Talent Development Research Articles

Evaluation index system of science and technology innovation think tank talents based on competency model

As China’s economy progresses towards high-quality development, the construction of science and technology think tanks, with talent construction as the key, has become an important supporting force and occupies a unique position in the national innovation system. In recent years, with the rapid expansion of the number of think tank talents, how to evaluate and manage think tank talents has become a key factor in the development of think tank influence and competitiveness. Based on the experience of talent team construction at home and abroad, Taking the typical science and technology innovation think tanks of Henan Province as an example, this paper analyzes the current situation and status quo of science and technology innovation think tank talents, and finds problems in the talents, Summarize the factors that affect the talent construction and development of science and technology innovation think tanks, From the perspective of six dimensions of competency model, four first-level indicators of talent quantity, talent quality, talent ability and talent contribution of science and technology innovation think tank and 16 subordinate second-level indicators are constructed for talent evaluation of think tank. Ahp is adopted to set questionnaires and collect data with Likert5-level scale, and yaahp software is used to verify the weight verification evaluation effect. Invite experts in the field to score the evaluation indicators. The research results show that the talent evaluation index of science and technology innovation think tank based on competency model pays more attention to the standardization, integration and systematization of the talent evaluation of the think tank, and the system is scientific and reasonable. It can provide reference and reference for promoting the construction, evaluation and development management of scientific and technological innovation think tanks.

Challenges and Solutions in the Digital Transformation of "Specialized, Refined, Unique, and New" Small and Medium Enterprises

Against the backdrop of the Digital China initiative, exploring how "Specialized, Refined, Unique, and New" (SRUN) enterprises can effectively undergo digital transformation to enhance innovation capabilities is a crucial and urgent topic. For these enterprises, accelerating digital transformation is key to addressing contemporary challenges, improving efficiency, reducing costs, showcasing unique advantages, and leading the trend of intelligent manufacturing. Throughout the transformation process, these enterprises face multiple dilemmas and challenges: despite a strong willingness to transform, they lack corresponding capabilities; infrastructure is improving, but the technological environment is not yet ideal; willingness to collaborate is increasing, but effective synergy is lacking; policy support is growing, but needs to be more precise. In order to better promote the digital transformation of SRUN enterprises, appropriate strategies must be adopted to address these challenges. This includes enhancing awareness and strengthening talent development, improving infrastructure, optimizing the transformation environment, fostering a favorable digital ecosystem, enhancing collaborative cooperation, and optimizing institutional design to elevate service standards. These measures collectively provide a pathway for SRUN enterprises to drive digital transformation.

Utilization of theories in talent development: mapping the field of HRD

Purpose The process of talent development (TD) is one of the current trends in HRM and human resource development (HRD). Although scientific literature addressing the topic emphasizes that through development of talents, organizations can increase their productivity, performance and competitiveness, little is known so far concerning the development of this research field as a whole and particularly concerning theories prevailing in the area. While research into the field has been ongoing for two decades, the area has not yet been systematized based on key theories used as starting points for the research. The purpose of this paper is to focus on which theories in HRD are used in TD. Design/methodology/approach Concerning the topicality of TD, the present article provides a systematic review of literature summarizing current theories in TD based on the currently used typology of theories in HRD, adding the fourth pillar to the existing three, i.e. theories concerning adult learning and education, to increase the stability of the typology. Findings The paper argues that the area of TD prevalently uses sociological, psychological and ethical theories, which may be attributed to trends in HRD. The insufficient representation of theories of learning in TD, particularly in view of the fact that adult learning and development is the essence of TD, is an important finding. This finding is particularly important for science concerning adult learning and education. Originality/value The benefit of the presented analysis lies in a systematization of the individual theories and a comprehensive overview of the current theoretical framework of TD, as well as suggestions for future research making use of adult learning and education theories.

The Impacts of HRM Practices on Employee Outcomes: The Mediating Role of HRM Effectiveness

Purpose: This study aimed to examine the impacts of human resource management (HRM) practices on employee outcomes (employee commitment, employee satisfaction, and employee turnover intention) through HRM effectiveness. Theoretical Framework: The literature recognized the importance of HRM effectiveness in achieving both organizational outcomes and employee outcomes. Numerous variables were examined as mediating variables between HRM practices and organizational as well as employee outcomes such as work attitudes, employee engagement, knowledge management, employee performance, and HRM effectiveness. Method: Collecting data using a questionnaire-based survey from a convenient sample of employees. Results and conclusion: The results pointed out a significant direct effect of HRM practices on employee job satisfaction and insignificant direct effects of HRM practices on employee commitment and employee turnover intention. Also, the results revealed that the impact of HRM practices on employee satisfaction is partially mediated by HRM effectiveness and the impacts of HRM practices on employee commitment and employee turnover intention are fully mediated by HRM effectiveness. Hence, it was concluded that employee outcomes are positively related to the extent to which HRM practices are effectively executed. Research implications: The organizations are required to expand their HRM practices bundle and appraise HRM practices in numerous areas including employee succession planning, talent development, employee empowerment, quality enhancement management, performance management, as well as merit-based training and promotion. Originality/value: This study puts emphasis on the role of HRM practices on employee outcomes such as employee commitment, employee job satisfaction, and employee turnover intention.

The developmental activities of women’s professional pathway cricketers

ABSTRACT The growth of investment in women’s cricket has led to the development of new professional pathways. However, there is lack of specific evidence to support the development of these athletes. This study aimed to take a first step in understanding the participation histories of female cricketers selected into English women’s professional academies. 84 players completed the Participation History Questionnaire (PHQ) to capture details of activities engaged in across development, including milestones, cricket activity, and engagement in other sport activities. There were relative age effects where players' birthdate distributions differed from national norms (X 2 = 8.451, p = .003, V = 0.227), and more players than expected attended independent schools (X 2 = 7.980, p = .005, V = 0.232). Participants engaged in cricket informally before coach led training, have siblings (particularly brothers) interested in cricket and often played boy’s cricket before engaging in the girl’s or women’s game. Developmental activities were characterised by early engagement, high levels of diversification, and very low levels of play compared to high levels of formal practice and match play. These findings have implications for the advancement of talent identification and development policies and processes in women’s cricket.

أثر إدارة المواهب على تحقيق الإبداع التنظيمي في إدارة الرعاية الاجتماعية بجازان

This study aimed to measure the impact of talent management on achieving creativity in social care management in Jazan. The study adopted a descriptive analytical approach, and to measure the study variables, a questionnaire was used, distributed to a sample of 171 individuals. Multiple regression analysis was employed to test the hypotheses. The study found several noteworthy results, including a statistically significant impact of talent management, represented by talent selection, development, and retention, on achieving creativity in social care management in Jazan. However, there was no statistically significant impact of talent attraction strategy on achieving creativity in social care management in Jazan. The study recommended the participation of branch managers, department heads, and individuals in social care management in Jazan in the talent attraction process, considering the requirements of competition and development. It also suggested establishing foundations for talent selection based on the effective implementation requirements of the human resources plan to leverage them in achieving creativity in social care management in Jazan.

Talent Management Digitalization and Company Size as a Catalyst

As companies increasingly undergo digital transformation, the role of talent management processes becomes pivotal in enhancing overall organizational performance. The objective of this research is to assess the extent to which greater digitalization in the talent management process is linked to company size. The research has addressed four research questions in order to explore the significance of talent management in corporate digital transformation, examining whether variations in the digitalization of these processes can be attributed to company size. A qualitative approach was employed, utilizing a questionnaire, and collecting responses from 202 organizations across diverse sectors. The findings reveal disparities in digitalization throughout the talent management process, with pronounced presence in the attracting, selecting, and rewarding phases, but diminishing in deployment and development, and further declining in planning. A positive correlation between company size and the adoption of specific digital platforms was observed. Larger enterprises exhibit greater utilization of digital platforms in talent deployment and development. Moreover, corporate communication tools are consistently utilized in the rewarding phase, irrespective of company size. These findings offer practical insights for organizations aiming to optimize their digitalization strategies based on their scale, thereby contributing to more effective and tailored digitalization endeavours. The uniqueness of this research lies in its exploration of the influence of company size on the digitalization of talent management processes and its potential to explain variations across different stages of these processes.

How has applying a national player development programme influenced the local talent development models within two top Norwegian football clubs’ academy practices?

How has applying a national player development programme influenced the local talent development models within two top Norwegian football clubs’ academy practices?

Cultivating Critical Thinking Skills among Military Academy Students

In order to implement the new era's military education policy, it is essential for military academy students to possess critical thinking skills to cope with the complex and ever-changing battlefield conditions. However, the cultivation of critical thinking skills is not only a common challenge faced by higher education but also a weakness in talent development within the College English course. It is challenging for instructors to address other qualities that "high-quality" talents should possess, especially critical thinking skills, innovative abilities, and independent problem-solving capabilities. This article primarily analyzes how to enhance and cultivate critical thinking skills among military academy students within the context of College English teaching. The article first emphasizes the importance of critical thinking skills for military academy students and provides an overview of domestic and international approaches to cultivate these skills. It also identifies the challenges faced in cultivating critical thinking skills at military academies and explores methods and approaches to foster critical thinking skills from the perspectives of instructors, students, and institutions.

The Relevance of Human Resources Management to Today's Business Environment

In today's economic phenomenon around a dynamic and competitive business landscape, the role of Human Resources Management (HRM) has evolved significantly to meet the evolving needs and challenges faced by organizations. I will explore the relevance of HRM in the contemporary business environment, highlighting its critical importance in driving organizational success and sustainability. The research begins by discussing the shifting paradigms in HRM, emphasizing the transition from traditional personnel management to strategic HRM. It examines how HRM functions such as recruitment, training, performance management, and employee relations have evolved to align with organizational objectives and foster a culture of innovation and agility. The research delves deeply into the strategic role of HRM in talent acquisition and retention, acknowledging the pivotal role of human capital in achieving competitive advantage. It discusses how HRM practices such as talent sourcing, succession planning, and diversity management contribute to building a skilled and diverse workforce that drives organizational growth and innovation. The research explores the significance of HRM in fostering employee engagement and motivation. It highlights the importance of creating a supportive work environment, promoting work-life balance, and recognizing employee contributions to enhance productivity and job satisfaction. It also examines the role of HRM in managing organizational change and fostering adaptability in the face of disruptive technologies and market shifts. It discusses how HRM practices such as change management, leadership development, and organizational culture alignment facilitate successful transformation initiatives and ensure organizational resilience. The analysis concludes by emphasizing the strategic imperative for organizations to invest in HRM practices that prioritize employee well-being, talent development, Work-Life balances and organizational effectiveness.

Implementation of Education Program Marketing in Strengthening Superior School Branding (Multi-Site Study in SMPN 1 Magetan and SMPN 4 Magetan)

Schools compete for students every new school year. Through typical school branding, they offer the advantages of the programs they have. Marketing of school programs can make the community will know about school branding, The method in this study uses a qualitative research approach. Researchers chose SMPN 1 Magetan and SMPN 4 Magetan because these two schools are favorid schools and are superior schools with various educational programs run such as the large number of extra-curriculars that can be followed by students for the development of talents and interests. Marketing of the bilingual program at SMPN 1 Magetan uses several methods, namely Word of Mouth Marketing (WoMM) by maximizing the student guardian association and Digital marketing by utilizing resources through mass media such as Facebook, WhatsApp group association. SMPN 4 Magetan conducts marketing with WoMM or word of mouth utilizing the class committee, which every PPDB is collected for the socialization of tahfidz class. SMPN 4 Magetan has SPATMA TV so that it can be used for socialization with the outside community. In addition, it also holds promotions through PAI performances.

Developing athletes into cooperative learners: the potential in viewing coaches as educators and coaching as teaching

ABSTRACT Talent development environments are usually group-based, meaning athletes comprise each other’s learning context. Consequently, athletes’ ability to learn with and from each other is essential. This implies that there is a key role for coaches to play in cultivating reciprocal, cooperative athletes and creating talent environments in which participants can ‘learn to learn’. The aim of this study was to create knowledge on day-to-day coaching conduct that supports the development of athletes’ reciprocal abilities. Observations of 75 h of football (soccer) lessons within the Swedish Football Association’s school sports programme – a cornerstone of the FA’s talent development system, located in upper secondary schools – were carried out over the course of three school semesters, and included in-depth interviews with the teacher-coaches. Data were analysed using the five key teaching pillars within a cooperative learning approach: positive interdependence, individual accountability, face-to-face interaction, interpersonal skills and group processing. Findings show how teacher-coaches engage in activities that focus on organization of lessons and structuring of group work to create situations where individuals are motivated to learn, but also motivated to support other group members’ learning. Thereby, teacher-coaches place more emphasis on positive interdependence, individual accountability, face-to-face interaction. In contrast, findings also show how teacher-coaches to a lesser extent perform coaching conduct associated with lesson content that has the potential to develop the skills and abilities required to participate in and benefit from group work – interpersonal skills, and group processing. This means that while teacher-coaches seem well-equipped to create learning environments that support reciprocal learning, they may benefit from challenging the role of the coach as an expert and tackle the preconceptions around cooperative behaviours that athletes bring from club football contexts. Taken together, these findings point to the need for a better understanding of overlapping learning sites within talent systems.

The recent Sino-Danish film co-productions: soft power and transnational talent development

ABSTRACT In May 2017, Denmark and China signed a film co-production agreement, marking Denmark as the first and only Nordic country to establish such a treaty with China. Taking two recent China-Denmark film co-productions as examples, Bille August’s The Chinese Widow (2017) and Lin Jianjie’s Brief History of a Family (2024), this paper investigates why China chose to sign a film agreement with Denmark and vice versa. It also examines the cultural and film policies that catalysed the emergence and development of this new co-production partnership. This paper aims to address two emergent trends in transnational screen studies: conceptual engagement with soft power and transnational talent development. It discusses how cinema serves as an instrument for states, institutions, and corporations to mediate diplomatic and political goals, generate soft power, and engage in nation branding. This paper argues that the transformation in geopolitical relationships between these two countries and their respective film and cultural policies over the past decade has led to this new collaborative partnership. Furthermore, it suggests that the latest European cultural policies supporting Sino-European co-production and transnational talent development have facilitated Sino-Danish film co-production.

Toward Opportunity-Centered Institutional Logics: Evidence from Hispanic-Serving Institutions and Science Equity Efforts

ABSTRACT In U.S. 4-year postsecondary institutions, predominant institutional logics — the embedded assumptions that guide organizational action — have traditionally focused on prestige seeking via acquisition of resources, reputation, and research capabilities. This focus can hinder the design and implementation of teaching approaches and structures that support equitable student experiences and outcomes, particularly for minoritized students. This study examined the institutional logics guiding the organizational behavior of four broadly accessible Hispanic-Serving Institution (HSI) computer science departments. All were participating in a multi-institutional network of HSIs designed to advance science equity efforts and postsecondary attainment for Latinx students in the discipline. A multiple case study of these four departments included 63 interviews with faculty and administrators, 69 observations of departmental activities, and extensive participant-observations of the network before, during, and after site visits. Data analysis revealed three themes — inclusivity, talent development, and cultural responsiveness — that indicate how departmental personnel employ institutional logics alternative to prestige-seeking institutional logics. The paper discusses the implications of these alternative institutional logics, characterized as opportunity-centered logics, to effect equity-focused institutional transformation, strengthening of HSIs’ capacities to serve Latinx and minoritized students, and inclusive efforts in science.

Comparing the healthy development of youth Australian Rules Footballers across talent development and community settings

ObjectivesThis study aimed to compare talent development athletes to community-level athletes in Australian Rules Football across various markers of healthy youth development.MethodsSurvey data were collected from 363 youth athletes (126...

Opportunities and Challenges in Health Insurance Statistics in the Era of Big Data

With the rapid advancement of big data technology, health insurance statistics are undergoing unprecedented transformations. This study explores the opportunities and challenges of health insurance statistics in the context of big data, offering theoretical frameworks and strategic recommendations. Through a comprehensive literature review and theoretical analysis, the study systematically examines related research on the application of big data in health insurance statistics globally. It analyzes how big data technology enhances the efficiency of data collection, processing, and analysis in health insurance, while also addressing issues like data security, privacy protection, and talent shortages. The research involves an in-depth analysis of big data technology characteristics and a reevaluation of health insurance statistical workflows. The findings indicate that big data offers opportunities for improved data processing capabilities and enhanced decision support in health insurance statistics, while simultaneously posing challenges in data governance, privacy protection, and talent development. To fully leverage the advantages of big data, an improved data management system, strengthened data security and privacy measures, and the cultivation of professionals skilled in big data analysis are necessary. This study provides theoretical support and practical guidance for the development of health insurance statistics in the big data context.

Owner-Manager Attitudes to Soft Skills Training in Malta’s Small Enterprises

A study of owner-manager attitudes to soft skills training in Malta and how these affect their small and micro businesses, and their learning as entrepreneurs. Talent retention and development may be overlooked when examining sustainable small business practice. In fact, training can help firms retain and develop a diverse range of employees, including those underrepresented in the workforce locally: upgrading skills rather than being caught in disruptive and expensive recruitment cycles (Bridge and O’Neill 2017; Klaus 2010). Training in soft skills (including interpersonal, communication, and listening skills as well as EQ) can provide a route to sustainable business growth. Studies as early as 2006 (such as Beaujean et al.) indicate that growing strong customer relationships is a crucial factor in achieving a competitive edge. Furthermore, the ‘impact of frontline emotional intelligence on the bottom line is clear’ and therefore work to encourage and develop such skills in employees is significant and worthwhile (Beaujean et al. 2006). This approach aligns well with key aspirations of the United Nations Sustainable Development Goals, especially number 9 (UN 2023). The attitudes of owner-managers, therefore, will certainly influence both whether soft skills are valued in the enterprise and whether all employees are offered training in these areas. This, in turn, may affect whether the business reaches its full potential.

AI-Powered Strategies for Talent Management Optimization

In today's dynamic and competitive business landscape, effective talent management is paramount for organizational success. This paper explores the integration of artificial intelligence (AI) technologies into talent management practices to optimize recruitment, development, and retention processes. Through a comprehensive review of existing literature and case studies, we elucidate various AI-powered strategies for talent management optimization. These strategies encompass AI-driven recruitment, predictive analytics for talent acquisition, personalized learning and development initiatives, AI-enhanced performance management and feedback systems, retention strategies, succession planning, and diversity and inclusion initiatives. By harnessing AI capabilities, organizations can enhance decision-making, improve efficiency, mitigate bias, and foster a more inclusive and agile workforce. The implications of AI adoption in talent management are discussed, highlighting opportunities for innovation and potential challenges to address. Ultimately, this paper provides insights for HR professionals, business leaders, and researchers into leveraging AI for strategic talent management optimization in the digital age.

THE INFLUENCE OF TEACHERS AS AN ETHICAL MODEL ON THE STUDENTS' DEVELOPMENT

As a result of globalization, people are faced with large and rapid changes, but also with challenges for which they are not prepared and the reactions to these changes are often not at all in the interest of well-being and development. Today, educators face major challenges despite the various educational reforms and substantial research undertaken over the past decades. At the same time, rapid technological advances and increasing complexities in social life may make it difficult to emphasize morals, values, and ethics and present them through improved curriculum and teaching practices. The emphasis in this paper will be placed on the teacher who, as an ethical model, has a significant influence on the development of students. Teachers play a decisive role in the cultivation of moral values and ethical behavior of students in schools. Through the model of their behavior, teachers influence the formation of perceptions and internalization of students' moral values, encouraging and promoting a sense of ethical responsibility and orienting the decision-making processes. Character, ethical, and moral behavior of teachers, remain an example in the development of students' talent, emotional intelligence, instructions in ethical decision-making, fostering the development of a moral culture, encouraging self-reflection, nurturing a sense of responsibility, integrating traditional and contemporary learning, encouraging critical thinking, and providing mentoring and support. Also, the effects of moral and ethical education are long-term, which are reflected not only in interpersonal and social relations, and impact in the community, but are also clearly reflected in the motivation to study, the encouragement of the development of talents, but also in the inheritance of these values in other generations.

Commitment to Excellence, Innovation in Health Care: Journey to Enhance Healthcare Quality and Patient Safety at Shuang Ho Hospital

<p>雙和醫院自2008年開院以來一直秉持以病人及員工為中心的服務理念，持續提升醫療品質和病人安全。醫療品質部結合醫院理念，推動卓越服務，包括健全品質與安全管理、人才培育、競賽活動以及創新特色發展。在醫療品質推動方面，醫院重視病人安全，鼓勵異常事件通報文化，並進行指標管理以及人才培育。此外，醫院積極參與各項競賽活動，鼓勵全院參與品質改善，並提供完善獎勵。在創新特色發展方面，推動智慧醫療、醫病共享決策和明智選擇等服務，以提供更加有效的醫療照護。未來，醫院將持續與其他醫療機構合作，建立共享交流平台，推動醫療品質和病人安全，以提供高品質的國際一流醫療服務為目標。</p> <p> </p><p>Since its opening in 2008, Shuang Ho Hospital has upheld the concept of patient- and staff- centered service to continuously enhance health-care quality and patient safety. The Department of Healthcare Quality promotes service excellence in alignment with the hospital’s philosophy, which encompasses robust quality and safety management, talent cultivation, competition activities, and the development of innovative features. In promoting health-care quality, the hospital emphasizes patient safety, encourages a culture of reporting abnormal events, conducts benchmarking tests, and fosters talent development. In addition, Shuang Ho Hospital actively participates in various competitions, encourages hospital-wide participation in quality improvement, and provides comprehensive rewards. Regarding innovative feature development, the hospital promotes intelligent health care, shared decision-making, and Choosing Wisely initiatives to enhance the effectiveness of health-care services. In the future, Shuang Ho Hospital will continue to collaborate with other health- care organizations to establish a platform for sharing and exchanging ideas to promote health-care quality and patient safety, with the goal of providing high-quality, world-class health care services.</p> <p> </p>