inline with the vision of change and with other related concept changes.