Talent Selection Research Articles

Use of Exploratory Factor Analysis to Assess the Fitness Performance of Youth Football Players.

Perroni, F, Castagna, C, Amatori, S, Gobbi, E, Vetrano, M, Visco, V, Guidetti, L, Baldari, C, Luigi Rocchi, MB, and Sisti, D. Use of exploratory factor analysis to assess the fitness performance of youth football players. J Strength Cond Res 37(7): e430-e437, 2023-Football performance involves several physical abilities that range in aerobic, anaerobic, and neuromuscular domains; however, little is known about their interplay in profiling individual physical attributes. This study aimed to profile physical performance in youth football players according to their training status. One hundred seven young male soccer players (age 13.5 ± 1.4 years; height 168 ± 7 cm; body mass 57.4 ± 9.6 kg; and body mass index 20.2 ± 2.1 kg·m -2 ) volunteered for this study. Players' physical performance was assessed with football-relevant field tests for sprinting (10 m sprint), vertical jump (countermovement jump), intermittent high-intensity endurance (Yo-Yo Intermittent Recovery Test Level 1, YYIRT1), and repeated sprint ability (RSA). The training status was assumed as testosterone and cortisol saliva concentrations; biological maturation was estimated using the Pubertal Development Scale. Exploratory factor analysis (EFA) revealed 3 main variables depicting anthropometric (D1, 24.9%), physical performance (D2, 18.8%), and training status (D3, 13.3%), accounting for 57.0% of total variance altogether. The level of significance was set at p ≤ 0.05. The RSA and YYIRT1 performances were largely associated with D2, suggesting the relevance of endurance in youth football. This study revealed that for youth football players, a 3-component model should be considered to evaluate youth soccer players. The EFA approach may help to disclose interindividual differences useful to talent identification and selection.

Talent management practices for non-high potentials in the public sector: effect of appraisal methods on work outcomes

PurposeThis study aims to provide empirical evidence on the impact of different appraisal methods for internal talent selection in talent management practices on non-high potentials' (NHPs) outcomes, including organizational commitment, job satisfaction and intention to leave, drawing on the attribution theory. Furthermore, it examines the moderation of public service motivation (PSM) on this relationship.Design/methodology/approachThe authors conducted a scenario-based survey with a post-test experimental design to analyze the survey result using a sample of 245 NHPs from a public sector organization in Indonesia.FindingsThe appraisal methods affect NHPs' outcomes partially and in an unexpected way. Specifically, the “controllability” of talent selection measurement is not the primary driver in NHPs achieving expected outcomes, though it has been emphasized in the recent literature. PSM partially moderates the relationship between appraisal methods and NHPs' outcomes.Originality/valueThis study advanced the attribution theory by suggesting the “appropriateness” dimension unexplored in the literature, based on the unexpected results of the main relationship.

A Line of Getting in and out From the University to Society The Crisis of Standardized Examinations on Students' Creative Thinking

In the last decade, examinations, promotions, certificates, etc. have become the proof to judge whether a student is excellent or not, and this phenomenon is the main reason for the degradation of the inner creative thinking, critical thinking, etc. This paper analyzes the impact of standardized testing on the creative thinking of students who will enter the workforce from the time they enter college until they are about to enter society and offers suggestions. The current global demand for talent and the latest trends in future talent selection are discussed. China's standardized tests are gradually being “McDonaldization,” college talents have become highly educated “Impoverishment” after graduation in recent decades, and college students are being drawn into a new whirlpool of creativity deficit. China's testing system has long been rooted in a lengthy cultural and historical background and social values, and studies have shown that Chinese students are perceived to lack creativity compared to American students. The lack of creative thinking has come to encapsulate the global stereotype of China, which is a matter of urgency to change the status quo. This article analyzes the shortcomings of the examination education model and the demand for talents in today's society so that government and educators can enlighten.

Anthropometric Profile and Body Composition of the Mexican Olympic Beach Volleyball Team

The present research corresponds to a cross-sectional descriptive study in the anthropometric field, which allows coaches to develop standards to identify talent and optimize training in the discipline of beach volleyball. Its objective was to define the anthropometric profile and body composition of the Mexican Olympic beach volleyball teams in both sexes. The participants were couples one and two of Mexico in both sexes (defined by FIVB ranking), 4 women and 4 men with average age of 30.25±6.85 and 27.25±7.36 years. The technique used was Heath-Carter´s somatotype method and the anthropometric profile restricted ISAK protocol. Among the findings resulting from the research, unification can be observed in the male morphological characteristics (triceps skinfold, front thigh skinfold, calf skinfold, circumference of relaxed and contracted arm, waist, hip, femur diameter and BMI), as for the somatotype, both sexes of Mexican couples are positioned in mesomorphs-balanced. In relation to other studies consulted, balance in somatotype and muscular development is observed with high performance teams. Weight and height, as well as age, are important variables for the selection of talent and future optimal performance in world and professional volleyball.

Age and Maturation Matter in Youth Elite Soccer, but Depending on Competitive Level and Gender.

This study aimed to explore the relevance of the relative age effect (RAE), maturity status and anthropometry, and their influence on coaches' assessment of players' performance, analyzing both genders and different types of academies (elite vs. non-elite). The sample included 603 soccer players (385 male), from the under 12 (U12), under 14 (U14) and under 16 (U16) categories, belonging to elite and nonelite teams. Coaches' assessment of players' performance, chronological age, anthropometric characteristics, maturity offset (MO) and peak height velocity (PHV) were registered. Our results showed that RAE was present in both genders within the elite, but not in the nonelite academies. Early maturity players were overrepresented in the male elite, but not in the female academies. No relationship was found between RAE and anthropometry in male elite academies. Male elite players showed better anthropometric characteristics than nonelite players, while this pattern of results was not found for female players. The coaches' assessment on players' current performance was not influenced by the chronological age nor anthropometry, but it was linked to the PHV. Coaches from nonelite academies rated better in current assessment of performance the taller players. Our findings suggest that maturity status and RAE play an independent and important role in the talent selection process.

Applying Unsupervised Machine Learning Models to Identify Serve Performance Related Indicators in Women’s Volleyball

ABSTRACT In volleyball, the effect of different factors on serve performance has usually been analyzed with traditional statistical techniques such as logistic regression or discriminant analysis. Purpose: In this study, two of the main models used in unsupervised machine learning (cluster and principal component analysis) were applied to achieve these objectives: (a) to create groups of players considering their serve coefficient, age, height, and team ranking, and (b) to identify which variables related to the serve (type and performance), the players (role, age, and height), and the teams (ranking, match location, and quality of opposition) most explained the total variance of the data during an entire women’s volleyball season. Method: A total of 20,936 serves were analyzed during the 132 matches played in the 2017–2018 season in the Liga Iberdrola (women Spanish first division). The variables were related to the serving action (type of serve and performance), the players’ traits (player role, age, and height), and the teams’ characteristics (final ranking, match location, quality of opposition, and tournament). Results: Cluster analysis showed five groups of players differing in age, serve coefficient, team ranking, and height. Principal component analysis showed how the first five components explained 72.12% of the total variance. From these components, serve coefficient, team ranking, match location, quality of opposition, and player role each contributed more than 10%. Conclusions: These findings can help coaches to improve talent selection and players’ development according to competition demands.

Improving Farm Cooperatives’ Performance and Sustainability: A Study of Agricultural Managers’ Competencies Based on the Grounded Theory and the fsQCA Methods

As an effective talent selection and performance management method in enterprises, can the competency model also play an essential role in farm cooperatives? Limited research currently focuses on improving farm cooperatives’ performance through agricultural managers’ competency. Our study takes the initiative to create the “agricultural manager competency model,” which includes five competency dimensions: knowledge and technology, personal capabilities, career orientation, personality traits, and intrinsic drive. On this basis, the multiple competencies are analyzed by the fuzzy set qualitative comparative analysis(fsQCA). We found that agricultural managers improve the performance of farm cooperatives. There are four paths to generate high performance, which summarize three types of agricultural managers: technical career, managerial career, and integrated entrepreneurial.

Towards an integrated definition of job crafting

Purpose: The aim of this paper is to form a comprehensive definition to describe the term “job crafting” . Design/methodology/approach: Through a systematic review of the literature found in databases, such as Web of Science, Scopus, Emerald and ABI, articles containing the words “job crafting” in the title and abstract were identified. After following several criteria applied by previous similar analyses, the resulting final sample was 47 articles. Findings: In this research paper on the term “job crafting”, 76 different definitions of its meaning were identified. After a systematic analysis of these definitions, with the aim of extracting the common elements that characterise job crafting, a definition is proposed, which makes it possible to include any typology, based on three key elements: the employee’s proactivity, the impact on the environment and the context in which the activity is carried out. Research limitations/implications: The analysis is based on a review of extant literature, which previously has not considered the impact of such definitions of job crafting on hybrid (physical and remote) and virtual (metaverse) environments. Practical implications: The paper aims to provide a simple and all-inclusive definition of job crafting that serves as a basis for identifying attitudes and behavior that will help in talent attraction, selection and development processes. Social implications: This integrated definition will help individuals to develop the attitudes and behavior which will enable them to adapt their professional activities in a context where, according to the World Economic Forum (2020 study), 50% of the jobs we know today will disappear by 2030. Originality/value: This article attempts to provide a succinct and all-inclusive definition of the term job crafting; something which has not previously been achieved.

The situation analysis on market-oriented selection and employment of talents in power grid business

Talent is the "first resource" for state-owned enterprises to achieve high-quality development. Only by following the law of market economy can we realize the optimal allocation of talent elements and play the maximum value. The government has repeatedly stressed that it should not only introduce local talents from regions, but also seek all development talents, use good talents without sticking to one pattern, and gather talents from all over the world. The construction of market-oriented selection and employment mechanism is an important measure to implement the reform of state-owned enterprises. It is of great significance to improving the market-oriented operation mechanism of SOEs, stimulating the development vitality and endogenous impetus of SOEs, and promoting the high-quality development of SOEs. From the perspective of internal and external reform and development situation, this paper analyses the new requirements and challenges of the reform of state-owned enterprises and the market-oriented selection and employment of power grid business, and further clarifies the direction and policy requirements of the construction of the market-oriented selection and employment mechanism. The importance and necessity to promote market-oriented selection and employment mechanism are comprehensively and systematically expounded.

Anthropometric and jumping profiles of U19 boys’ volleyball players in the 2019 World Championship

Background: The identification of anthropometric and jumping characteristics is crucial for the selection, guidance, and training of talents in volleyball. This study aimed to determine the profiles of anthropometric characteristics and jumping ability of boys’ volleyball players who participated in the 2019 U19 World Championships from five different continents and compare these characteristics based on their technical position (blocker, spiker, opposite, setter, libero), continents, and team standings. Methods and Materials: An analysis was conducted on the anthropometric characteristics of volleyball players who participated in the Fédération Internationale de Volleyball (FIVB) U-19 World Championship for Boys 2019. Data, including spike height, height, weight, and block height, were obtained from the FIVB website for all teams and players who participated in the championship. The 348 players among 20 teams were divided into categories based on their playing position (five ranks), rank (20 ranks), class rank (five ranks), nation (20 countries), and class (five continents). Body mass index (BMI) was calculated using height (cm) and weight (kg). Results: This study presents data on the physical characteristics and jumping ability of boys’ volleyball players at different levels in the 2019 championship according to their final ranking and technical playing positions. The information can be used as an index of average weight, height, BMI, spike height, and block height to select talents and improve the selection and training process for various technical playing positions in volleyball. Conclusion: Our findings revealed a statistically significant correlation between height, weight, spike, and block of first-place teams. Boys’ volleyball players under the age of 19 at different locations had different anthropometric and jumping characteristics, with height being a factor that differs depending on the player’s location. Based on our findings, we conclude that jumping ability is essential in volleyball.

The Realistic Dilemma and Breakthrough Path of the Digital Transformation of Education Management under the Background of Informatization

In the process of talent training and selection in China, the key role of colleges and universities as a base is highlighted. In order to help colleges and universities to achieve the goal of sustainable development, the importance of education management should be highlighted. In order to construct a healthy development trend and based on the influence of information background, it provides a certain convenience for the development of university education management. To make up the defects and deficiencies of traditional management mode, need to further to the current management form optimization and upgrade, in the process of the implementation of college education management, need effective fusion with information age background, speed up the process of digital construction, help break through the reality, and then find out more effective education management path, in order to improve the current education management situation, highlight the practical utility of university education management digital innovation.

A study of social mobility under the Imperial Examination System in Qing Dynasty based on Bourdieur’s theories

The Imperial Examination System was the main means of selecting officials in ancient China, and was therefore seen as the main means of upward social mobility between classes. The main objective of this study is to examine the extent of social mobility among classes in the Qing dynasty through the imperial examination, based on Bourdieu’s theory, and through indirect research methods such as comparative literature analysis, and to analyse the social and cultural outcomes of the imperial examination system, as well as its impact on the cohesion, values, and traditional norms of these classes and societies. The study concludes that despite the various reforms that the imperial examination system underwent during its existence, it failed to promote social mobility. This was due to the fact that the ruling class used the imperial examination system to consolidate their rule by strictly controlling the selection of talents and opportunities for class mobility. As a result, the imperial examination system led to institutional and social ideological rigidity.

Design and Development of Information-Based System for Quality Evaluation of “Five-dimension Education” of Class Collective in Colleges and Universities

The problem of educational evaluation is a major national plan that needs to be solved fundamentally. Colleges and universities, as the main front for meeting the needs of economic and social development and the education system for moral education, should deeply understand the new requirements for talents selection, training, and evaluation in the new era, adapt to social changes, and make reforms in talent evaluation. This thesis, based on the reform of “Five-dimension Education” evaluation of moral, intellectual, physical, and artistic labor for college students, makes the design and development of the “Five-dimension Education” quality evaluation information system for college class collectives, including the connotation and significance of class “Five-dimension Education” quality evaluation, the content of evaluation, the design of evaluation information system and the design function of four aspects.

The Efficacy of Talent Selection Approaches on the Competitiveness among Five Star Hotels in Nairobi City County, Kenya

The Efficacy of Talent Selection Approaches on the Competitiveness among Five Star Hotels in Nairobi City County, Kenya

Research on the Problems and Countermeasures of Ordinary Senior High School Career Planning Education under the Background of the New College Entrance Examination

Under the background of China's college entrance examination reform, high school career planning education is very important. Career planning education in high school is crucial to the development of students' life. Educators guide students to make effective plans and stimulate students' internal drive to make progress. It is an education that is related to the development direction and life-long happiness of students. Its core goal is to guide students to become adults and make contributions to society while realizing self-development. In this context, schools must do a good job in career planning education, so that students can make reasonable choices based on their own actual conditions, based on a full understanding of abilities and specialties, determine the majors they will apply for in the future, clarify their goals, and avoid selective errors. Students can develop better and meet the requirements of scientific talent selection.

Research on Performance Appraisal Method of Private Colleges and Universities Based on Personnel Incentive

With the development of society, people's requirements for education are constantly improving, so private colleges and universities have also achieved rapid development, playing an important role in China's higher education. However, compared to public universities, public universities implement a unified national enrollment and fee collection system, while private universities implement independent enrollment and fee collection systems, making talent selection somewhat difficult. Therefore, reasonable improvement and establishment of scientific and effective performance evaluation methods have become the key to improving teaching quality and enhancing the enthusiasm of teachers. This article will combine the current situation and existing problems of performance appraisal in private colleges and universities in China, and propose a performance appraisal method based on personnel motivation, which can effectively improve the teaching quality and employee enthusiasm of private colleges and universities.

Maturity Status, Relative Age and Constituent Year Effects in Young Iberian Kayakers

Like in other sports systems, in kayaking, young athletes are commonly grouped by their birth years. This study analyzed maturity status, relative age, and constituent age effects in young Under 14 (U14) and 16 (U16) Iberian male kayakers. One hundred and thirty (U14: n =80; U16: n = 50) young kayakers aged 14.10 ± 1.06 years were assessed for anthropometry, performance, maturity, and sport experience. The year was divided into four birth quarters (BQ). There were no significant differences in the kayaker’s distribution by BQ in both categories (U14, p = 0.348; U16, p = 0.709) or total sample (p = 0.783). Six of the ten best kayakers in the U14 category were born in the year’s first half, and eight were among the U16 kayakers. Talent detection and selection systems based solely on the young kayakers’ performances may imply some bias. One of the ways to get around this situation would be to adopt a grouping system similar to bio-banding, allowing the maximum number of practitioners to experience the possibility of obtaining competitive success.

An Analysis of Gender Stereotype in Television Commercial Advertisements in Indonesia

The media is one of the influential sources in shaping gender stereotypes among Indonesian people. The advertisements displayed in various television broadcasts tend to show a classification between masculine which is identical with men and feminine which is associated with women. The aims of this study are (1) to describe the gender stereotypes found in television advertisements in Indonesia; (2) Explaining the effect of gender stereotypes on advertising on product marketing. This research method uses a qualitative descriptive approach with the advertising object “Extra Joss, and Molto,". This study focuses on the selection of talents who play masculine and feminine characters in the advertisement. The data used in this study were obtained from various steps, including observing television advertisements as a form of population, selecting advertisements containing elements of gender stereotypes, and explaining the meaning of advertisements on television with contextual aspects. The results of the study show that advertising has a major impact on the preservation of gender stereotypes that have long existed in society. On the other hand, this also affects the consumer's interest in products according to the gender attached to their identity.

Quantitative Diet, Body Composition and Sprint Performance in Female Professional Beach Handball Players.

Women's elite sports have experienced an exponential increase in the last decade, as has beach handball (BH). The high demands of this sport mean that athletes need to be in superior physical condition, so nutrition and body composition are determining factors in their sporting performance. For this reason, the aim of this study was to analyze, compare and correlate the most relevant variables of food intake (quantitative), body composition (focus on the bone mass characteristics) and sprint performance in female professional BH players. Thirty-three women from the National Spanish Team participated in this study. Dietary assessment, anthropometric measurements and sprint tests were performed. In general, the players had a low carbohydrate intake and adequate protein intake, with no significant differences depending on the category and playing position. For senior players, positive correlations were found between protein intake and bone mass (r = 0.584, p = 0.022), polyunsaturated fatty acid intake and muscle mass (r = 0.387, p = 0.026) and finally between fat mass and animal protein intake (r = 0.569, p = 0.027). Body composition was similar in both categories; however, goalkeepers had the highest fat (22.6 ± 3.86%, 16.2 ± 4.84 kg) component (vs. wings: 17.4 ± 3.53%, p = 0.031/vs. specialists: 11.1 ± 1.91 kg, p = 0.034), and senior players had higher muscle mass (kilograms). It is worth noting the finding that players with a greater trochanter height had significantly lower sprint times (p = 0.014 and p = 0.048 for 5 and 10 m, respectively). Certain bone characteristics, such as iliospinale height, biacromial and bimalleolar diameters, mesosternal perimeter and biceps skinfold, differ depending on the position. In addition, the greater speed of the senior players may be due to the greater specialization, number of training sessions performed and specific bone characteristics, such as trochanter height. In this regard, the data provided in this study will assist with establishing criteria for the selection of talent for this sporting discipline.

FUTURE-PROOFING HUMAN RESOURCES IN THE U.S. WITH AI: A REVIEW OF TRENDS AND IMPLICATIONS

The rapid advancement of Artificial Intelligence (AI) is transforming the landscape of Human Resources (HR) in the United States, enabling HR professionals to shift from routine administrative tasks to strategic roles that support organizational agility and workforce preparedness for future challenges. This paper explores the transformative role played by AI in HR, with a particular focus on its potential to empower HR professionals to shift from routine administrative tasks to strategic roles that support organizational agility and workforce preparedness for future challenges. AI trends in HR are multifaceted, impacting various facets of HR functions. Automation of routine tasks frees HR professionals from repetitive administrative duties, allowing them to redirect their efforts toward strategic initiatives. AI is revolutionizing talent acquisition and selection by employing algorithms that analyze data from diverse sources to identify top talent, optimize recruitment processes, and predict candidate success. Performance management and employee development are entering a new era with AI tools providing personalized feedback, recommending learning paths, and identifying potential training needs. Employee engagement and well-being are being monitored through AI-powered sentiment analysis tools, ensuring a positive work environment. Workforce analytics and prediction powered by AI platforms analyze extensive datasets to predict hiring trends, workforce turnover, and potential skill gaps, thus informing strategic workforce planning. The adoption of AI in HR practices results in a significant shift from operational to strategic HR. As AI takes over routine tasks, HR professionals are liberated to focus on strategic initiatives such as workforce planning, talent management, and aligning organizational goals with long-term strategies. Data-driven decision-making becomes a hallmark of AI-integrated HR, providing real-time insights and predictive analytics that empower HR professionals to make informed decisions grounded in data. To future-proof the workforce, HR professionals must focus on developing AI-powered skillsets, including skills in data analysis, AI literacy, and effective human-AI collaboration. Addressing ethical considerations is crucial in the implementation of AI-powered HR solutions, with transparency, fairness, and accountability being imperative to protect employee privacy and build trust. Continuous learning and upskilling become non-negotiable commitments for both HR professionals and employees, ensuring they remain relevant and competitive in an environment characterized by the continuous evolution of AI and automation. Keywords: Human Resources; AI; USA; Innovation; HR Trends.