Human Talent Research Articles

Системный подход к управлению креативным персоналом: эффективный путь к инновациям

The main trends in the field of creative personnel management and the value of innovative culture were the subject of the study. Creative staff and innovation culture are of particular importance due to the need of organization to increase competitive advantages through the development of its innovative potential. The purpose of the work was to analyze trends in the personnel management and study modern approaches to the management of creative personnel, providing the organization with growth, development and innovation. The results of the work: the concepts of creativity, innovation, competitive advantage, organization of an innovative type were investigated and specified, key trends in the HR sphere (in human resource management) were summarized, the roles of personnel managers were understood. The profile of employees of generation Z has been investigated, the logic of motives for the behavior of creative employees has been built. Characteristics of innovative culture based on reproduction of the startup culture values are given. Successful startups (creative teams) are able to optimally combine experimentation, risk and responsibility. It was concluded that the ability to think creatively is a universal human talent. Practical recommendations on HR analytics and the effectiveness of personnel decisions are presented, key directions of the strategy for managing the younger generation Z are specified, the motives for behavior of creative employees are investigated, characteristics of innovative culture that allow the organization built a creative environment are studied.

Career Education for Creating Organizations and the Society that Promote Active Participation of Foreign Human Talents

Career Education for Creating Organizations and the Society that Promote Active Participation of Foreign Human Talents

Ready for the future? Employability skills and competencies in the twenty-first century: The view of international experts

BACKGROUND: Today’s uncertain economic and social dynamics are leading companies to seek the sort of human talent that will help them to survive and thrive. Training demands are thus arising for specific skills and competencies that would make current students and employment seekers more employable. OBJECTIVE: The aim of this study was to identify the twenty-first century’s major employability skills and competencies as well as the main demand trends for skills and competencies. METHODS: An international panel of experts (from Spain, Thailand and Poland), from both, academic and professional business backgrounds, were asked to quantitatively project the importance of different generic and specific skills and competencies over the next five years. They were asked to do so twice, once before and once after a four-year interval (in 2016 and in 2019). Each time, they were interviewed to discuss the results. RESULTS: The most valued employability skills were of a generic nature, in all three countries. Regarding specific skills, those of a social and managerial nature were the most highly valued. Work experience and formal education became less relevant for employability. CONCLUSIONS: The study’s results can lead to recommendations on how to design a more employability-oriented curriculum in educational institutions.

Independent Women Being Compassionate Towards Corporate Commitment

Increasing in opportunities for women has changed the world which fills workspace culture gap in several sectors. Empowering women is one of the most pressing criteria for economic and social needs of a nation. The study focuses on contributions of women in corporate sector and sustaining active engagement in their personal life. Women disruptions to employment, stimulating deeper thinking with targeted business actions and self-management brings the most possible change in society. The findings show that women have developed considerable effect on the academic front whereas ever-increasing work pressure is urging working women to spend less time for themselves. Women contributions in corporate sector is extremely important for prosperity and success of nations that make an incredible progress across the globe. The methods suggest that creating an envisioned process to improve gender parity in society by capitalizing human talents will make a better work place for women. This dearth of women in corporate boardrooms definitely steers the accountability. Results show that the presence of women in management positively with commitment and leadership affects significant untapped source of executive talent leading the way in decision and policy making.

Human Talent Co-Creation and Educational Certification of SICE at the New Era

Human Talent Co-Creation and Educational Certification of SICE at the New Era

Implementación de la Gestión Estratégica de Talento Humano en el Instituto Ecuatoriano de Seguridad Social

El objetivo de esta investigación es proponer un modelo gestión estratégica del talento humano, a través de la elaboración de una plantilla óptima en la Institución, para el crecimiento y desarrollo integral del potencial individual y organizacional. El alcance de esta investigación fue de tipo descriptivo. Se pudo evidenciar que no existe una adecuada selección de personal y ni un modelo de capacitaciones que se aplique al personal y una falta de. El modelo de gestión estratégica planteado ayudará a mejorar las etapas de contratación, selección, incentivos y evaluación para poder cumplir a cabalidad los objetivos Institucionales.

Emotional Intelligence in the Human Talent Management to Improve Job Performance

This study was carried out with the objective to identify the relationships between the management of human talent, emotional intelligence and the performance of teachers in a higher education institution; as well as the differences between groups, according to their sociodemographic characteristics. This research used a quantitative approach; a three-section questionnaire was used as a research instrument, the first one made it possible to evaluate the management of human talent; in the second one, the Trait Emotional Intelligence Questionnaire (TEIQue-SF) was used to measure the level of emotional intelligence; and in the third one, demographic questions were asked. For the performance of professors, the results of the professor’s evaluation were used. The sample consisted on 338 teachers (237 men, 101 women) selected at random. The results show the existence of a low and linear relationship between the management of human talent and emotional intelligence, as well as between the management of human talent and performance at work. Differences between groups were also identified in some aspects of the management of the human talent, emotional intelligence, and professors' performance with respect to demographic factors such as gender, age, level of education and teaching experience.

Aplicación de las redes sociales en el proceso de reclutamiento y selección del personal en el sector pyme de Villavicencio, Colombia

Product of the imminent revolution and technological innovation of the era, as well as the constant reinvention of the human talent management processes, the use of Social Networks has taken an important place in the recruitment and selection processes, allowing the location of best candidates and making them part of the growth processes of organizations. This article aims to show the level of appropriation of this strategy in small and medium enterprises –SME– in the city of Villavicencio. For this, the information provided by 60 SME companies was used, through a census study, applying a survey model in collaborators of the managerial level of Human Resources of the organizations. The results obtained allowed detailed description, analysis and contributions to be made in the processes of the use and application of social networks in the recruitment and selection process.

Gestión del talento humano en industrias manufactureras de Cuenca-Ecuador

The purpose of this research was a comparative analysis of the human talent management in three manufacturing sectors of the city Cuenca-Ecuador. According to the International Standard Industrial Classification (ISIC), these were: meat processing and preservation (C1010), clothing manufacturing (C14), except leather garments (C1410) and the beverage manufacturing sector (C11). To achieve this, it began with a bibliographic review of human talent, through the Publish or Perish tool; similar studies carried out in Colombia were considered, as well as an evaluation tool on the subject in question. The methodological orientation was descriptive and explanatory. The results of the study showed that the main strategies used in the companies evaluated were the existence of personnel selection and hiring processes, definition of profiles for positions and execution of induction processes for new personnel. Nevertheless, the absence of career plans was the common problem for all organizations. Finally, it was concluded that the sector that presented the best management of human talent was the beverage one; while the clothing manufacturing sector recorded the lowest performance. Keywords: Human talent management, intellectual capital, value chain, manufacturing sectors. URL: https://revistas.uta.edu.ec/erevista/index.php/bcoyu/article/view/1015

CYBERSECURITY AND INNOVATIVE DIGITAL EDUCATIONAL ENVIRONMENT

The article considers interaction of innovation, cybersecurity, and digital education environment. It has been demonstrated that comprehensive digitalization of society is being accompanied by changes in the innovative potential and educational needs of Ukraine, especially in the development of the human intellectual capital and its protection in the digital environment. Human capital in innovation plays a significant role, especially in the digital age. Young people are considered as a vulnerable group that could be the main goal of cyber cognitive operations and as the weakest link of the System. The analysis of the Global Innovation Report has revealed that the real level of digitalization in Ukraine does not match its actual human potential and creative outputs. Ukraine has faced gaps in the triangle "human capital (potential) - technological support of innovations - creative activity" that should be eliminated to increase the national Global Innovation Index (GII). Human talent and competence (as a capital) are developed in the learning process. It has been noted that a joint project is the weakest link in terms of intellectual capital and the intellectual property right. Personal information about the project competitors is usually not defended. The issues of innovation in the digital learning environment exacerbate the issues of cybersafety of the education process participants.The traditional cybersecurity approach is unable to detect and tackle new sophisticated attacks. The authors have developed a general model of cyber threats in the field of education and mitigation of their impact.The new strategy in cybersecurity is proposed: not only prompt defence, but threat hunting and resilience training of users. Threat hunting can be presented by two approaches: threat detection (reactive) and threat discovery (proactive), as components of the proposed model. The resilience training of users is associated with threat awareness and special cybersafety training. A general model of cyber threats in the field of education and ways to avoid them is presented. Special attention should be paid to the strengthening of the role of media in educational processes in digital environment, as a current area of cyber hazards. The role of media in stimulating horizontal communication in the educational process is growing. Participants in the digital environment are confidently turning from passive consumers to prosumers, and the media are becoming an information intermediary with a double function: a platform for providing access and information exchange in the educational process and technological tools for joint creation of products (creative commons).

La Gestión del Talento Humano como factor determinante del éxito competitivo de las medianas empresas Machaleñas.

Hoy en día las organizaciones son conscientes de la importancia de gestionar correctamente a su talento humano, pues esta práctica puede ser la clave para aumentar su competitividad y alcanzar el éxito organizacional. Esta investigación tuvo como objetivo comprender la gestión del talento humano como factor determinante del éxito de las medianas empresas de la ciudad de Machala, Provincia de El Oro, Ecuador. Se aplicó un enfoque cuantitativo, no experimental, transaccional. En la investigación participaron 50 medianas empresas a quienes se les aplicó una encuesta tipo Likert de 5 puntos. Los resultados indican que existe una correlación positiva y significativa que permite confirmar las hipótesis planteadas. Finalmente se concluye que la gestión del talento humano desde la capacitación, el desarrollo de competencias y el cambio organizacional son factores que contribuyen positivamente al éxito de las medianas empresas.

Influencia del clima y la satisfacción laboral en el desempeño del talento humano de las empresas comercializadoras

El objetivo del presente estudio es determinar la percepción del clima y satisfacción laboral y su repercusión en el desempeño del talento humano, mediante un estudio de enfoque cuantitativo en empresas comerciales pertenecientes al sector ferretero de la Ciudad de Machala. Con este caso se podrá demostrar que factores influyen en el desempeño laboral, mismos que las empresas deberían tomar en cuenta para aumentar su productividad. La recolección de datos perteneció al sector terciario que se dedica a las actividades de carácter compraventa. La metodología que fue empleada, se concibió a través de base teórica y de campo (encuesta), donde participaron 452 personas que laboran en las empresas ferreteras. Se realizó el debido análisis de los resultados que arrojaron las encuestas por medio de la herramienta estadística SPSS. Con los resultados se determinó que el clima laboral influye de manera notable en el desempeño laboral con una fuerte correlación de Pearson del 0.74, mientras que la satisfacción laboral en los trabajadores tiene influencia en su desempeño laboral con una correlación de 0.566, por lo tanto, se verificó que ambas variables: el clima y satisfacción laboral están enlazadas entre sí, repercuten en el desempeño laboral del talento humano y de esa manera alcanzar la prosperidad de la empresa dentro del mercado competitivo.

Avoiding a Data Science Winter by Keeping the Expectations Low

In the paper we present and discuss some aspects related to what we consider as some of the most important corporate challenges of Data Science, AI and machine learning regarding both human talents and business. We examine the case of a discussion that took place over Quora and in particular we focus on an answer we have selected as indicative of a potentially threatening situation for the sustainable development of the data science, AI and machine learning disciplines as well as the growth of the respective demand and supply sides and the corresponding ecosystem these form. We then make an attempt to examine the setting by means of analyzing the case, using as our guide the provided narrative.

Contribuição da pós-graduação brasileira em Ciências Ambientais na implementação da Agenda 2030

Objetiva-se analisar, discutir e refletir sobre a contribuição da Pós-graduação brasileira na área de avaliação de Ciências Ambientais (CiAmb) da CAPES à sociedade, no processo de incorporação dos Objetivos de Desenvolvimento Sustentável (ODS). Para tanto, foram analisados trabalhos de conclusão de cursos (TCCs), dissertações e teses, de 13 PPGs com doutorados acadêmicos notas “7, 6 e 5”, dois com mestrados profissionais nota "5" e dois com mestrado profissional em rede nacional. Os dados, obtidos na Plataforma Sucupira, foram comparados com descritores dos 17 ODS e analisados por meio de um algoritmo computacional. Os resultados foram organizados conforme as dimensões dos ODS e por região. Em que pese a dimensão ambiental se sobressair às demais, verificou-se que os PPGs têm colocado esforços ao compromisso de atender à Agenda 2030, caracterizando a relevância e importância da Área de Ciências Ambientais na formação de talentos humanos que contribuam ao desenvolvimento sustentável do país.

Gestión del Conocimiento a través del modelo de Socialización, Exteriorización, Combinación e Interiorización (SECI): En las bibliotecas de la Universidad Nacional Abierta Centro Local Falcón

Si el conocimiento de un individuo se inhibe, en relación con otros miembros de la organización, el conocimiento de esta será mucho menos efectivo. Para Nonaka y Takeuchi (1995), una de las tareas importantes de la gestión del conocimiento es la de facilitar las interacciones entre los miembros de la organización, se trata de un proceso circular y en espiral, que consta de una serie de subprocesos: creación de conocimiento, adopción de conocimiento, distribución de conocimiento y revisión de conocimiento. La concepción de la aplicación de la gestión del conocimiento a través del Modelo de Socialización, Exteriorización, Combinación e Interiorización (SECI) de Nonaka y Takeuchi (1995), dirigido al personal de las Bibliotecas del Centro Local Falcón, es de gran importancia en el proceso de enseñanza-aprendizaje, aunado al desarrollo de modelos formativos más flexibles e innovadores para la captación y transmisión del conocimiento. El talento humano, es la base del conocimiento y la experiencia laboral es de gran valor agregado, con la finalidad de incentivar el aprendizaje. La modalidad de investigación descriptiva, apoyada en un estudio de campo, la población quedó conformada por tres Asistentes de Biblioteca, una Secretaria y un Coordinador de Biblioteca, pertenecientes al Centro Local Falcón de la Universidad Nacional Abierta. Para recabar la información se utilizó como técnica la encuesta y como instrumento un cuestionario conformado por 25 preguntas abiertas. En el desarrollo de este artículo esbozaremos este Modelo con las siglas utilizadas por Nonaka y Takeuchi (1995): ‘SECI’.

Managing human talent through a gamified playful exercise

En la actualidad la gestión del talento humano se ha convertido en un referente importante en el éxito de las organizaciones. Numerosos estudios muestran que las compañías que realizan una adecuada gestión del desempeño de su talento humano mejoran en el compromiso de sus colaboradores. Por eso la importancia de generar escenarios que, desde el pregrado, permitan a los futuros profesionales mejorar las capacidades para gestionar el talento humano de las organizaciones. El presente artículo describe el diseño y la validación de un ejercicio lúdico relacionado con la gestión de talento humano. Para esto se usó la metodología de design thinking, por cuanto la validación se realizó con estudiantes de pregrado de una universidad de Santander. Los resultados indican un nivel alto de aceptación, con el 75 % de los participantes interesados en el área de talento humano; el 56,3 % tuvo que usar sus conocimientos previos, y al 75 % le gustaría que se realizara la lúdica como parte de sus asignaturas de pregrado.

Neural processing of facial identity and expression in adults with and without autism: A multi-method approach

The ability to recognize faces and facial expressions is a common human talent. It has, however, been suggested to be impaired in individuals with autism spectrum disorder (ASD). The goal of this study was to compare the processing of facial identity and emotion between individuals with ASD and neurotypicals (NTs).Behavioural and functional magnetic resonance imaging (fMRI) data from 46 young adults (aged 17–23 years, NASD = 22, NNT = 24) was analysed. During fMRI data acquisition, participants discriminated between short clips of a face transitioning from a neutral to an emotional expression. Stimuli included four identities and six emotions. We performed behavioural, univariate, multi-voxel, adaptation and functional connectivity analyses to investigate potential group differences.The ASD-group did not differ from the NT-group on behavioural identity and expression processing tasks. At the neural level, we found no differences in average neural activation, neural activation patterns and neural adaptation to faces in face-related brain regions. In terms of functional connectivity, we found that amygdala seems to be more strongly connected to inferior occipital cortex and V1 in individuals with ASD. Overall, the findings indicate that neural representations of facial identity and expression have a similar quality in individuals with and without ASD, but some regions containing these representations are connected differently in the extended face processing network.

Человеческие ресурсы как детерминант обеспечения конкурентоспособности национальной экономики на мировом рынке

In modern conditions of world economic relations, the key factor ensuring the competitiveness of the national economy in the world arena is labor resources. The potential and sustainable growth of enterprises directly depend on the development of the human capital, the level of its education, qualifications and mobility. The article examines the levels and spheres of human resources manifestation, and the directions that form the necessary degree of development of the companys competitive advantages. It has been determined that international competitiveness directly depends on the effectiveness of the business strategy, first of all, at the level of the enterprise itself, the management of which must form the staff based on its strategic goals so that the alignment of human talent and the market takes place in time. A conceptual scheme for ensuring the international competitiveness of the national economy based on the development of human resources has been developed, which includes a group of factors that must be taken into account in strategic and tactical planning. At the same time, effective planning of the personnel potential should be based on the key capabilities of the organization in accordance with the business strategy, motivation and development of personnel, its possible operational relocation, as well as ensuring the sustainability of the organization in terms of personnel.

Industria 4.0: el reto en la ruta hacia las organizaciones digitales

The fourth industrial revolution, known as Industry 4.0, encourages industrial physical systems to be connected to the digital world, forcing organizations out of their Status Quo. This reality represents a precedent for organizations to conceive this new revolution in order to migrate to this paradigm from where they currently are. The main objective of this article is to know the challenges that the fourth industrial revolution brings for organizations, by externalizing its importance and characteristics, and explaining its influence on aspects related to its implementation in organizations. The exploratory methodology used includes a literature review in the most important scientific databases on specific aspects such as: industrial revolutions, characteristic features of Industry 4.0, and its influence on organizations. The results can show the influence of the different industrial revolutions, the intrinsic details of Industry 4.0, the attention that its implementationmay require within organizations, and open up the possibility of having a sustainable 4.0 organization approach. Finally, it is concluded that in order to migrate to Industry 4.0, an organization must understand the challenges in managing its operations, human talent, energy, operations, strategy, and sustainability.

Value chain for agritourism products

Abstract This work was developed as part of a study on the potential of agritourism in Baja California, Mexico, and had its origin in the discovery of great opportunities for economic development in rural areas with the use of alternative tourism. The main objective was to analyze the links of value along the chain of agro-tourism services, which allow increasing the attractiveness of tourism proposals in agricultural companies. To achieve this, tours of 100 ranches or agricultural companies were conducted in the San Quintín Valley, Baja California, as a case study. With the use of indicators and comparative interpretations of the photographs obtained, potential products were selected as tourist attractions. The way to increase the value of each identified link was discussed, and finally a proposal was made for a value chain for agritourism destinations, describing the set of primary and support activities to be considered for the whole proposed chain. It is concluded that the success of any agritourism product will depend on the differentiation of the business concept offered, the access to new markets, the articulation between the proposed links, as well as the development of skills of the human talent that participates in each link of the chain.