Current Talent Research Articles

Future Directions and Considerations for Talent Identification in Australian Football.

As the focus on the elite Australian Football League competition becomes greater so too does the demand for success. Clubs are heavily scrutinized for their draft selections and as such are taking more interest in the younger levels of competition in an attempt to identify and monitor talent. Based on contemporary talent identification knowledge, this review examines the current talent identification process in Australian football, with a focus on areas to potentially improve or inform future developments. Currently, a significant gap exists between static and isolated assessment procedures used to identify talent in Australian football and the dynamic nature of match play. Future assessments should consider factors such as maturation, fatigue and ecological dynamics. The addition of a valid and reliable technical skill assessment (e.g., a small-sided game) to the current Australian Football League draft combine was recommended.

An Investigation on the Multiple Intelligences of English Major Undergraduates in a University in Jiangxi Province

The Multiple Intelligences theory is composed of eight various intelligence, which concludes all aspects of human beings. Every individual has a different degree of these eight intelligences, but these eight intelligences are conducive to the overall development of persons and are in line with the current talent training goals of college English majors. So as to make better use of Multiple Intelligences theory in college English majors’ teaching, this paper did a survey of multiple intelligences to English major students in a university of Jiangxi Province. The results reveal that the level of multiple intelligences of English majors in the university is in a general state, and their weaknesses intelligence and superior intelligence are music intelligence and naturalist intelligence respectively. What’s more, the results provide three aspects of enlightenments for a better use of Multiple Intelligences for further college teaching: based on students’ current multiple intelligences; make use of students’ learning styles and learning strategies; enable students to get overall development. It is hoped that the article could offer some inspiration to current teaching of English majors in universities, and also provide some new ideas for better use of the teaching method guided by the theory of Multiple Intelligences.

A Talent Cultivation Model for Improving the Innovation Ability of College Students in Scientific Research

The innovation ability of college students in scientific research is constrained by multiple factors. What is worse, the current talent training model in colleges faces many defects. To solve these problems, this paper aims to develop a talent cultivation model that effectively enhances the innovation ability of college students in scientific research. Firstly, the problems with the current talent cultivation model were analyzed, and then the evaluation indicator system was improved for the innovation ability of college students in scientific research. Next, entropy weight method and gray system theory were integrated to create an evaluation model that quantifies the innovation ability of college students in scientific research. On this basis, several strategies were put forward to improve the said ability. The research results help to effectively enhance the innovation ability of college students in scientific research, and optimize the talent cultivation model in colleges and universities.

Talent policy satisfaction measurement based on policy experience a survey of China-ASEAN talents

Talent resources in the 21st century have become an important factor to promote social progress and economic growth, especially the advent of the Internet and information age has put forward higher requirements for the formulation of talent policy. With the further development of China and ASEAN countries in various fields, talent cooperation has become an important strategy. Based on the personal experience of talent policy from a micro perspective, this study identifies the satisfaction of talent policy including three dimensions of policy content satisfaction, policy implementation process satisfaction and policy implementation effect satisfaction, and combines the practice of talent policy in the world in recent years to form 12 indicators affecting talent policy satisfaction, and establishes a China-ASEAN talent policy satisfaction evaluation model. The research shows that China-ASEAN talents are generally satisfied with the current talent policy, but there is still the possibility of policy improvement, especially in optimizing the content of talent policy and improving talent service.

Does the hospitality industry need or deserve talent?

PurposeThis paper aims to confront the most challenging issues that the hospitality industry faces. This relates to the recruitment and retention of talented future leaders. This is a long-standing issue but one that is increasing in importance as industry changes, combined with external pressures within the labour market (demographic and competitive), act to restructure the recruitment landscape in many countries.Design/methodology/approachThis paper provides a literature-based analysis that addresses two key questions relating to the hospitality industry and talent – does the sector need talent and, controversially, does it deserve talent? The literature has been addressed on the basis of the author’s in-depth knowledge and the use of a wide range of pertinent search terms relating to the core themes of hospitality and talent management.FindingsThe paper assesses evidence with respect to both questions, framed as propositions, and concludes that the current talent pipelines, upon which hospitality substantially depends, may not be fit for purpose, and that the wider workplace culture within hospitality is not compatible with the attraction of the best into the industry.Research limitations/implicationsThe paper challenges the established practice, both within the hospitality industry, in terms of its workplace environment, and in the way its educational partners (hospitality management schools) prepare young people for the industry. The outcomes of the analysis do not provide much by way of succour to either.Practical implicationsImplicit in this paper is a call to key stakeholders (industry and education) in the search for future leaders of the hospitality industry to address and review both the industry workplace, to make it more attractive and rewarding for young graduates, and the educational model that still dominates hospitality management programmes in preparing them for careers.Social implicationsCareers in hospitality will remain “Cinderella” options for young graduates until action is taken by stakeholders to reposition the nature of the careers on offer and the focus of the programmes available in preparation for them.Originality/valueThe approach taken is the presentation of widely recognised themes in an original format.

Construction of Vocational Education Model of Construction Engineering

Abstract: Vocational education is an important way in the current talent training. It shoulders the heavy responsibility of transporting talents for the society. With the acceleration of urbanization construction and the development of industrial technology, the demand for high-tech talents in construction projects is constantly increasing. It is necessary to strengthen the improvement of vocational education in construction engineering. This paper mainly analyzes the mode of vocational education in construction engineering.

Australian Football Skill-Based Assessments: A Proposed Model for Future Research.

Identifying sporting talent remains a difficult task due to the complex nature of sport. Technical skill assessments are used throughout the talent pathway to monitor athletes in an attempt to more effectively predict future performance. These assessments, however, largely focus on the isolated execution of key skills devoid of any game context. When assessments are representative of match-play and applied in a setting where all four components of competition (i.e., technical, tactical, physiological, and psychological) are assessed within an integrated approach, prediction of talent is more likely to be successful. This article explores the current talent identification technical skill assessments, with a particular focus on Australian Football, and proposes a 5-level performance assessment model for athlete assessment. The model separates technical game skill on a continuum from Level-1 (i.e., laboratory analysis) to Level-5 (i.e., match-play). These levels, using the assumptions of the expert performance model and representative learning design theory, incorporate a step-wise progression of performance demands to more closely represent match-play conditions. The proposed model will provide researchers and practitioners with a structured framework to consider when assessing, or developing, new assessments of technical game-based skill.

Research on the Talent Cultivation Mode of School-Enterprise Cooperation for Network Engineering Specialty

In order to meet the requirements of talent cultivation for emerging engineering education and solve the problems existing in talents training, this paper further studies the teaching mode of school-enterprise collaborative talent cultivation based on the analysis of current talent cultivation mode, introduces enterprise courses into the curriculum system of network engineering specialty, carries on the resource construction to the courses, and gradually establishes a complete curriculum knowledge system. The implementation of school-enterprise cooperation has achieved good results, improved students' professional level and practical ability, and has a good promotion value.

A Study on the Construction of International Economy and Trade

There are still some problems in the development of international economy and trade in China’s universities. How to build the major to make it more suitable for the current talent demand in China? This paper argues that on the basis of absorbing the domestic and foreign experience, the course system should be reformed, the construction of teachers’ team should be strengthened, and the training base should be perfected, which is mainly composed of “applying” talent cultivation to achieve the target.

Talent Development in China: Current Practices and Challenges Ahead

The Problem The continuing trend of globalization has made the need for talent a worldwide issue. China, as one of the fastest growing economies and population in the world, has made unprecedented growth during the past few decades. Nevertheless, with a rapidly aging population, migrant workers demanding better pay, rising numbers of college graduates entering the job market, and exacerbating shortage of technical managerial talents, China is facing serious new human resource challenges. The Solution In this article, we analyzed China’s talent needs and examined its current talent development practice. To gain deep insights, we classified Chinese human resources by industries (primary, secondary, and tertiary), geographical regions (Eastern, Central, and Western), and organizational ownership (private vs. state-owned). By taking this contingency-based approach, we hope to capture the uniqueness and complexity of the contextual variables that influence talent development in China. This research contributes to Chinese management literature and also expands global talent development knowledge base. The Stakeholders The findings and recommendations offered in this article will benefit multiple stakeholders, including national policy makers in China, domestic and multiple-national organizational leaders, human resource or talent development practitioners, and researchers.

Psychological talent predictors in youth soccer: A systematic review of the prognostic relevance of psychomotor, perceptual-cognitive and personality-related factors.

Within the multidimensional nature of soccer talent, recently there has been an increasing interest in psychological characteristics. The aim of this present research was to systematically review the predictive value of psychological talent predictors and provide better comprehension of the researchers’ methodological approaches and the empirical evidence for individual factors (i.e., psychomotor, perceptual-cognitive and personality-related). Results highlighted heterogeneous study designs (e.g., participants, measurement methods, statistical analyses) which may limit the comparability of studies’ findings. Analyzing the number of included studies, psychomotor (n = 10) and personality-related factors (n = 8) received more consideration within the literature than perceptual-cognitive factors (n = 4). In regard to empirical evidence, dribbling (0.47 ≤ d ≤ 1.24), ball control (0.57 ≤ d ≤ 1.28) and decision-making (d = 0.81) demonstrated good predictive values as well as the achievement motives hope for success (0.27 ≤ d ≤ 0.74) and fear of failure (0.21 ≤ d ≤ 0.30). In conclusion, there is growing acceptance of the need for more complex statistical analyses to predict future superior performance based on measures of current talent. New research addresses the necessity for large-scale studies that employ multidisciplinary test batteries to assess youth athletes at different age groups prospectively.

A Study on Talent Management Practices for Succession Planning with Reference to Selected IT/ ITES Organizations in Coimbatore, Tamil Nadu

The main objective of this study was to find out the current talent management practices on succession planning of IT/ITES organizations in Coimbatore, Tamil Nadu. A descriptive study was carried out, and original and factual data from the employees of IT/ITES organizations located in Coimbatore were collected through closed ended and open ended question types using a 5 point Likert scale questionnaire. The data were collected on various dimensions of talent management practices including hiring the best talents, training and development of employees, compensation and rewards to the performers, and talent retention and succession planning. The study was based on primary data collected from employees of 10 IT and ITES organizations, most of which are global players, with the help of a pre-tested and structured questionnaire. Out of the 414 responses, 363 responses were screened out for error free data analysis. The collected data were analyzed using statistical tools to bring out talent management practices and the opinions of employees on the important factors to be considered to maintain talent retention and proper succession planning. It was found that there was a strong correlation between talent management practices (compensation plan, performance appraisal, learning and development, and rewards and recognition) and talent retention & succession planning among the IT/ITES organizations in Coimbatore, Tamil Nadu.

Talent development: status quo and future directions

PurposeThere is a critical need to understand current talent development (TD) practices as well as developing a contemporary paradigm that will support a radically different future for TD. The purpose of this paper is to provide an overview of the existing literature on TD, explore the fundamental role of TD in organizations and identify gaps for future directions.Design/methodology/approachThe paper reviews the literature on TD.FindingsFollowing themes are identified in selected TD articles: varied TD definitions, theoretical perspective for investigating TD, TD practices and effects and implications on training and development. The literature review identifies two levels of TD practices: organizational level and individual level.Practical implicationsThe field of TD is rapidly changing because of the accelerating integration of technology and information into daily work environment. There is a critical need to understand current TD practices as well as to develop a contemporary paradigm that will support a radically different future for TD. Scope and boundaries of TD need to be set, so that practitioners can apply the right practice at the right time.Originality/valueThe paper presents the conceptual boundaries of TD in the current existing literature and identifies the gaps.

Study on Talent Introduction Strategies in Zhejiang University of Finance and Economics Based on Data Mining

Current talent introduction strategies are mainly based on staff arrangement, school discipline construction and so on, which depend on experience actually. However, this kind of empirical approach, lacking of scientific basis, usually causes problems in applications such as uneven scientific research level. In this paper, we intend to use data mining to analyze talent information of teachers in Zhejiang University of Finance and Economics, China from 2011 to 2017, and then to predict their capabilities in obtaining National Foundation of China. In a word, this paper aims to provide decision support for universities’ talent introduction strategies. After data cleaning and feature engineering, Apriori algorithm is applied to mine the association rules and find key factors that are closely related to teachers' acquisition of National Science Foundation of China. Then we make predictions with four kinds of models, including Logistic Regression Model, Decision Tree Model, Artificial Neural Network Model and Support Vector Machine Model. In the end, in order to get a more accurate model, Logistic Regression Model which has the highest accuracy of prediction is used to do stepwise regression.

Maternity and paternity leave and career progression of black African women in dual-career couples

Orientation: The study focused on examining the perceptions of dual-career couples at a stateowned company about the influence of taking maternity and paternity leave on the career progression of black African women in middle management and leadership occupations.Research purpose: The primary purpose of the study was to identify core barriers in relation to maternity and paternity leave that contribute negatively in the career progression of black African women in dual-career couples.Motivation for the study: To obtain insight into the underrepresentation and progression of black African women within dual-career couples, in middle management and leadership occupations.Research design, approach and method: This study was qualitative, comprising a sample of 10 black African women and 10 black African men, with data collected through in-depth semistructured interviews. Thematic analysis was utilised to analyse the interview dialogues.Main findings: The findings established that taking maternity leave has a negative influence on the career progression of black African women in dual-career couples at the state-owned company. The participants further confirmed that involuntary time off work and productiveness were principal influencing barriers of taking maternity leave, leading to other undesirable consequences, such as unproductiveness and reliability.Practical and managerial implications: The state-owned company should review its current talent management and recruitment and selection policies, in order to positively contribute to increasing the representation and facilitating career progression of black African women within dual-career couples, in middle management and leadership occupations.Contributions or value-add: Insights were provided on the influences of taking maternity and paternity leave in the underrepresentation and progression of black African women within dual-career couples, in middle management and leadership occupations.

Person–job fit matters in parastatal institutions: Testing the mediating effect of person–job fit in the relationship between talent management and employee outcomes

This article responds to recent calls for research examining the mechanisms through which talent management affects talented employee outcomes. Drawing insights from attraction–selection–attrition and ability, motivation and opportunity theories, the article examines one such mechanism, person–job fit, through which talent management influences talented employees’ affective commitment and quit intentions in parastatal institutions in Ghana. A sample of 232 talent pool members was used to test a partial mediation model using structural equation modelling. Our findings suggest that talent management has not only a direct effect, but also an indirect effect, on talented employee outcomes of affective commitment and quit intention via person–job fit. Implications of these finding are discussed.Points for practitionersHuman resource practitioners can attempt to increase affective commitment and reduce quit intentions by seeking to match job tasks with talented employees’ knowledge, skills and abilities while, at the same time, addressing their needs by the supplies that emanate from their jobs using talent management practices. Human resource professionals can choose to assess the person–job fit of talented employees during the pre-selection phase to their talent pool. Human resource practitioners can achieve the person–job fit of current talent pool members by using job design and career planning, as well as career progression. For human resource professionals concerned with the retention of talented employees and increasing their commitment, attention to creating person–job fit through talent management practices may be useful in reducing employee intentions to leave and maintaining high commitment.

Research on Training Programs Reform of Business Administration Talents in Agricultural Universities in New Era

In recent years, with the constant development and expansion of Chinese leading enterprises of agricultural industrialization, new higher demands have been raised for the quantity and quality of enterprise management talents. In the paper, by investigating and analyzing the training programs of business administration talents in agricultural universities, it was found that existing talent training programs and the demands of agriculture-related enterprises for management talents in new era have large gaps, and the business administration majors in such universities are suggested to reform their current talent training programs as per the demands of the above agriculture-related enterprises so as to further define their talent training objectives and improve agriculture-related enterprise management courses and practical teaching systems.

Construction Talent Cultivation Schemes in Food Product Services and Marketing Specialty Based on Modern Vocational Education System

The food industry is an important pillar industry of the national economy. But, in China, the Food Product Service and Marketing Specialty (FPSMS) of Higher Vocational Education (HVE) is relatively late set in the HVE Specialty Catalog. And because of not accurately grasping the development tendency of the industry, the FPSMS Talent Cultivation Schemes (TCS) did not realize the talent need of the food industry. For the necessary skills required by the enterprises, the reaction of the FPSMS in HVE colleges is not so fast. So, according to the talent demand in the food industry and the shortage of current talent cultivation mechanism in HVE colleges, FPSMS Talent Cultivation Schemes based on Modern Vocational Education System (MVES) were built by this study to meet the talent requirements of modern food industry in China.

Talent Acquisition Process in a Multinational Company: A Case Study

The increased competitiveness in the recruitment market has led to organizations spending more time, effort and resources on developing their talent acquisition strategy. In order to attain company objectives, it is essential to recruit people with requisite skills, qualification and experience keeping the present and future requirements in mind. Competition among business organizations for recruiting the best potential has increased focus on innovation, and management decision making. Selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organization.talent is a big challenge even in India where unemployment is so high.The purpose of the project is to study the current talent acquisition process in the organization and identify areas for improvement. Secondly, the project studies the extent of adoption of best practices in the firm. The study also aims to examine the implementation of new and innovative methods in job analysis, recruitment, screening and selection processes in the organization. Descriptive research approach is applied in the study. Primary data is collected by means of direct interviews. Secondary data is collected from available books, publications, research studies, articles and websites. Judgmental sampling more commonly known as purposive sampling is used, as subjects are chosen to be part of the sample with a specific purpose in mind.

Second Chances: Investigating Athletes’ Experiences of Talent Transfer

Talent transfer initiatives seek to transfer talented, mature individuals from one sport to another. Unfortunately talent transfer initiatives seem to lack an evidence-based direction and a rigorous exploration of the mechanisms underpinning the approach. The purpose of this exploratory study was to identify the factors which successfully transferring athletes cite as facilitative of talent transfer. In contrast to the anthropometric and performance variables that underpin current talent transfer initiatives, participants identified a range of psycho-behavioral and environmental factors as key to successful transfer. We argue that further research into the mechanisms of talent transfer is needed in order to provide a strong evidence base for the methodologies employed in these initiatives.