Potential Talent Research Articles

A tecnologia como facilitadora do acesso à aprendizagem musical de uma criança com paralisia cerebral

Nowadays, technology is a great ally in removing barriers and facilitating access for users with specific limitations. For example, a child with motor and communication limitations due to Cerebral Palsy (CP) can use technology to develop and reveal their potential talent for learning and performing music. We want to publish a real case of a child, currently aged 11, called Enrique, with CP, whose limitations do not allow him to play any traditional musical instrument. However, Enrique can access information and learn using Support Products, namely a computer and an interface for access through the eyes. This child wanted to learn to play piano, which was difficult for him in a traditional way. Using the Assistive Technology he already had, and an Accessible Musical Digital Instrument called NetyChord, installed on his computer, it was possible to get him to learn music and play the sounds of the piano instrument together with an orchestra in a public concert. The aim of this work, which we intend to disseminate to the general community by making a documentary, is to demonstrate how it is always possible to eliminate barriers by joining forces and combining research networks between different universities and different countries (Portugal and Italy). This objective also includes the use of technology as a means of facilitating music learning for all

Artificial Intelligence (AI) Literacy among Teachers Positive Outlook: The Huge Potential Talent has Landed

Artificial Intelligence (AI) Literacy among Teachers Positive Outlook: The Huge Potential Talent has Landed

JobFormer: Skill-Aware Job Recommendation with Semantic-Enhanced Transformer

Job recommendation aims to provide potential talents with suitable job descriptions (JDs) consistent with their career trajectory, which plays an essential role in proactive talent recruitment. In real-world management scenarios, the available JD-user records always consist of JDs, user profiles, and click data, in which the user profiles are typically summarized as the user's skill distribution for privacy reasons. Although existing sophisticated recommendation methods can be directly employed, effective recommendation still has challenges considering the information deficit of JD itself and the natural heterogeneous gap between JD and user profile. To address these challenges, we proposed a novel skill-aware recommendation model based on the designed semantic-enhanced Transformer to parse JDs and complete personalized job recommendation. Specifically, we first model the relative items of each JD and then adopt an encoder with the local-global attention mechanism to better mine the intra-job and inter-job dependencies from JD tuples. Moreover, we adopt a two-stage learning strategy for skill-aware recommendation, in which we utilize the skill distribution to guide JD representation learning in the recall stage, and then combine the user profiles for final prediction in the ranking stage. Consequently, we can embed rich contextual semantic representations for learning JDs, while skill-aware recommendation provides effective JD-user joint representation for click-through rate (CTR) prediction. To validate the superior performance of our method for job recommendation, we present a thorough empirical analysis of large-scale real-world and public datasets to demonstrate its effectiveness and interpretability.

The Influence of Compensation and Work-Life Balance on Intention to Stay of Aramex Indonesia Employee

Intention to stay in an organization is influenced by various factors, one of which is flexibility in working hour arrangements that can improve work-life balance, productivity, engagement, and organizational attractiveness for potential talents. This study aims to explain the effect of compensation and work-life balance on employee intention to stay at Aramex Indonesia. This type of research is descriptive quantitative. The population in this study were all employees of Aramex Indonesia using non-probability sampling method saturated sampling technique. The results showed that the multiple regression model equation. Managerial Implications The findings of this study reveal that compensation and work-life balance significantly influence the intention to stay among Aramex Indonesia employees. These insights suggest that management should prioritize competitive compensation packages and policies that support work-life balance to retain talent. Offering flexible working arrangements and ensuring that employees feel adequately rewarded for their contributions can enhance job satisfaction and loyalty, thereby reducing turnover rates. Implementing these strategies can help Aramex Indonesia maintain a stable and motivated workforce, ultimately contributing to the company's long-term success and operational efficiency.

Women coaches leadership development programme: an evaluation study of programme effectiveness.

Women's sport has been experiencing continuous growth, yet the low levels of women coaches in the United Kingdom (UK) suggests that the sport is missing out on potential talent. Guided by empirical research, a women-only leadership development programme was designed and implemented by UK Sport to a cohort of 20 coaches from January to June 2021. The main characteristics of the programme included raising awareness of gender bias while at the same time focusing on women coaches' leadership purpose and skills within a safe environment that supports coaches to build their leader identity. Kirkpatrick's (1998) four-level model was employed to guide the evaluation of programme effectiveness: reactions, learnings, applications and results. Interviews were conducted with 17 participating coaches. Content analysis of the qualitative data revealed five general categories (a) evaluations were mainly positive highlighting the aspects of the programme they liked, enjoyed and made most impression onto them; (b) learnings that impacted their work directly and immediately emerged as was the importance of on-going development; and (c) the majority of the women desired progression and transitioning to senior coach leadership positions was felt within their grasp; nonetheless, (d) challenges emerged and were described as organisational (e.g., recruitment, remuneration) and personal (e.g., work-life balance, childcare). Overall, the effectiveness of the programme was captured in its capacity to raise awareness, develop knowledge, build connections, and inspire so much so that its effects translated to many of these women moving to more senior leadership positions post-programme. Practically, this evaluation highlights that investment in individual coaches is part of the systemic change required to bring about gender balance in the coach workforce.

Talent identification and development strategies in elite women’s soccer: a pan-European perspective

ABSTRACT The question of how best to identify and develop youth soccer players has received considerable attention from the scientific community. Existing literature has, however, largely focused on male players, with comparatively little exploration of the specific approaches employed within women’s soccer. Accordingly, we sought to investigate the key factors deemed important by elite women’s soccer clubs concerning the: 1) identification of potential talent; 2) development of players within the player pathway; and 3) selection of players for the next age group or senior team. Data were generated through semi-structured interviews with 11 key representatives from seven elite women’s soccer clubs. Clubs were purposefully sampled to include the highest performing teams (38 domestic titles and 10 UEFA Women’s Champions League titles) from five European nations (Spain, France, Sweden, Germany, and Italy). Data were analysed using thematic content analysis, resulting in six higher-order themes: 1) prioritising local talent; 2) recruitment from mixed grassroots leagues; 3) creating challenging developmental environments; 4) ensuring player wellbeing; 5) patience in decision-making; and 6) facilitating the youth-to-senior transition through a top-down approach. A total of 17 lower-order themes were subsequently identified. The present study offers novel insights of key strategies deemed important by some of the most successful women’s clubs in top-performing European nations. Future research examining the efficacy of such approaches could help inform the development of evidence-based practices for nurturing the next generation of elite female players.

Analysis on the Influence of Employer Branding Strategies with the Desires of Generation Z to Attract Potential Talent in the Start-Up Company: A Case Study of Andalin

The purpose of the research is to understand the factors that affect employer branding, particularly in the context of Generation Z employees in startup companies. Startups have emerged as a prominent career option for Generation Z in the current globalization era, due to their innovative and dynamic work environments. The goal of this study is to determine which aspects of employer attractiveness align with the aspirations and values of Generation Z, specifically analyzing PT Eximku Teknologi Indonesia (Andalin). The study used a qualitative methodology, involving in-depth interviews with internal Andalin and external startup employees. The purpose of the data collection is to identify how employees vary in their responses to the various aspects of employer attractiveness, such as Social Value, Development Value, Application Value, Safety Value, and Economic Value. According to the study, Andalin employees are largely satisfied on most criteria except Economic Value, where some respondents believe their workload is not appropriately provided. External respondents are dissatisfied with most characteristics, except for social, developmental, and economic values, demonstrating a lack of organizational belonging and long-term job stability in startups. Notable results indicate that social media efficiently showcases the working environment to Generation Z and attracts their attention, demonstrating how it is so important for employer branding. Another suggested strategy to increase awareness of the company's culture, vision, mission, and core values of the company is to improve the career website. Furthermore, offering complimentary educational or developing skills courses is suggested as an efficient way of underlying continuous development within the organization, which results in attracting potential employees.

Developing a Soccer Player's Performance Index Model for Chinese Professional Football: Integrating Physical Condition, Match Performance and Team Circumstance

The study aims to develop a soccer player’s performance index (SPPI) model for Chinese professional football players by integrating their physical condition, match performance, and team circumstances. The model is intended to identify potential talents and address the challenge of evaluating unknown players in player selection. Moreover, the study found a non-linear relationship between age and SPPI, which suggests that future research on Chinese professional soccer players’ aging curves could benefit from using non-linear models. Overall, the findings of this study provide valuable insights for talent identification and player performance evaluation in Chinese professional soccer.

The Role of Digitalization of Human Capital Strategies in Developing Employee Quality at PT. Tuah Turangga Agung

The digitalization of human capital strategies has become a crucial element in enhancing employee quality in the current digital era. In an increasingly interconnected and dynamic business environment, companies need to adopt innovative approaches to strengthen and optimize their human resources. Human capital comprises a combination of knowledge, skills, innovation, and individual capabilities to create value in achieving specific goals. However, the quality of employees at PT. Tuah Turangga Agung, especially in terms of digitalization, still needs improvement. Employee development plans related to digitalization have not been fully realized. This research aims to explore the role of digitalized human capital strategies in enhancing employee quality at the company. Through the application of information and communication technology, companies can improve efficiency in human resource management. Digital innovation and automation enable companies to recruit, identify potential talents, and track employee progress more effectively. This study employs descriptive qualitative and quantitative methods to depict the impact of digitalized human capital strategies on employee quality development. The results indicate a significant and positive effect, urging companies to invest in digital solutions to enhance their workforce quality.

SISTEM INFORMASI KOMITE OLAHRAGA NASIONAL INDONESIA (KONI) PROVINSI JAMBI

The Indonesian National Sports Committee (KONI) of Jambi Province is an organization responsible for nurturing athletes from Jambi Province, currently overseeing approximately 7,000 athletes. Athlete data is currently managed by KONI at the district or city level, making it challenging to identify the potential talents among the athletes. Therefore, this research aims to develop a web-based information system. The system is built using the Waterfall methodology, consisting of five planning stages: needs analysis, system design, implementation, system testing, and maintenance. During development, the system utilizes PHP programming language with the Laravel Framework and MySQL as the database. Feature testing conducted on the system demonstrates that each feature functions effectively. In conclusion, this research finds that the system can be utilized effectively.

Why do they leave? University personnel system reforms in China and the impacts on academic staff turnover

ABSTRACT Under pressure to establish world-class universities, higher education institutions are competing for high-level talent and developing increasingly strict performance assessment mechanisms, which may cause academic staff turnover and potential talent loss. This study focuses on academic staff turnover in the context of reforms to the Chinese academic personnel system, featured by the adoption of a tenure track system. By adopting an ecological perspective, this study discerned a systematic influence of personnel system reforms on academic staff turnover across multiple levels of the academic ecosystem, including the social/institutional, organisational, interpersonal, and individual dimensions. The findings unravel possible discourse misalignment at different levels of the academic ecosystem, deepening understanding of the controversies around university personnel reforms. The study contributes to the global literature on academic staff turnover in the context of competition among world-class universities and offer lessons for other countries undergoing similar transformations in their higher education systems.

Keterlibatan Orang Tua Dalam Layanan Pendidikan Anak Berkebutuhan Khusus

This research aims to determine the involvement of parents in educational services for children with special needs. When the potential talent of a child with special needs emerges, parents are generally the first to know about it. Based on the parents' observations, everything that is in the child is then informed to the teacher so that action can be taken through a learning program for children with special needs. Through this educational program, it is hoped that they can develop their talents. The research method used is a qualitative method, and uses the library research method.

How Work Duration, Job Satisfaction, and Life Satisfaction Effect Organizational Citizenship Behavior (OCB) In Taiwan: Case of Indonesian Migrant Worker

The existing literature indicates that Organizational Citizenship Behavior (OCB) is closely linked to employment and can significantly affect organizational effectiveness, including its adaptability to changing environments and its ability to attract potential talent. This study investigates the potential correlation between job satisfaction, life satisfaction in the workplace, and OCB among Indonesian migrant workers in Taiwan. The study's primary objectives were twofold: to investigate the contributions of job satisfaction and life satisfaction toward fostering Organizational Citizenship Behavior (OCB) within Taiwanese companies, particularly those managing human resources. Furthermore, the research aimed to pinpoint areas for potential enhancement of OCB and better comprehension of the underlying factors influencing these behaviors. This understanding would be particularly beneficial in cultivating employee loyalty, especially among migrant workers from Indonesia. The sample for this study was drawn from major Taiwanese cities, including Taipei, Taichung, Tainan, Kaohsiung, and Chiayi. The research outcomes underscored a substantial impact stemming from both job satisfaction and life satisfaction on OCB. In particular, job satisfaction was found to exhibit a direct and positive correlation with OCB. Furthermore, the duration of employment was positively correlated with both job satisfaction and life satisfaction.

The Potential of Diving in Teluk Dalam Banjarmasin City

Diving is a sport that requires skill, courage and agility in jumping from a great height into water. Teluk Dalam District is an area that has facilities and infrastructure for diving practiceApart from that, in this area, especially around the river, you can find many children happily playing in the river, such as swimming, diving, jumping from higher places and so on. The aim of this research is to determine the potential of diving in society Teluk Dalam District Banjarmasin City. This research method uses a descriptive quantitative approach. Data was obtained from tests using the sport search method. The population of this study were elementary school students in Teluk Dalam District. The results of this research were that 21 students or 10.0% had an interest in the first choice of diving, and 10 students or 4.8% were identified as having potential talent. In the second choice there were 20 students or 9.6% and 7 students or 3.3% were identified as having potential talent.

THE RELATIONSHIP BETWEEN ARM MUSCLE STRENGTH AND FOREHAND SMASH ABILITY IN STUDENTS' TABLE TENNIS GAMES

This research is important because table tennis is a sport that requires fine motor coordination and good arm-muscle strength to play effectively. The method used is the correlational method. The research sample consisted of 30 male students at SMP Negeri 3 Kolaka in table tennis extracurricular lessons. Data was collected through arm muscle strength tests using table tennis's push-up test and forehand smash ability tests. Next, the data was analyzed using descriptive statistics to identify the level of arm muscle strength and forehand smash ability and Pearson correlation analysis to evaluate the relationship between the two. The results showed that most students had different levels of arm muscle strength and forehand smashes also varied among the student sample. The results of Pearson correlation analysis showed that there was a significant positive relationship between arm muscle strength and forehand smash ability in table tennis (r = 0.878, p < 0.05). This indicates that the stronger a person's arm muscles, the better his forehand smash ability. The results can reinforce designing more effective training programs to increase arm muscle strength and forehand smash ability in table tennis. Apart from that, this research can also help identify potential talents in the field of table tennis at SMP Negeri 3 Kolaka

Konsep Potensi dan Ciri-ciri Anak Berbakat dalam Pendidikan serta Layanan Pendidikan Anak Berbakat

This research aims to determine interests and talents as well as characteristics, types, characteristics, factors that influence talent potential, problems of gifted children, how to develop talents, as well as special education to help children discover their potential talents. This research method uses literature study. Through the results of the literature study, it can be concluded that there are several factors that are very important in developing talent potential, namely by knowing the child's potential first, paying attention to his intelligence quotient, providing appropriate facilities by providing illustrations to the child, showing interest to the teacher in a particular field, giving appreciation and invites you to take part in competitions.

CROWDBEES: DIGITAL TALENT MANAGEMENT PLATFORM FOR ACHIEVING GRADUATE ATTRIBUTES IN HIGHER EDUCATION INSTITUTIONS

As is known globally that higher education institutions have and store a variety of potential talents from various parties; from lecturers, students, staff, to alumni. The potential of these talents can be optimized if the parties within them can be connected to each other in collaboration to work and create new innovations. Currently we are facing the digital era, people of the world are increasingly encouraged to be closer to the latest information and news as long as they are connected to the internet. There is a combination of technology and accurate information, it will be very helpful in finding and solving a need. This study uses a systematic literature review approach and bibliometric analysis of published research to describe issues related to digital talent management, extracting data from Scopus as a reliable index benchmark. From this data extraction it is divided into 3 clusters of the Creative Product Analysis Matrix (CPAM), namely: Novelty, Resolution, Elaboration and Synthesis. From these 3 clusters, the results of a product called Crowdbees can be seen as a platform that can manage creative talent within higher education institutions with the output being the achievement of Good Organization Governance (GOG) and Graduate Attributes (GA) applied at a university to its graduates.

The Future of Workplace in Greater Jakarta: Hybrid Office in the Post Covid-19 Pandemic

The Covid-19 pandemic has taught us the importance of flexibility and adaptability. Nearly every business adopted work from home (WFH) during the pandemic, which finally caused the business to re-evaluate the significance of the workplace. Work flexibility is becoming even more critical because of the transition from physical to virtual space. During the pandemic, the advantages of working remotely, such as more autonomy, flexibility, and better work-life balance, were evident. On the contrary, employees also miss the office’s social connection, professional working environment, and collaboration. Arguably, a hybrid working system balances the benefits of working in an office and from home. This study examines the future office and how it can adapt to the changing needs of the post-Covid-19 workplaces. A qualitative method using interviews with professional from architectural and interior design firms and a real estate management company was conducted to explore the phenomena. This study also discusses the potential of the hybrid model to become a model for future offices and how offices are more likely to become a place to develop corporate culture, conduct training, socialise, meet clients, and attract potential talent. Workspaces will need to be restructured or repurposed so that remote and on-site employees can collaborate.

Impact Analysis On Perceived Credibility Of Online Job Advertisement And Employer Branding To Intention To Apply Generation Of Job Seekers With Organizational Attractiveness As Mediating Variable

The current era of technological and industrial development 4.0 has had various impacts on daily life and activities, where the digitalization process has become the basis of competitiveness in the business and industrial environment. One of the areas that are affected is in the field of human resource management and the recruitment process which leads to electronic recruitment. Moreover, one of the challenges for companies today is facing a 'talent war' in the current labor market, which directs them to attract potential talent by creating employer branding and providing relevant vacancy information. This study examines the effect of perceived credibility of online job advertising and employer branding on the intention to apply for a job among Generation Z job seekers in technology start-ups in Indonesia, with organizational attractiveness as a mediating variable. The research respondents were 270 Generation Z job seekers in the Jabodetabek area, and a quantitative research method was used with Structural Equation Model (SEM) analysis

Is it broken?

Orthopaedics: A specialty with 388 current active surgeons in Aotearoa New Zealand of whom just 25 (6.4%) are women. This is a pretty dismal statistic given that women represent more than 50% of our medical school graduates. We acknowledge that not everyone has a strong interest in orthopaedics and that it is possible that a greater number of female doctors may genuinely be more interested in other areas of medicine. However, the issue is about ensuring that those that do have the interest and the potential to become great surgeons are not discouraged by feeling as if they do not belong. With the current gender inequality in orthopaedics, we are missing out on potential talent and the benefits of diversity. In addition, there are few Māori and Pasifika surgeons in Aotearoa New Zealand and only one openly gay practicing orthopaedic surgeon. Beyond even the sense of fairness and equity or the moral imperative, we know that diversity benefits organisations. Diverse groups make better decisions and experience improved creativity, performance, collaboration, and innovation. In step with this, the 30% Club is an established global campaign to improve female representation at board level in the world’s biggest companies. Evidence based studies have shown that improving diversity, in orthopaedics specifically, leads to higher quality patient care and better outcomes.