Talent Recruitment Research Articles

医疗器械企业营销人才招聘问题研究——以A企业为例

医疗器械企业营销人才招聘问题研究——以A企业为例

Talent Management Strategies and their Role in Improving Crisis Management

The research seeks to identify the correlation and impact of talent management strategies in improving crisis management among leaders and managers of tourist hotels in Sulaymaniyah for the research community. In this research, researchers (Talent Management Strategies) adopted a major independent variable, including three dimensions (Talent Recruitment, Talent Development and Talent Retention) and Key Respondent Variable (Crisis Management), which includes three dimensions (preparation and preparation of the crisis, Crisis, settlement and restoration of conditions). Where a sample of tourist hotels was selected in Sulaymaniyah city center, a questionnaire was designed to collect data.A total of (60) questionnaires were distributed to the sample of the research (managers and public officials). The results showed a positive correlation between the variables. Based on the results of the research, a number of recommendations were presented, most notably the need for tourism hotels to devote sufficient knowledge to the use of talent management strategies in order to have the ability to cope effectively and effectively to obtain a position and position among other organizations.

Recruitment and Retention of Early-Career Technical Talent

Overview: This exploratory IRI Research study set out to identify the attributes of workplace environments and cultures that are attractive to early-career technical talent. The work began with a review of the literature on key characteristics of millennial workers and on the effect those characteristics have on recruitment and retention of these young workers, then proceeded to a survey of early-career professionals and case studies of organizations that have succeeded in attracting these young technical workers. The findings suggest that the differences between millennials and earlier generations, at least in terms of workplace preferences, have perhaps been exaggerated—both early- and later-career professionals mostly want similar workplace attributes and professional development opportunities: competitive salaries, healthcare benefits, 401K matching, a multifaceted professional development plan, flexible hours, and the ability to work remotely. Quality leadership and management are also important to all age groups, as is a transparent organization that fully engages employees in its goals. Early-career professionals are more interested than later-career workers in quicker rotation through projects and roles, more continuous feedback, and more paid time off.

Bile acid metabolites in early pregnancy and risk of gestational diabetes in Chinese women: A nested case-control study.

BackgroundBile acid metabolism plays an important role in metabolism but it is uncertain whether bile acid metabolites in early pregnancy are associated with risk of gestational diabetes mellitus (GDM).MethodsWe organized a 1:1 case-control study nested in a prospective cohort of 22,302 pregnant women recruited from 2010 to 2012 in China: 243 women with GDM were matched with 243 non-GDM controls on age (±1 year). Conditional logistic regression and restricted cubic spline were used to examine full-range associations of bile acid metabolites with GDM.FindingsAll the 9 detectable bile acids were inversely associated with the risk of GDM, among them, 8 in nonlinear and one in largely linear manners in multivariable analysis. Glycoursodeoxycholic acid (GUDCA) at ≤0.07 nmol/mL and deoxycholic acid (DCA) at ≤0.28 nmol/mL had threshold effects and their decreasing levels below the cutoff points were associated with rapid rises in the risk of GDM. In traditional risk factor model, the stepwise procedure identified that GUDCA ≤ 0.07 nmol/mL and DCA ≤ 0.280 nmol/mL were still significant (OR: 6.84, 95%CI: 1.10–42.48 & 2.06, 1.26–3.37), while other bile acids were not. Inclusion of the two bile acids in the model increased the area under operating characteristic's curve from 0.69 to 0.76 (95% CI: 0.71–0.80) (P < .05).InterpretationSerum GUDCA ≤ 0.07 nmol/mL and DCA ≤ 0.28 nmol/mL in early pregnancy were independently associated with increased risk of GDM in Chinese pregnant women.FundingTalent Recruitment Scheme grant of Tianjin Medical University and National Key Research and Development Program, etc.

Producing investment returns at the margin of finance: A frontier talent proposition

Institutional investment management requires expertise. In the “war-for-talent”, co-located private sector financial institutions drive wages up, thereby side-lining resource-constrained public pension funds and forcing them to outsource their investment functions. This article develops a frontier talent proposition based on a case-study of an atypical and exemplary U.S. public pension plan that produces competitive investment returns at-a-distance (geographically and economically) from financial agglomerations by internally managing 75 bn USD of retirement assets on a tight budget. Combining labour market statistics and close-dialogue with 37 investment professionals, the case-study documents original comparative advantages of the periphery relative to financial agglomerations in talent recruitment. It contributes new insights on geographical differences in real wages and the quality of life of finance workers. Looking ahead, the article suggests the relevance of frontier talent to a larger set of financial institutions facing increasing difficulties to staff their organisations in top-tier financial centres.

Game-play characteristics differ between the European Super League and the National Rugby League: Implications for coaching and talent recruitment

Objectives To compare the game-play characteristics between the European Super League and the National Rugby League competitions. Methods Eleven team performance indicators were extracted from each match played by every European Super League and National Rugby League team over their respective 2016 season. Data were averaged, classified according to competition (two levels: European Super League and National Rugby League) and modelled using univariate and multivariate techniques. Specifically, effect size statistics enabled between group comparisons, while non-metric multidimensional scaling enabled multivariate insights into competition dissimilarity. Results Seven of the 11 performance indicators showed ‘large’ to ‘very large’ effects. Notably, National Rugby League game-play generated fewer ‘line breaks’, ‘errors’, ‘tackles’ and ‘dummy half runs’ relative to European Super League game-play ( d &gt; 1.2). Despite the National Rugby League generating fewer ‘all runs’ ( d = 1.27 [0.57–1.95]), game-play in this competition generated greater ‘all run distances’ relative to the European Super League ( d = 1.78 [1.02–2.51]). Non-metric multidimensional scaling revealed clear multivariate competition dissimilarity, with European Super League and National Rugby League teams orienting distinctive positions on the ordination surface. Further, there was a greater spread in the relative positioning of National Rugby League teams compared to European Super League teams, indicating greater team dissimilarity within the National Rugby League. Conclusions Our observations may be explained by differing competition rule interpretations, in addition to differing game strategies and player skill capabilities. Both coaches and talent recruitment managers associated with these competitions may consider our data to assist with the identification and recruitment of suitable players from these respective competitions.

Back on track: Factors influencing Chinese returnee scholar performance in the reintegration process

Using a unique sample of 214 returnee scholars retrieved from the Changjiang Scholars Program in the fields of natural and life sciences, this study examines the impact of returneesA¢Â€Â™ transnational capital on their performance in the reintegration process. We find that established returnee scholars are more likely to have gap periods, and they have a slower recovery from reduction in research impact during the post-return period than other returnees. We also find that scholars with higher overseas research impact have higher risks of reduced research impact in the initial years upon return, and slower recovery. The duration of overseas experience has mixed effects on returnee scholarsA¢Â€Â™ post-return performance. Our findings have implications for Chinese universities in terms of formulating policies regarding returnee talent recruitment and evaluation.

Exploring talent identification and recruitment at circus arts training and performance organizations

ABSTRACTThe purpose of this study was to contribute to newly emerging research within the area of circus arts. The more specific aim was to explore talent identification and recruitment processes in this area. A total of six participants involved in the selection, identification, and recruitment of circus artists undertook semi-structured, in-depth qualitative interviews. The participants were sampled from three different circus arts training and performance organizations. The results provide an overview and contrast of the talent identification and recruitment processes involved in an international performance-based circus, a national training and performance-based circus, and a youth training and performance-based circus. The findings show the complex and changing requirements for the domain of circus from fundamental skills, to developing skills for performance, and then skills for innovation, and echo the call to support transitions between performance levels (Burtt & Lavers, 2017). This research builds a strong foundation for continued exploration to understand the complexity of this area of training and performance.Abbrevations: CDS = Cirque du Soleil FFF = Flying Fruit Fly CircusNICA = National Institute for Circus Arts FTEM = Foundation; Talent; Elite; Mastery

The Mediation Role of Employees Engagement in the Relationship between Talent Management and Talent Retention in Military Production Factories in Egypt

This research examines (1) The relationship between talent retention and talent management and its dimensions-namely; talent recruitment and talent development. (2) The effect of mediation role of employees’ engagement on the relationship between talent management and talent retention in the public-sector factories in Egypt. The theoretical background is presented. A structured questionnaire was used to test the variables using random sampling techniques (N= 560 responses) collected by circulation in 18 factories using random sampling within the talent pools of these factories. The questionnaire included three parts. Sub-questionnaires were tested for validity and reliability presented in the results. The proposed study relations were tested using Pearson correlation coefficient and multiple regression analysis. The Structural Equation Model (SEM) using AMOS 21 was used, also path analysis and fit indexes were used. The results supported the hypothesis that there is a significant relationship between talent management and talent retention. Also, the results supported the engagement mediate this relationship. The recommendations from this study will help in selecting the appropriate tasks for the talented employees to be engaging, that will encourage them to remain in the factories and it will allow them to feel a commitment to their organisation. Also, it is recommended that these factories build a clear strategy for talent management.

Strategi Talent Management Pada Usaha Kecil Dan Menengah Dalam Meningkatkan Daya Saing Bisnis

Dynamic business conditions, uncertainty and complexity require Small and Medium Enterprises (SMEs) to improve their strategy to exist in the business world. One of the important factors in business competition is the qualified Human Resources (HR). The good Management of human resource talent will be an added value for business competition. This study aims to analyze talent management strategies in SMEs to improve business competitiveness. The research methodology used a qualitative approach using case study. Data obtained through interviews and field observations on 5 key informants in SMEs belonging to members of PAUB (Women Interfaith) in Malang. The results of the study found that the SME management talent strategy consists of talent planning, talent recruitment, Talent Development and Talent Retaining. Talent Management strategy development should pay attention to corporate strategy and external environment that affect the condition of SMEs. Talent Management Strategy if applied properly is expected to improve SME productivity and profitability so that will lead to SME business continuity.

What does the Industry need to know about Chinese Hospitality Leadership?

ABSTRACTThis study examines the hospitality leadership characteristics that are essential, as perceived by emerging hospitality leaders. Four focus group interviews were conducted in mainland China involving 29 middle level hotel managers. The respondents identified the backgrounds and leadership characteristics of a total of eight highly regarded hospitality leaders in contemporary China. The unique leadership characteristics that received comment are innovative and entrepreneurial. The analysis provides confirmation of earlier research—that Chinese hospitality leaders are transformational. Chinese cultural factors such as guanxi and collectivism have a certain impact on leadership. Finally, the findings reveal that the perceived future challenges for hospitality leaders relate to hotel brand building, recruitment of talent, enabling new technology and succession planning. The study concludes with recommendations for leadership development to capitalize on the growth of the industry.

Making the transnational move: deliberation, negotiation, and disjunctures among overseas Chinese returnees in China

ABSTRACTAs Chinese cities compete aggressively for foreign-educated Chinese labour from afar and offer enticing recruitment packages, little is known about how targeted foreign-educated Chinese navigate these programmes across transnational space. This article explores the relationship between the talent recruitment programmes the Chinese state fiercely promote and the experiences of U.S.-educated Chinese returnees. Drawing upon the literature on neoliberal globalisation, skilled return migration, and Chinese diaspora engagement, I argue that transnationally connected and mobile migrants do not subscribe to the nationalistic development agenda of a particular state but move across transnational spaces by strategically utilising different forms of capital at their disposal. Based on qualitative data collected in China between 2014 and 2016, this article demonstrates that despite strong push from the Chinese state towards patriotism, foreign-educated Chinese returnees do not subscribe to the inherently place-based, nationalistic development agenda. Rather, they utilise different forms of capital that these initiatives provide in ways the Chinese state has not intended: to enhance mobility across national borders and flexibility to organise their careers and detach themselves from particular places. More work is called for to further theorise the experiences of these transnational elites and the new subjectivities emerging from these processes.

The Progressive Intersection of Talent Branding and Recruitment in Staying Ahead of the Curve! Attract-Engage-Hire-Retain

The Progressive Intersection of Talent Branding and Recruitment in Staying Ahead of the Curve! Attract-Engage-Hire-Retain

A Study on the Recruitment of Local Talent in Public Institutions of Innovation Cities Using Theory-based Evaluation

이 연구는 혁신도시를 중심으로 지역인재 채용확대 정책이 갖는 실행 과정을 조명한다. 혁신도시법 시행령에 의한 30% 채용목표제가 실현되기 위해서는 정책의 메커니즘을 파악해야 하며, 실행의 두 주체인 이전공공기관과 지역대학의 연계 방안이 요구된다. 이를 위해 공공기관 경영정보공개시스템에서 2015년부터 2017년 상반기까지 공시자료를 활용하여 지역인재 채용현황, 채용직무 등을 분석하고, 대학정보공시 사이트의 지방대학 전공목록을 대조하여 이전공공기관과 지역대학의 인재수급을 파악하였다. 또한 지역인재 채용과 관련한 이해관계자들의 심층면접을 수행하였다. 이 연구는 Weiss의 이론기반평가를 활용하여 정책의 인과와 메커니즘을 분석한 결과, 다음과 같은 논리를 이끌어냈다. 지역인재 채용비율이 권고 비율에 미달하는 원인은 이전지역 문제와 이전공공기관 문제에 기인한다. 두 가지 원인으로 인해 인력수급 불균형, 지역환경 문제, 채용정보 전달 부족, 채용제도의 불명확 등 장애요인들이 발생했다. 이에 따라 30% 채용목표제를 달성하기 위해서는 계약학과 신설, 체험형 실습 등 공동 지역인재 육성, 기관·대학·지자체 채용관리 협력체계 구성, 지역인재채용정보시스템 구축, 지역인재 모집·채용 방식 개선 등이 요구된다.This study examines the implementation process of the expansion of local talent recruitment in public institutions of innovation cities. In order to realize the 30% recruitment goal, it is necessary to grasp the mechanism of the policy, and a link between the transferred public institution and the local university is required. This study analyzed the cause and mechanism of policy by using Weiss’s theory-based evaluation. The reason why the local recruitment ratio is lower than the recommended ratio is due to the problems of the regions of innovation cities and the problems of the transferred public institutions. Public agencies, local universities, and local governments have recognized that the imbalance in supply and demand of personnel, local environmental problems, lack of recruitment information, and uncertainty of the recruitment system are the root causes of these problems. As a result, joint development of local talents, configuration of local talent recruitment and management system, establishment of local talent recruitment information system, and improvement of recruitment method have been derived.

Implementation and normalization process of asynchronous video interviewing practices in the hospitality industry

PurposeAsynchronous video interviews (AVIs) enable recruiters and job candidates to conduct and review employment interviews at different points in time, promising improved cost and time efficiencies for all users. This research aims to investigate the implementation and normalization process of AVI in the hospitality industry with the unified theory of acceptance and use of technology (UTAUT) and the normalization process theory (NPT) providing theoretical support.Design/methodology/approachSemi-structured interviews have been conducted with hiring managers from three different hospitality companies, which were in different stages of the implementation process. The data have been recorded, transcribed and coded according to the UTAUT and NPT constructs, revealing emergent themes.FindingsFive overarching themes emerged: AVI effort and efficiency expectation; augmentation to the interview process; challenges for the applicant; challenges for the recruiter; and issues with applicant interviewing aesthetics. Additional coding and analysis with NPT identified the following in terms of evaluation of the implementation process: participants’ implementation activities showed a tendency to emanate from cognitive participation (relationship work), leading to coherence (sense-making work), followed by collective action (enactment of work/operational work) and finally reflexive monitoring (appraisal work).Practical implicationsFindings from this research include recommendations for the best practices integrating AVI into the hospitality employee selection process.Originality/valueGiven the increased demands on the recruitment and selection of talent in the hospitality industry, several organizations have turned to mechanized HR software platforms. The impact of interview modalities and particularly AVI has received limited research attention, thus this study expanded this new stream of literature. Furthermore, this research is among a nascent stream using NPT to evaluate the implementation and normalization of this new technology.

What Is HR Management? —Based on the Matching of People and Posts

In the final analysis, the competition among enterprises in the 21st century is the competition of human resources. Human resources management is still a great challenge for enterprises, and talent recruitment, brain drain and other issues are endless. In response to this problem, the article uses GATCO (Guangzhou) as an example to analyze the connotation and relationship of the components of human resource management based on the matching of people and posts. Research shows that, firstly, human resources management consists of four factors: human post matching, people matching, post matching, compensationand performance matching. Among them, post matching is the basis, performance compensation matching is the tool, and post matching is the strategic goal. Being oriented, everyone matching is the essence of achieving the strategic goal of post; Secondly, the ultimate orientation of human resource management activity is the realization of employee self-value and the realization of corporate value. Among them, the realization of employee value is the premise of the realization of enterprise value; Thirdly, the most critical part of the post matching is talent, not post; Fourthly, the operation of human resources management activities comes from the joint forces among various elements. Its essence is a series of activities carried out under the guidance of strategic goals, based on positions, and human-centered.

剖析当前中国大陆公立高等学校人才招聘——以学历要求为视角

剖析当前中国大陆公立高等学校人才招聘——以学历要求为视角

북한의 식자층 인재 등용정책과 대중적 국가건설운동의 전개

해방 후 국가건설에 착수한 북한은 많은 난관에 봉착하였다. 그 가운데 가장 큰 난관은 식자층 인재의 부족이었다. 그것은 공공기관과 산업시설의 요직을 독점해온 일본인들의 귀국과 함께 심각한 문제로 부상했다. 북한은 국내 식자층 인력풀을 총동원해 그들을 최대한 효율적으로 활용하는 방식과 외부 전문인력을 초빙해 오는 두 가지 방식을 통해 인재 부족난 해결을 모색하였다. 북한의 식자층 인재 확보정책을 추적한 이 연구는 피통치자인 일반인들의 경험 기록물인 자서전･이력서류를 서술의 재료로 활용해 북한의 사회상을 재구성하고자 하였다. 일반인들의 경험 조각들을 하나하나 이어붙여 완결된 스토리를 구성하고자 하는 이 연구의 시도는 낮은 수준에서나마 일상사·미시사 등의 방법론이 북한사에도 적용될 수 있음을 보이고자 한다.

Inducing phase transitions in local innovation networks: Implications for state economic development

States can undertake innovation system network-focused actions to enhance their entrepreneurial networks. Actions directed primarily at creating transitions in their innovation network structure include: identifying the components and connectivity of the innovation network (persons, entities, businesses, etc.) and communicating with the network; establishing intermediary organizations (academies, roundtables, councils, etc.); establishing interfacial organizations to enhance information diffusion; and creating and supporting an Informatics HUB to facilitate network functions. Actions to enhance information access and communications within the innovation network include: ensuring local access to global information; supporting personal and business interactions within and outside of the local innovation system; supporting creation and maintenance of missing databases; supporting recruitment of talent in gap areas; and utilizing knowledge analytics to identify local overlaps with the global knowledge base. These are relatively inexpensive, but nonetheless challenging, alternatives to firm-level direct payments or incentives typically used by local governments. This Perspective briefly sketches the rationale behind these and related recommendations.

Centers of Gravity: The Effect of Shared Leadership and Stability in Top Management Teams on Firm Growth and Industry Evolution

We study the processes of firm growth in the evolution of the Japanese cotton spinning industry in the late 19th-early 20th century, the first episode of successful industrialization outside of Western Europe and the United Sates. By integrating strategy and historical approaches and utilizing rich quantitative firm-level data and detailed business histories, we examine the effect of top management teams’ (TMT) shared and stable leadership in the emergence of “centers of gravity” for output and talent in the industry. Shared and stable TMT leadership enabled long term expansion, innovative product choices, and the accumulation of talent and physical assets. Additionally, a focus on value creation, in conjunction with talent recruitment and promotion enabled TMTs to weather discord related disruptions.