Human Talent Research Articles

Robotic Process Automation as an enabler of Industry 4.0 to eliminate the eighth waste: a study on better usage of human talent

Nowadays, with increasing globalization, companies have to be prepared to adapt and respond to the challenges raised by the 4th Industrial Revolution. The adoption of new technologies has been the most used solution, creating new challenges concerning worker-machine interaction. The required skills of workers tend to change, as do their tasks, which, many times, do not add value, contribute to talent waste, the eighth waste of Lean, and generate dissatisfaction. This paper reviews how this problem can be eliminated, by implementing Robotic Process Automation in a company that provides residential hot water solutions. This technology automates repetitive processes. The results obtained show that, through Robotic Process Automation, it is possible to automate the tasks that do not add value and contribute to eighth lean waste.

Types of competencies of human talent supported by ICT: definitions, elements, and contributions

The recent turbulent global changes have highlighted the advancement of generic and technical skills, as responses to the comprehensive challenges of the environment. This is how in the present investigation constructionism and hermeneutics are used as a methodology to achieve contributions of scientific rigor, conceptualizing the variables; with a positivist approach, using literary study, to generate theoretical reflections based on contemporary and disciplinary foundations, and thus understand literature, build concepts, and generate reflections. The findings show that ICT-focused skills condition the employability of human talent and its effect on resources, elements, and capabilities in generating value. It is concluded that the generic and specific skills of people currently prevail as indicators of achievement, resulting in the actions performed and sustainability.

Adopting Molecular Testing for Solid Tumors in Latin America: Challenges and Opportunities

Introduction: The advent of precision medicine, including molecular testing (MT), has revolutionized the cancer care landscape and may provide a path forward in the sustainability of cancer care. Methods: Americas Health Foundation (AHF) identified a panel of seven experts in MT with backgrounds in clinical oncology, molecular pathology, and bioethics from Argentina, Brazil, and Colombia. They convened for a three-day virtual meeting on November 10-12, 2021, to discuss the need for widespread access and adoption of MT for solid tumors in Latin America (LA). Results: The authors identified challenges in MT access in molecular medicine (MM) in LA and proposed suggestions to manage them. Development and implementation of human talent, infrastructure, and policy strategies are essential to provide MT in LA. This review outlines the substantial challenges faced by countries in LA to the widespread adoption of MT in oncology and provides recommendations on overcoming them. Conclusions: Despite the many advantages of MT for solid tumors, the challenges for implementation in LA healthcare systems are sizable and multidimensional. These include regional deficiencies in trained teams, fragmented healthcare systems, and inefficiently distributed budget allocations.

Acquired employees versus hired employees: Retained or turned over?

AbstractResearch SummaryThousands of acquisitions of technology companies result in the de facto hiring of myriad individuals into new employers every year. We analyze the effects of such deals on acquired employee (AE) retention relative to a matched sample of directly hired employees (HEs) joining the same acquirers in the same year. In a dataset with all acquisitions of VC‐backed companies in the previous two decades paired to over 30 million resumes, we find that acquired employees (AEs) turnover at a much higher rate than matched, HEs. Importantly, this difference in turnover rates is larger for AEs in higher job ranks and with advanced degrees. Likewise, we show that the postacquisition departure rate is highest for AEs in critical executive, technical, business development, and sales roles.Managerial SummaryAcquisitions of venture‐backed tech‐companies occur for many strategic reasons, including the acquisition of key managerial and technical human talent. The retention of acquired talent is thus an important consideration for the value of the acquisition. Through a dataset of over 30 million resumes, we examine the turnover rates of employees acquired through technology acquisitions in the previous two decades, comparing these AEs to their similar, organically hired counterparts. In this comparison, we find that AEs are more likely to turnover in general. Importantly, the higher turnover rate of AEs increases with seniority and education attainment and is the highest in critical executive, technical, business development, and sales roles.

A REVIEW OF POLICIES: FINANCIAL AUTONOMIZING OF HIGHER EDUCATION

Vietnam is one of a few countries which invest the most in education with 20% of governmental expenditure, likely promising an optimistic development for higher education. However, both the amount and the usage of money for the sector are inadequate, which makes this unable to satisfy the missions of higher education that are human resource training and talent development. In the other words, tertiary quality is lagging far behind other countries in the region and the world, and thus it does not meet the needs of the labor market. The vague and overlapping policies regarding university financial autonomy are considered the root of the weakness of the sector. It is believed that properly engaging with the problems of financial autonomy could result in the improvement of the current higher education system.

Situated agroecology: context, process and massification of Program Degree in Agroecology in Venezuela

A lo largo del proceso de la Revolución Bolivariana, se han desarrollado en Venezuela fuertes contradicciones de clase y del sistema alimentario, que han enfrentado las fuerzas de una cultura de consumo que favorece los alimentos importados, el modelo de la revolución verde, y el uso intensivo de insumos, a otro modelo que representa la ruta hacia la soberanía alimentaria y un paradigma agroecológico emergente impulsado por los movimientos de base. Como producto del proceso revolucionario, en 2004 se fundó en la Universidad Bolivariana de Venezuela, el Programa de Formación de Grado en Agroecología (PFG) con el fin de ampliar las prácticas y conocimientos agroecológicos con base en enfoques pedagógicos alternativos. En la pasada década, más de mil graduados del PFG han ocupado espacios institucionales y proyectos productivos en áreas urbanas y rurales, contribuyendo así a la escala agroecológica vertical y horizontal, lo que muestra su papel clave en este creciente movimiento y su capacidad de crear mediadores para territorializar la agroecología e institucionalizar la política pro campesina en Venezuela. Como dato político atípico, este país es un caso importante para el estudio de las estrategias de territorialización de la agroecología socialmente comprometida y situada.

Diagnosis of human talent needs required by organizations at Magdalena

This research manuscript presents the results of the diagnosis of human talent needs in the department of Magdalena, in order to be taken into consideration by Higher Education Institutions when adjusting their academic offerings and creating programs and services aligned to current requirements. The study consisted of diagnosing 66 organizations, including companies, Higher Education Institutions and state entities, to determine the needs and perceptions of the services offered by higher education in 2021 in Magdalena. This was done through a virtual semi-structured survey and a focus group. Among the findings, training needs were identified at the levels of technical, professional, technological and professional education in the sectors of agribusiness, agriculture, commerce, education, technology, engineering, hospitality and tourism, among others. Likewise, needs were identified for soft skills, communication skills, technological skills, and language skills.

Creativity as a Practical Manifestation of Freedom (Historical and Theoretical Context)

The study concerns the consideration of creativity in the light of the main philosophical studies of this concept. The activity of the creative process practically proves the presence of freedom in human existence. Views on creativity reflect the attitude of a particular thinker to the question of the opposition of freedom and predestination in general. The polemical moments concerning creativity are considered and the ways of their decision are offered. In particular, two opposing views on the work of Plato and Aristotle are studied, where human talent presupposes divine inspiration (Plato) or, accordingly, only personal efforts. Nikolai Berdyaev tries to resolve the controversy between Aristotle and Plato by combining their views. He endows man with divine properties and thus indicates the source of creativity in the middle of man himself. Philip Hefner gives the individual the status of “co-creator” and puts forward the theory that man is called to improve and complete God’s creation. The study also focuses on the content and purpose of creativity. Creativity for the sake of creativity itself, which Albert Camus wrote about, was criticized by M. Berdyaev, and he offered his vision of this issue: creativity for the sake of a universal goal. Camus’ views were generally shared by A. Bergson. In connection with this last controversy, the actualization of Hryhoriy Skovoroda’s doctrine of “related work” is proposed and the expediency of this actualization is argued. Our domestic philosopher originally balances the pessimism of Camus’s work and Berdyaev’s enterprising approach. Skovoroda supports his conclusions with accurate practical examples. Reasoned conclusions about the need to update the teachings of G. Skovoroda on creativity and «related work» are given.

Developing Workforce Planning Skills in Human Resource Management Courses: A Data-Driven Exercise

Workforce planning is prevalent and recognized as a good strategic practice in many organizations. However, business students may have little experience with workforce planning or workforce analytics. The purpose of this article is to present a workforce planning exercise for use in a face-to-face or online classroom setting. In this exercise, students practice applying workforce planning concepts to calculate internal employment data, find and collect external employment data, and combine multiple, sometimes conflicting, data to make workforce predictions and recommendations for a hypothetical organization. This exercise is designed to help students develop career-relevant skills and is intended for use in human resource management, talent acquisition, talent management, staffing, and/or selection classes.

Organizational citizenship behavior and job flexibility in Family-Responsible Companies: a study from the perspective of employee family situation

PurposeThe aim of this article is to analyze the relationship between the personal life situation and marital status of the worker and how this relates to organizational citizenship behavior (OCB) and job flexibility. The study has been carried out with a group of Mexican employees from a commercial company located in the northeast of the México.Design/methodology/approachThe research is a nonexperimental empirical study using t-test, Levene’s test and Cohen’s test to analyze the significant relationship between the variables under study for 419 employees. The questionnaire was applied only once without a control group against which to compare. The study was carried out in a commercial company located in a city in northeastern Mexico, covering four municipalities in the conurbation area.FindingsThe research reveals that those workers who participated in the study and who have direct family responsibilities show greater OCB and value job flexibility more highly. The tests also found that a flexible working policy is valued by all those with direct family responsibilities, regardless of their marital status. It is also shown that there is a positive relationship between job flexibility and OCB, although not a strong one.Practical implicationsDecent work implies labor policies that support women and men to have an adequate work–life balance. Companies seeking work–family balance through the implementation of policies such as flexible working arrangements should consider the domestic background of their employees, as this has a direct impact on competitive advantage and is of importance when recruiting and retaining human talent. These findings may also be useful for companies interested in implementing flexible working policies to retain employees with family responsibilities who value the ability to reconcile work and family life.Originality/valueThis research demonstrates the relevance of OCB and job flexibility for employees. If the company wants to enhance OCB, they must consider that personal situation as well as the employee's marital status influences OCB. They should also consider that work flexibility is highly valued by those employees who have children or family dependents.

Insights into Artificial Neural Network techniques, and its Application in Steganography

Deep Steganography is a data concealment technology that uses artificial intelligence (AI) to automate the process of hiding and extracting information through layers of training. It enables for the automated generation of a cover depending on the concealed message. Previously, the technique depended on the existing cover to hide data, which limited the number of Steganographic characteristics available. Artificial intelligence and deep learning techniques have been used to steganography recently and the results are satisfactory. Although neural networks have demonstrated their ability to imitate human talents, it is still too early to draw comparisons between people and them. To improve their capabilities, neural networks are being employed in a number of disciplines, including steganography. Recurrent Neural Networks (RNN) is a widely used technology that automatically creates Stego-text regardless of payload volume. The features are extracted using a convolution neural network (CNN) based on the image. Perceptron, Multi-Layer Perceptron (MLP), Feed Forward Neural Network, Long Short Term Memory (LSTM) networks, and others are examples of this. In this research, we looked at all of the neural network approaches for Steganographic purposes in depth. This article also discusses the problems that each technology faces, as well as potential solutions.

Smart Competence Management Using Business Analytics with Fuzzy Predicates

Organizations consider human capital as one of their most important assets. Experts in the field have focused on the research and development of human talent management skills. At present, companies are giving high importance to the management of this intangible resource. Management by competencies and skills is basic in the selection and development of the most valuable asset the organization has: its human capital. A conceptual framework of the intelligent management of human capital and some more advanced knowledge discovery techniques are presented in this paper. A methodology for smart detection of core competencies based on fuzzy logic predicates and business analytics is proposed. The proposed methodology allows: (1) the evaluation of the importance of competencies, (2) the identification of competencies achievement level of each employee, (3) the identification of competencies with difficulties, (4) the identification of competencies that have influence on others, and (5) a hierarchization of the competencies to select the most appropriated for the employee recruitment plan. Furthermore, an analysis is proposed using knowledge discovery, which allows one to identify which competences have influence on a specific one. All of the above is useful to build an ideal profile for a position. A case study was carried out in order to show the implementation and interpretation of our proposal.

Continuous improvement and business sustainability in companies of an emerging market: Empirical analysis

Purpose: The article analyses the impact of continuous improvement (system and teams) on business sustainability dimensions (social, environmental, operational and financial) as a competitive strategy to create value for all stakeholders in emerging economy context.Design/methodology/approach: The data collected is from 120 companies of different sizes and 13 different industrial sectors such as food, energy, health, financial services, and logistics in Colombia. The design of multivariate logistic regression is to identify the critical aspects of the continuous improvement practices that significantly affect the dimensions of business sustainability.Findings: The analysis shows that from continuous improvement aspects (system and teams), employee involvement, human talent maintenance, training, and evaluation accompanied by feedback impact business sustainability. These elements impact financial and operational dimensions significantly but in the environmental and social aspects with less intensity.Research limitations/implications: Research is limited to the general sustainability analysis applying resource-based strategy in Colombia. Practical implications: Generate overall awareness of the importance of the equilibrium of sustainability dimensions in strategic planning and implementation in emerging economies.Originality/value: This work applies an empirical study to establish the impact of continuous improvement (system and teams) on each of the business sustainability dimensions (social, environmental, operational and financial) in companies of emerging economies.

The Processes of Recruitment and Selection of Personnel: Between Objectivity and Subjectivity

This study is the result of reflecting on the importance of the processes of attracting human talent in organizations, in order to consider the relevance of social representations in hiring decisions. The research is qualitative, descriptive and documentary; The method of hermeneutics is used, and as a technique the collection and analysis of written information. The various resources to support the choice of candidates for a position - widely known - are discussed since, even so, some companies lack personnel to fit the profile of the position; There may be nepotism in hiring, discrimination and even hidden policies that, rather than looking for the profile, are based on physical appearance, among other factors, in addition to the subjectivity attributable to the recruiter himself. It is essential to understand the needs of companies and workers, based on techniques that do not seek to objectively explain reality.

Structural equations to analyze entrepreneur satisfaction as indicator of human resources management at the territorial level

This research is based on the premise that entrepreneurs require and aspire to hire the best human talent existing in the territories and with it, experience a certain satisfaction with the contracts made. That is why the objective of this paper is aimed at identifying, through multivariate statistics, those variables that from the theoretical and practical order affect the management of human resources at the territorial level and its modeling through an analysis of structural equations, which allows interpreting its impact on the satisfaction of entrepreneurs. The main results evinced demonstrate in accordance with the autochthonous characteristics of the analyzed object of study, that the process is of a multifactorial nature, with a decisive influence on the Processes dimension, being also important those related to the Strategic and Environment dimensions. It can be said that entrepreneur satisfaction is a direct expression of the level of management granted to the process dimension (DProcesses). The present study addresses the nature of the relationships between the variables considered in the context of a particular territory. The results have indicated that there are relationships between the variables that ensure the management of human resources at the territorial level and the satisfaction of entrepreneurs.

Human talent and career development: Distinct cognitive profiles of STEM versus non-STEM professionals and college majors

Human talent and career development: Distinct cognitive profiles of STEM versus non-STEM professionals and college majors

A Systematic Review of Data Analytics Job Requirements and Online-Courses

ABSTRACT Data analytics’ growing importance in modern business has left many organizations unprepared in terms of human talent. This study sheds light on the intersection between the analytics job skills currently in demand and the offer of massive online open courses for developing them. We have scraped from the web the description of more than 14,000 job posts and 3,600 Data Analytics online courses to systematically capture the need for data skills and available learning opportunities. By using an original combination of topic modeling and text mining algorithms, we provide a systematic mapping of educational offers with business needs, quantifying their presence and identifying gaps. Our study enables both educational providers to improve their offering on Data Analytics and Human Resources professionals to identify skill development opportunities. Additionally, we introduce a general methodology able to produce systematic mappings of job skills and learning opportunities in any domain.

Organizational adaptability: A reflection based on ex-ante, in action and ex-post conditions

This article aims to analyze the adaptability construct in its nature and development. First, it provides an analytic study about the adaptability literature integrating to a classification based on different areas of business. Likewise, these contributions are classified in two categories: general and specific and five subcategories: strategic, structural, human talent, production and marketing approaches. Next, a dynamic model is used for representing the flexible and rigid organizational behavior for confronting a changing environment. Then, a second model developing this construct is offered with three important moments: ex-ante, in-action and ex-post as conditions of adaptive organizational behavior. In the end, a reflection about consequences of these structures is added.

Environmental, Social and Governance (ESG) Evaluation and Organizational Attractiveness to Prospective Employees: Evidence From Japan

This study hypothesized that firms’ Environmental, Social and Governance (ESG) evaluation is related positively to their attractiveness to prospective employees. Although growing number of researches have been focusing on relations between ESG evaluation and corporate financial performance, few researches have investigated the link between ESG evaluation and corporate attractiveness as employers. Results indicate ESG evaluation is related to firms’ attractiveness as employers, suggesting that a firm’s high ESG scores may provide a competitive advantage in attracting human talents and enhancing corporate value. At a time when corporate success depends on a high-level staff, the need for corporate to improve ESG evaluation is intensifying. Regarding the impact of ESG component, the study shows Environmental factor has significant positive impact on attractiveness of larger firms, while Governance is most relevant for smaller firms.

Barreras y fuerzas impulsoras de la implementación de la Industria 4.0 en las organizaciones: un estado del arte

Industry 4.0 is a manufacturing concept that has gained strength in organizations because it delves into industrial automation, digitization, and new technology implementation to improve working conditions and productivity. This article aims to contribute to the current debate on industry 4.0 while providing an overview of barriers and facilitators. Based on documentary analysis of 49 articles written between 2014 and 2020, six categories related to barriers were identified: security, costs, human talent, organizational resistance, and use of technologies; and eight as driving forces of Industry 4.0 implementation: technological pre-existence, management commitment, efficiency, competitiveness, sustainability, competent employees, and government policies.