Human Talent Research Articles

Pedagogical Support in Human Talent Management: A Systematic Review

This systematic review explored the impact of pedagogical coaching on human talent management and teacher performance over the past four years. A qualitative approach was employed using the PRISMA methodology to conduct searches in the following databases: Scopus, SciELO, Redalyc, Dialnet, Erih Plus, Latindex, the University of César Vallejo library, and other relevant databases. Inclusion and exclusion criteria were applied. For inclusion, articles published between 2021 and 2024 that addressed pedagogical coaching in the context of human talent management and teacher performance were considered, while studies that did not focus on educational contexts, were not peer-reviewed, or were not available in full text were excluded. Through the analysis of 229 studies, it was found that pedagogical coaching has a positive effect on improving teaching practices and teacher satisfaction. However, the effectiveness of coaching varies depending on the context and the quality of its implementation. The results suggest the need to strengthen the training of coaches, personalize support, and establish clear regulatory frameworks to ensure the quality of coaching. This review contributes to consolidating pedagogical coaching as a key strategy to improve educational quality and teacher professional development.

The Mediating Role of Employee Relations Climate in the Relationship Between Organizational Learning and Social Responsibility

Today, organizations face a rapidly changing environment, leading to numerous challenges that compel them to optimize their resources and assets. A crucial response to these changes is the heightened focus on human resources, which have become recognized as the most vital capital in gaining a competitive edge. By leveraging their greatest asset—human talent—organizations can significantly enhance productivity, with one effective strategy being the promotion of employee engagement. This research aims to explore the mediating role of the employee relations climate in the relationship between organizational learning and social responsibility. Utilizing a descriptive-correlational method, the study analyzed data through structural equation modeling. The findings suggest that increasing global interactions and deeper engagement with surrounding environments motivate organizations to undertake activities that foster competitive advantages, helping them adapt to complex and dynamic conditions. Many companies indicate that competitive pressures from globalization are intensifying, and an organization's capacity to manage these pressures hinges on its effective utilization of human resources. The ethical climate refers to the collective understanding among employees about appropriate behaviors and the management of ethical dilemmas within the organization. Concurrently, the employee relations climate emerges from shared beliefs about expected ethical conduct, influenced by the organization’s policies and leadership. This climate plays a pivotal role in shaping employees' ethical decisions and behaviors, creating a significant challenge for human resources as industries and knowledge demands evolve.

"Human Talent Management As A Competitive Advantage In Private Educational Institutions"

"Human Talent Management As A Competitive Advantage In Private Educational Institutions"

Documentary analysis on productivity in enterprises

Productivity is a key indicator for the sustainable growth of enterprises. However, small and medium-sized enterprises (SMEs) often do not measure it; therefore, there is a need to develop a greater understanding of this concept as a subject of study. A study was conducted with a qualitative approach using a documentary analysis technique based on a documentary record instrument. The research objective is to locate, analyze, and synthesize scientific evidence on business productivity to strengthen the theoretical and methodological foundations for further analysis and application in future studies. The results are presented in the following categories: Productivity concepts, efficiency, effectiveness, and competitiveness; variables or factors affecting productivity; productivity techniques and tools; case studies on productivity; and productivity and human talent. The findings of this research can contribute to promoting the measurement of productivity in SMEs.

Perceived Naturalness Biases Objective Behavior in Both Trivial and Meaningful Contexts

Research shows that perceived naturalness can bias beliefs about the positivity of items such as food, human talent, and vaccines. Yet, this research focuses on self-reports, which leaves open the implications it has for behavior. In four studies ( N = 492), we tested if perceived naturalness impacts trivial and meaningful behaviors. Participants were asked to consume a purported natural/synthetic performance drink (Study 1), test a purported natural/synthetic drug that would be injected (Study 2), eat chocolate containing a purported natural/synthetic cocoa described as causing stomach discomfort (Study 3), or choose a sticker purportedly made with natural/synthetic ink (Study 4). A significant majority of participants (66%–84%) chose and followed through with the natural versus synthetic option. Perceived naturalness guided behavior in contexts involving little (sticker choice) to substantial (drug injection) potential consequences. Self-reports can weakly predict behaviors, but the results revealed that perceived naturalness biases self-reports and behaviors in a similar fashion.

Gamified Exercise for the Appropriation of Concepts in Occupational Health and Safety

This article presents an innovative educational tool called "Risks Career Game" designed to improve education in occupational health and safety in educational settings. The game focuses on recreating real workplace situations to reaffirm concepts and knowledge related to applicable regulations in occupational health and safety. The tool was developed using design thinking methodology and is structured into an initial stage of explaining the activity's mechanics, followed by a gameplay stage where students must identify and solve problems related to occupational health and safety. The Risks Career Game is presented as an innovative solution to address deficiencies in the teaching and learning process of occupational health and safety, and is considered to have the potential to revolutionize the way this subject is taught and learned. The tool is adaptable to virtual and face-to-face environments and is useful for subjects such as industrial engineering, human talent, and occupational health.

Zero Hunger by 2030 - SDG 2 We are off target, AGAIN

According to the just released report, the world is still off target when it comes to meeting SDG 2, zero hunger. Hunger affects 1/5 in Africa, 1/11 globally, is on the rise in Africa, remains the same in Asia, while notable progress is being made in Latin America and the Caribbean. It is noted that fewer and fewer people are able to afford a heathy diet, a diet that is diverse in form and nutrients. Obesity is on the rise globally and in some population groups which did not know of it before, mainly because of poor food choices and also adopting foreign dietary habits, and sedentary lifestyles. Anaemia in women is on the rise, meaning their reproductive health and that of their offsprings are affected. The report does not paint a good picture for Africa as it reveals a slow reduction in stunting and wasting. It shows a continent that has been slow to recover from negative COVID impacts. "Financing to End Hunger, Food Insecurity and Malnutrition in All its Forms" is the theme. It is noted that only 25% of ODA (Overseas Development Assistance) goes towards financing food and nutrition programs. Clearly, this needs to be improved, especially following the many pledges that have been made this far. The realization continues to be that serious political will is needed to be able to achieve this. The question is: who is supposed to demonstrate this political will? As I have written before, we have had many global and regional meetings, all addressing world hunger, malnutrition, and micronutrient deficiency. In this report, there is a call to many to do more: donors, both corporate and individual; Governments need to commit more, why? Sovereign nations need to grow their economies in order to serve their people, in order for their countries to participate equitably in building and promoting the world economy. I have enjoyed watching the 2024 Olympics in Paris. In a short span of three weeks, we have seen the best sports competition ever. We see pure human talent. I was a sports nut in my youth but never heard of the Olympics until I was a lot older. It is one thing to have talent, and it is another to have access to showcase it and use it to God's glory, and to encourage others. The report at hand is on how to find resources to finance food and nutrition and poverty eradication programs. Look, without a fairly decent life, no one can make it to the Olympics. How proud I feel when I see the Kenyan Flag on the podium, and the National anthem played all because a Kenyan has won a bronze, a silver or a gold. This time around there were countries receiving their first medal ever, ever since the Games started in 1776 at Olympia in southern Greece and revived in 1896. Some of the athletes come from fairly disadvantaged environments, practice poorly and do not even have coaches let alone experts on programming or diet. What if they had exactly what is needed to make an excellent athlete? Or even half of it? And diet is huge in this case. An athlete needs to build good muscle and to learn how to release energy depending on the sport. Should we not prioritize and adequately fund food and nutrition programs in order to give everyone an equal chance of achieving a healthy body? This report was emphasizing how far off target we are from meeting SDG 2, Zero hunger. We need political will, at all levels. Let us work on it.

Human Talent Management in the Development of Work Skills in the Framework of The SDG in a Hospital in Peru

Objective: To determine the influence of human talent management on the development of labor competencies of the administrative staff of a hospital in Peru. This is associated with the Sustainable Development Goal (SDG) “Decent work and economic growth”. Theoretical framework: Globalization and digitalization generate constant changes that force institutions to orient human talent management towards the development and specialization of workers' skills, through training and feedback. Method: The basic study had a quantitative approach and a non-experimental cross-sectional design. The sample consisted of 86 employees, the technique used was the survey and a questionnaire was used for each variable. The ordinal logistic regression test was used for the inferential analysis, considering a significance level < 0.05. Results and Discussion: The results of the model fit test showed a p-value of 0.000 < 0.05. Likewise, the Nagelkerke coefficient yielded a value of 0.239, determining that there is a 23.9% influence of human talent management on the development of labor competencies. Implications of the research: Adequate human talent management will allow the development of the competencies of the hospital's administrative employees. Originality/value: Human talent management in the development of labor skills in Peruvian hospitals has been little explored, which makes this study an original contribution, given that most research has focused on other contexts.

Foreign Director Exit in the Midst of Deteriorating Bilateral Political Relations

Amid global geopolitical realism pushing for a race of hegemonic rivalry nowadays, an outflow of global human talents is a pressing organizational concern. Our study draws attention to the underexamined phenomenon of the exit of foreign directors from their host countries during geopolitical tensions. Theorizing from a sensemaking logic, we posit that the deterioration of bilateral political relations serves as an unexpected event that activates foreign directors’ schemas for dual identity conflict, propelling them to react behaviorally to such identity threats by exiting the board in the host country. In addition, we further posit that the sensemaking process is contingent on how the foreign director draws cues from the embedded social context, including organizational identification, socialization and homophily effect, and socioemotional climate. Our empirical analyses from a sample of 1,014 foreign directors in China from 1999 to 2018 provide strong and robust support for the hypotheses. This study instills important theoretical insights into the transcending impacts of international relations and geopolitics, international governance and foreign directors, and the situated cognitive process of sensemaking regarding the intertwining effects of cognitive schema and social contexts.

Scale to Evaluate Employee Experience: Evidence of Validity and Reliability in Regular Basic Education Teachers in the Peruvian Context.

Research on employee experience is a topic that has been growing in recent decades. This study analyzes the validity and reliability of an employee experience scale in Peruvian teachers. The study had an instrumental design. The sample was comprised of 760 Peruvian teachers between 20 and 71 years old (M = 40.91; SD = 10.05), where men (36.1%) and women (63.9%) participated, recruited through non-probabilistic sampling. A validity and reliability analysis of the employee experience scale confirmed the three original factors (sensory experience, intellectual experience, and emotional experience). The KMO test reaches a high level (0.950 > 0.70), and the Bartlett test reaches a highly significant level (Sig. = 0.000). The scale also showed good internal consistency (α = 0.948 to 0.980; CR = 0.950 to 0.981; AVE = 0.864 to 0.878). Similarly, for the confirmatory factor analysis, a measurement adjustment was performed, obtaining excellent and acceptable fit indices for Model 2 for three factors (CMIN/DF = 4.764; CFI = 0.984; SRMR = 0.024; RMSEA = 0.070). This study provides a useful tool to measure the employee experience in a friendly way, using simple language to be applied to the Peruvian context. This study is considered an important contribution to organizational behavior and human talent management in educational circles.

The Relationship Between AI and Unemployment Rate and the Solution

Technological advancements and significant strides in artificial intelligence have undeniably propelled economic growth. Integrating AI into production processes enhances productivity and efficiency. AI systems can operate continuously without breaks, and advanced technologies minimize the risk of human errors, producing high-quality goods and reducing costs. Ever since the inception of ChatGPT, the discourse surrounding the potential replacement of human labor by artificial intelligence has been a recurring theme. However, specific industries within the job market are resistant to being replaced by artificial intelligence, as they require distinct human qualities like creativity, emotion, and decision-making skills. These professions require problem-solving, interpersonal skills, emotional understanding, moral decision-making, and various unique human talents. This paper analyses the relationship between AI and the unemployment rate and the solution. It revealed the temporary decline in production efficiency, including short-term production efficiency reduction and long-term productivity improvements. Various policies can be implemented to address the issues mentioned, including initiatives to enhance education and improve the transparency of AI applications.

Benefits of Artificial Intelligence in human talent management

Human talent and artificial intelligence have been closely related, having a great impact on the performance and productivity of today's organizations. In this research work, we sought to identify the challenges posed by the implementation of artificial intelligence tools in human talent management, such as data privacy, discrimination and automated decision making, through the review of scientific literature, this as the main objective. To develop it, sources of research articles, magazines and previous research carried out on the topic in the last ten years were used, with which it was possible to identify the use of AI for the selection and retention of human talent, the development of skills and skills, in addition to benefiting the well-being of collaborators; but also disadvantages such as its impact on privacy and the growing concern about job replacement. Concluding, to take full advantage of the benefits and minimize the problems associated with AI in human talent, it is necessary to have clear and transparent regulations, encouraging collaboration and development of knowledge in employees and ensuring ethics in the use of AI. within the organization

Violencia institucional en atención por casos de violencia de género en Comisarías de Familia de Tunja, Boyacá, Colombia

This research aimed to analyze the acts of institutional violence and violation experienced by women when reporting gender violence at Family Police Stations in the city of Tunja, Boyacá, Colombia. The study was qualitative, supported by a narrative design of topics, and the technique for gathering information was the interview with a guide of semi-structured questions. The sources were selected through non-probabilistic convenience sampling, totaling 25 women who reported gender-based violence. The results are presented according to the phases of comprehensive care that are developed in these offices, allowing us to find that there are behaviors of revictimization, omission, and coercive action in the description of the criminal acts and throughout the entire care cycle by the officials. There is objectification of a symbolic nature in the face of acts of violence that chronify the sequelae of the traumatic experience of the violating act, negligence due to biased administrative actions concerning the victim's risk profile, and consensus on taking protective measures and undue diligence due to the bureaucratic network and interdisciplinary action. It is concluded that this violation is generated due to bureaucratic aspects that limit due process, lack of complementary training, and qualification of human talent with a gender perspective.

A comparison of several intrusion detection methods using the NSL-KDD dataset

The increasing significance of cybersecurity underscores the critical necessity of addressing evolving methods of hackers. This research investigates the way to classify and predict cyber-attacks on the NSL-KDD dataset using intrusion detection methods the investigation contrasts the capabilities of various algorithms, including RNN, MLP, CNN-LSTM, and ANN, in recognizing attacks. The results indicate that both MLP and RNN have the greatest efficiency and effectiveness for different time frames. these findings demonstrate the necessity of Constant evaluation and enhancement of intrusion detection systems in order to remain aware of the dynamic nature of the cyber threat landscape. Addressing cybersecurity issues necessitates a comprehensive approach that combines computational enhancements, human talent, organizational policies, and regulatory frameworks in order to create a powerful and stable cybersecurity system.

The Role of Human Talent Capital in Shaping Firm Value: Evidence from Non-Financial Sector of Pakistan Stock Exchange (PSX).

Purpose- This study examines the relationship between human talent capital and firm performance, focusing on firm value, growth opportunities, and volatility. The interaction effect of firm size on this association is also explored. Study Design/methodology/approach – This quantitative study uses a fixed effects model; the study analyzes data from 290 firms over 11 years (2013-2023). Diagnostic tests are employed to ensure the robustness of the results. Findings- The findings of the study reveal a significant positive impact of human talent capital on firm value and growth opportunities. Supported by quantitative measures, larger firms show greater utilization of human talent capital. Moreover, human talent capital mitigates cash flow volatility, highlighting its role in firm risk management. Profitability, liquidity, and innovation also significantly affect firm value and growth. Research limitations/implications – The study has several limitations. Firstly, the generalizability of the findings may be constrained by the focus on a specific industry and geographic region. Secondly, the reliance on quantitative data and fixed effects model might overlook qualitative factors influencing the human talent capital phenomenon. Thirdly, external factors such as macroeconomic conditions and regulatory changes could impact the study's findings, deserving further exploration. Research Practical Implications- The study advocates for corporate governance reforms and policy interventions to prioritize human talent capital investments. Financial strategies such as maintaining liquidity and managing leverage are recommended to stabilize firm volatility. Originality/value- This research highlights human talent capital as a key determinant of firm performance, encouraging strategic investments in human talent capital and financial management practices to enhance organizational success.

Artificial intelligence in pharmacy an overview

Intelligent technologies will someday replace or enhance human talent in many areas. Artificial intelligence is the intelligence exhibited by robots or software. It falls under the field of computer science. Computer scientists are becoming more and more interested in studying artificial intelligence because it has significantly enhanced human lives in a variety of ways. Over the past 20 years, artificial intelligence has led to a major boost in the performance of industrial and service systems. Expert systems are a rapidly developing technology that are the result of research into artificial intelligence. Artificial intelligence applications known as expert systems are widely used today to solve complex problems in a range of fields, including science, engineering, business, medicine, and weather forecasting. Artificial intelligence technology have led to improvements in quality and efficiency in certain sectors. This page gives a summary of the technology and some possible uses for it. This paper will also look at the current applications of artificial intelligence technologies in the fields of computer games, accounting databases, hospital inpatient care, medical image classification, network intrusion, Power System Stabilization (PSS) design, and network security against hackers.

<p>Determinants of the Manufacturing Sector in Ecuador</p>

The world economy increasingly requires industries with greater specialization that provide higher value-added products to meet the diverse needs of society. In this sense, the objective of this research is to determine the productive capacity of the manufacturing industry in Ecuador, taking into account its financial resources and available human talent. The study employs a Cobb-Douglas production function and incorporates economic freedom as a structural variable. Panel data analysis is conducted at the provincial level, covering the period from 2010 to 2020. The results demonstrate that economic factors exhibit expected behavior within this type of production function. However, the inclusion of economic freedom in the analysis yields peculiar results, which suggests political implications that need to be considered at the conclusion of the study.

The effect of subjective well-being on the management of successful organizations

Purpose: The objective of this research was to analyze the effect of subjective well-being on successful organizational management through the study and measurement of the variables: quality of work life, job satisfaction and happiness at work.Design/methodology/approach: This research has a positivist or quantitative approach of a correlational type at a descriptive level and corresponds to a population sample of 302 workers randomly selected from a total of nine hundred collaborators hired by the Universities of Barranquilla, Colombia.Findings: In order to predict the behavior of a dependent variable based on other independent variables, the multiple regression model was used, so the statistical data indicate that subjective well‑being index can increase or decrease in organizations and derives from the perception of quality of work life of employees. In this research, job satisfaction was the factor with the highest score, followed by the quality of work life variable, then happiness at work, and due to these factors, subjective Well-being at work is generated. The conclusions of the research denote the importance for organizational management to know the perception of workers. The data generated through this measurement will allow companies to personalize their work well-being programs, and to invest better in their logistical and human economic resources, as well as how to create business strategies that promote higher levels of commitment and work productivity, this diagnostic measurement model helps human talent areas to be more aligned with the real needs and expectations of employees. The analysis of the study concludes that the development of strategies to improve the subjective well-being of employees promotes successful organizational management.Originality/value: This research analyzes subjective well-being at work, because most of the studies carried out on this topic focus on subjective well-being from a personal perspective, emphasizing how citizens evaluate their lives in general terms. This article is focused on aspects related to the perception of workers in the work context based on the measurement of three variables in an integrated manner; In general, other research has analyzed the variables individually and related them to other aspects such as the work environment or productivity. The originality of this study lies in the integrated analysis of the three variables quality of work life, satisfaction and happiness at work as predictors of SWB at work. The data from this measurement model provides relevant information so that organizations can make better decisions regarding their policies for attraction, loyalty and retention of human capital, in this way they can design strategies, create incentive and benefit plans, according to the employee’s expectations and needs.

INTEGRATİON OF ARTİFİCİAL INTELLİGENCE (AI) İN TASK MANAGEMENT SYSTEMS

The incorporation of artificial intelligence (AI) into task management systems has become a disruptive force in today's fast-paced work environments, changing how teams plan, prioritize, and complete tasks. This trend is best illustrated by platforms such as Trello, Monday.com, and Asana, which use AI technology to streamline project workflows, automate tedious chores, and offer insightful recommendations. These systems enable users to improve decision-making, expedite procedures, and increase productivity using AI-driven capabilities like predictive analytics, automated task assignment, and smart suggestions. Through the utilization of natural language processing (NLP) and data visualization tools, these systems facilitate data-driven insights, preemptive risk management, and intuitive interaction. The incorporation of AI in task management signifies a paradigm change towards more intelligent, cooperative work practices, as companies depend more and more on AI to enhance human talents and boost productivity. This article addresses the consequences of this technological advancement for the nature of work in the future, presents real-world examples of AI-powered features in popular platforms, and examines the many advantages of integrating AI into task management. Keywords: task management, artificial intelligence, task management systems, integration of AI, automated task assignment, Natural Language Processing (NLP).

Quality of work life for health professions in Colombia’s adult critical care: An integrative analysis

BackgroundHealth professionals in Colombian and many parts of the world, in some cases, work in precarious conditions and intend to migrate to other countries in search of better living conditions for themselves and their families, which results in inadequate distribution worldwide and in the quality of care throughout the health system, which can ultimately influence the quality of life of patients in their health-disease processes.PurposeDescribe in depth what quality of life at work is like for the health workforce in adult critical care (ACC).MethodsThis is an investigation of convergent parallel mixed methods approach that are integrated by means of a matrix in terms of convergence, divergence, and complementarity. Two methods are used: a transversal analytical method in which three instruments were applied to 209 participants to study the relationship between Quality of Life at Work, exposure to psychosocial risks, compassion fatigue and the intention to rotate; other than from the experiences narrated by 10 Human Talent in Health explore organizational practices in critical care.ResultsThe dimension of quality of work life with the greatest dissatisfied was the management of free time (77%), the most compromised psychosocial risk was the pace of work (84%). They have high compassion satisfaction (67%) and there is an intention to migrate to another country (66%). The narrative results in discrimination/harassment as normalized practices and faceless spirituality. The integration of mixed methods shows convergence between the use of the instrument that measures quality of life at work and the narratives of the participants, complementarity with the other instruments, and divergence regarding the intention to rotate to another health institution.ConclusionThe positive trend that converges with the two approaches is that of safety at work and well-being achieved through work, embodied in the constant updating of technology and care protocols, experience time, balance between salary and work effort, staffing and supplies, and disconnection with work.