Talent Shortage Research Articles

Systematic literature review of BIM application in the whole life cycle of green building projects

ABSTRACT Building information modelling (BIM), as an effective digital method of information representation in the field of construction engineering, helps to deal with a series of works including design optimization, construction planning, and facility management. BIM enhances sustainability through energy simulations, material selection, waste reduction, and energy monitoring. However, challenges like talent shortage, interoperability issues, data management, and lack of standardization hinder its widespread use. Current research lacks systematic exploration of BIM's application in green buildings' life cycle, limiting further development. To fill this research gap, this study aims to provide a systematic review of the application of BIM in the design, construction and operation stages of the whole life cycle of green buildings. As a guideline to conduct this research, the preferred reporting items for systematic reviews and meta-analyses (PRISMA) model are used to identify the main procedures for literature screening and review. Through the systematic review, the main applications of BIM technology in green buildings are summarized, while the challenges in the current applications and the corresponding solutions are discussed. Finally, the study proposes key points for the future development of BIM to help the construction industry truly realize the development of man and nature and harmony and greenery.

Supply Chain Risk Management Strategies in the Era of Digital Intelligence Integration: Strategies and Insights

This study explores the impact of digital intelligence-driven developments on business strategies and operations, and through a combination of theoretical analyses and case studies, it provides insights into the risk landscape faced by enterprises in the context of digital and smart transformation, offering practical solutions and insights to help them meet the challenges. In addition, the study highlights the experience of leading manufacturing companies such as Haier in building digital supply chains, which provides valuable experience for SMEs seeking to improve their competitiveness and adaptability. This study also delves into key issues that hinder the implementation of digital supply chain projects, such as financial constraints, technological barriers, talent shortages and cybersecurity issues. Based on these findings, this study proposes that companies adopt a phased digital transformation strategy, focus on talent development and technology adoption, and collaborate with government and stakeholders to create an environment that fosters digital innovation and enhances resilience. Ultimately, successfully addressing supply chain risks in the age of digital intelligence requires proactive strategies, flexible adaptation and cross-sectoral collaboration to drive sustainable growth and competitiveness in the digital economy.

Opportunities and Challenges in Hospital Financial Management Digitization Transformation: A Summary

The rapid development of information technology has created opportunities for the digitization of hospital financial management. This article examines the opportunities and challenges from the perspectives of technology, human resources, and data, and proposes implementation strategies.New technologies like big data and AI support the transformation but also present challenges such as integration and data security. In human resources, the influx of young employees and talent cultivation drive transformation, yet issues like the shortage of compound talents and integration of old and new staff persist. Improving data quality is crucial, but data fragmentation and privacy concerns need urgent attention.The article suggests strategies such as developing a clear transformation roadmap, enhancing human resource training, and improving data governance and security to guide the digitization of hospital financial management.

Study on the Activation Path of Chinese National Traditional Sports Culture Resources

In this paper, through the study of China's traditional sports cultural resources activation path, through the study found that China's traditional national sports activation faced the following problems: 1. Policy details to be refined 2. Activating awareness 3. Lack of innovation in activation methods 4. Sports product development needs to be enriched 5. Activate the talent shortage. In view of the above problems, this article puts forward the following suggestions: 1. Better Activation Policy 2. Develop activation products based on people's needs 3. To train the compound talents of sports culture 4. Revitalizing Publicity Tools 5. Construct personalized and localized activation experience space.

Addressing the battery talent shortage with interdisciplinarity

Addressing the battery talent shortage with interdisciplinarity

The Effect of Onboarding Employees on Talent Retention: A field research in a Sample of Iraqi Private Banks

The purpose of this research is to understand the nature of the relationship and the level of impact between employee onboarding and talent retention. Employee onboarding assists employees adapting the social aspects of the organization and their new roles more easily, thereby increasing their productivity, satisfaction, and loyalty. The research also aims to identify the factors that encourage employees to stay with the organization. The research problem is highlighted by a talent shortage and the difficulty of identifying the factors that facilitate the integration of employees into the workplace and their retention within the organization. Moreover, it seeks to determine the extent to employee onboarding as one of the essential requirements for organizations, affects talent retention and prevented loss them. the research was conducted in 12 private banks in Iraq, with a total of 147 respondents from employees in the upper and middle-level management positions. The primary data collection tool is a questionnaire. Data analysis and hypothesis testing were conducted using various computer software programs such as (SPSS V. 26) and (Amos V. 26). The results of the research indicate a significant impact of employee onboarding on talent retention.

Research on the Current Situation and Countermeasures for the Development of the Digital Culture Industry in Shiyan City

With the advent of the digital era, the digital culture industry has become a crucial engine for economic growth and cultural innovation. This paper focuses on Shiyan City in Hubei Province, conducting an in-depth analysis of the current state of its digital culture industry. It identifies several challenges faced by Shiyan's digital culture industry, including small industry scale, insufficient diversification, a shortage of digital culture talent, and inadequate policy support. To address these issues and promote high-quality development of the digital culture industry in Shiyan City, the paper proposes the following countermeasures: strengthening policy guidance for the digital culture industry, establishing and improving mechanisms for talent cultivation and recruitment, actively fostering new business forms in the digital culture industry, and vigorously supporting leading enterprises in the digital culture sector.

Drivers of and Challenges Facing Adoption of Industrial Revolution 4.0 Technologies: A Study of the Electrical and Electronics Industry in Malaysia

This paper examines the main drivers and challenges of adopting Industrial Revolution (IR) 4.0 technologies in the electrical and electronics (E&E) manufacturing industry in Malaysia. The E&E industry is selected as a case study because it is Malaysia’s largest contributor to manufacturing employment, value added and exports. The empirical findings indicate that the two strongest drivers for adoption are internal benefits associated with improvements in production efficiency and cost reduction. The findings also suggest that the biggest challenges faced by the E&E industry are the shortage of necessary talents and skills, limited funds available for technological upgrading, and a lack of convincing business evidence to justify such investment.

Strategies for Closing Skill Gaps in Organisations: Enhancing Productivity, Innovation, and Competitivene

Addressing talent shortages has become crucial for organisational success in the current changing business climate. Skill gaps, which refer to differences between the abilities that are necessary and the skills that were held, impede productivity and creativity. This research examined methods for efficiently addressing skill deficiencies via customised training initiatives, integration of technology, and cultivating a lifelong learning mindset. This study used surveys and case studies across several sectors, to identify the main deficiencies in skills. It also examined the efficacy of remedial options and assessed their influence on productivity and competitiveness. The results highlighted the need for strategic personnel planning and ongoing skill development to adapt to changing market demands and maintain organisational resilience. Keywords: Organisation Efficiency, Innovation, Competitiveness, Continuous learning, Strategic planning.

Harnessing authentic leadership to transform an academic health system: Tampa General Hospital case study

The US healthcare industry is changing faster than ever before, and its evolution should be expected to continue — and at an even more accelerated rate. Research shows that to adapt and thrive in this ever-changing landscape and best meet the needs of patients, healthcare leaders must be prepared to navigate present-day challenges, including unprecedented levels of burnout and turnover, talent shortages and cost pressures while simultaneously anticipating future needs such as digital transformation, new care models and strategic growth initiatives. To act on this framework, healthcare leaders must also lead their organisations with authenticity, transparency, kindness and vulnerability to unite and activate their teams around a common vision and realistic expectations for how it will be achieved. This paper, in case study format, defines the enterprise leadership and AKTiVe leadership models; details how this authentic leadership framework was deployed at Tampa General Hospital to accelerate growth and innovation; and provides an overview of outcomes, influence and lessons learned through implementation.

An Analysis of the Current Application Status of Modern Music Production in Macau

With the rapid advancement of digital technology, modern music production has become a central force driving the development of the global music industry. Macau, as a unique region where Eastern and Western cultures blend, has a particularly noteworthy current status and potential in the field of modern music production. This study aims to comprehensively explore the actual application status of modern music production in Macau, covering multiple aspects such as technology application, education and training, and industry development. Through literature review and case studies, this paper delves into the level of technology application in modern music production in Macau, the construction of the education and training system, and the current status and trends of music industry development. The research finds that although Macau has made some progress in adopting and applying modern music production technology, especially showing a positive development trend in music education and talent cultivation, it still faces challenges such as rapid technology updates, shortage of professional talent, and intense market competition. Based on these findings, the paper suggests strengthening education and training related to music production, encouraging technological innovation, and promoting international cooperation to enhance the overall competitiveness and influence of Macau's music industry. These measures will help Macau better utilize its unique cultural advantages and promote the development of its modern music production and music industry.

Artificial intelligence in talent acquisition: a multiple case study on multi-national corporations

PurposeThe aim of this paper is to explore how multi-national corporations (MNCs) can effectively adopt artificial intelligence (AI) into their talent acquisition (TA) practices. While the potential of AI to address emerging challenges, such as talent shortages and applicant surges in specific regions, has been anecdotally highlighted, there is limited empirical evidence regarding its effective deployment and adoption in TA. As a result, this paper endeavors to develop a theoretical model that delineates the motives, barriers, procedural steps and critical factors that can aid in the effective adoption of AI in TA within MNCs.Design/methodology/approachGiven the scant empirical literature on our research objective, we utilized a qualitative methodology, encompassing a multiple-case study (consisting of 19 cases across seven industries) and a grounded theory approach.FindingsOur proposed framework, termed the Framework on Effective Adoption of AI in TA, contextualizes the motives, barriers, procedural steps and critical success factors essential for the effective adoption of AI in TA.Research limitations/ implicationsThis paper contributes to literature on effective adoption of AI in TA and adoption theory.Practical implicationsAdditionally, it provides guidance to TA managers seeking effective AI implementation and adoption strategies, especially in the face of emerging challenges.Originality/valueTo the best of the authors' knowledge, this study is unparalleled, being both grounded in theory and based on an expansive dataset that spans firms from various regions and industries. The research delves deeply into corporations' underlying motives and processes concerning the effective adoption of AI in TA.

Practices and Challenges of Recruitment in IT Industry

One of the most The purpose of this thesis is to delve into the practices and challenges of recruitment within the IT industry, offering a comprehensive analysis of the strategies employed by recruiters and the obstacles they encounter. By examining the prevailing recruitment landscape, this research seeks to shed light on the complexities of talent acquisition in the IT sector and provide actionable insights for enhancing recruitment effectiveness. The IT industry is characterized by its reliance on highly skilled professionals who possess specialized technical expertise. As such, attracting and retaining talent with the requisite skills and experience is essential for driving innovation, meeting project deadlines, and delivering high-quality products and services. However, the demand for skilled IT professionals often outstrips the available supply, leading to talent shortages and intense competition among employers. To address these challenges, recruiters in the IT industry employ a variety of strategies, ranging from leveraging advanced recruitment technologies and data analytics to enhancing employer branding and implementing agile recruitment methodologies. By understanding the prevailing recruitment practices and challenges within the IT industry, organizations can develop tailored strategies to attract and retain top talent, thereby driving organizational growth and competitiveness. Through a combination of literature review, empirical research, and real-world case studies, this thesis aims to provide a comprehensive understanding of the practices and challenges of recruitment in the IT industry. By synthesizing theoretical insights with practical examples, this research seeks to offer valuable insights and actionable recommendations for recruiters, HR professionals, and organizational leaders seeking to optimize their recruitment efforts in the rapidly evolving IT landscape.

Opportunities and Challenges in Health Insurance Statistics in the Era of Big Data

With the rapid advancement of big data technology, health insurance statistics are undergoing unprecedented transformations. This study explores the opportunities and challenges of health insurance statistics in the context of big data, offering theoretical frameworks and strategic recommendations. Through a comprehensive literature review and theoretical analysis, the study systematically examines related research on the application of big data in health insurance statistics globally. It analyzes how big data technology enhances the efficiency of data collection, processing, and analysis in health insurance, while also addressing issues like data security, privacy protection, and talent shortages. The research involves an in-depth analysis of big data technology characteristics and a reevaluation of health insurance statistical workflows. The findings indicate that big data offers opportunities for improved data processing capabilities and enhanced decision support in health insurance statistics, while simultaneously posing challenges in data governance, privacy protection, and talent development. To fully leverage the advantages of big data, an improved data management system, strengthened data security and privacy measures, and the cultivation of professionals skilled in big data analysis are necessary. This study provides theoretical support and practical guidance for the development of health insurance statistics in the big data context.

Research on countermeasures for the promotion of employees’ digital innovation capability against the background of enterprise digital transformation

Improving employees’ digital innovation capability is an important factor in the realization of enterprise digital transformation. However, at present, the supply of digital talent is far from sufficient, the improvement of employees’ digital innovation capabilities is slow, and there are few methods within enterprises to improve the digital innovation capabilities of employees, which has led to a shortage of digital innovation talent and constraints in the digital transformation of enterprises. Based on these questions, we use procedural grounded theory for analysis. The analysis shows that the enterprise lacks incentives for employees, lacks diversified training methods, lacks orderly organizational management and has a good corporate atmosphere. Based on the above findings, we analyze and discuss four aspects—the incentive mechanism, employee training, organizational management, and corporate climate—and propose countermeasures to enhance the digital innovation capability of employees to better empower employees and the enterprise.

Perceptions of data literacy and data literacy education

In the era of digital transformation, data literacy has emerged as a critical competency for organisations, driving a demand for skilled professionals. Despite a shortage of data-literate talent, universities struggle to align their curricula with industry needs, prompting a call for improved data literacy education. Recognising the contextual nuances of this skill set, a one-size-fits-all approach falls short. To address this gap, the authors advocate for a comprehensive exploration of perspectives from key stakeholders such as business advisors, students, teachers, and researchers. Understanding diverse needs and expectations of stakeholders is crucial in identifying deficiencies in data literacy education, paving the way for enhancements in university programmes. The reported study is the preliminary phase of a larger ongoing project in which grounded theory methodology is used to explore the question of ‘how can data literacy education be improved?’. The authors report on a small-scale study (eight interviews) aimed at exploring the perspectives on data literacy definition, competencies, and challenges with two representatives of each of four groups of stakeholders in data literacy education: students, business advisors, educators, and researchers. One common challenge identified among participants is the lack of data literacy and critical thinking skills, as well as a lack of awareness of the importance of data analysis. Although participants were aware that different businesses may need different data literacy skills, they were not able to articulate what those differences might be. The study underscores the need for the development of frameworks to help guide and advance data literacy education.

Drivers of sustainable entrepreneurship education: An analytic hierarchy process

This research aims to explore the drivers of sustainable entrepreneurship (SE) education for university lecturers and their hierarchy of prioritization. An Analytic Hierarchy Process (AHP) method was applied to analyze data collected from nine entrepreneurship-education experts based in eight universities in Vietnam. The results show that there are several identified key drivers, ranked based on descending prioritization, namely: encouraging youth, social problems, talent shortage, and connection with practitioners. Several sub-factors may also be ranked as having relative importance to SE, with the top five being “encourage students to engage in social enterprises”, “venture creation is our responsibility”, “students age group drives the educators’ interest”, “students engage in heated discussions”, and “failure of the established institutions”. This could be the first endeavor to assess and rank the drivers of SE education, thereby offering some meaningful contributions to both academia and practice.

Navigating Challenges in Chinese Enterprise Management: A Focus on Budgeting and Performance Evaluation

In the ever-evolving landscape of global economic integration, comprehensive budget management and performance evaluation have emerged as critical tools for enhancing enterprise efficiency and fostering development. However, Chinese enterprises face challenges in breaking through existing management bottlenecks, hindering innovation and leading to phenomena of rapid growth followed by swift decline. This paper aims to address these challenges by exploring the relationship between budget management and performance appraisal, highlighting their vital role in enterprise total value management. By aligning budgeting with strategy and operations and establishing fair performance evaluation systems, organizations can cultivate environments conducive to internal competition, fostering a corporate culture replete with entrepreneurial and innovative spirit. The study analyzes existing issues in current budget management and performance appraisal, such as imperfect systems, rigid practices, and talent shortages, proposing strategies to strengthen enterprise budget and performance management. These strategies include enhancing organizational structures, integrating resources with strategic focus, strengthening PDCA cycles, and establishing effective assessment mechanisms. By leveraging cloud platforms and big data, and actively pursuing legislative reforms, enterprises can optimize their budget management and performance evaluation systems, ultimately driving sustained growth and competitiveness in dynamic market environments.

Controversies in promoting young talent in orthopedics and trauma surgery

The field of orthopedics and trauma surgery is facing aserious shortage of new talent due to the increasing average age of active surgeons and agrowing need for staff. The appeal of these specialties is declining among medical students. This trend could be reversed by introducing practice-oriented curricula, mentoring programs, and early integration into professional societies. The quality of surgical education, especially bedside teaching, needs to be improved, as it is often compromised by alack of time and insufficient pedagogical training of the educators. The practical year (PY) is crucial to attract students to these specialties, but data indicate that the quality of training in orthopedics and trauma surgery is inferior compared to other fields. Professional societies could enhance junior development through targeted programs. Moreover, the problem of recruitment is compounded by imbalanced gender ratios and working conditions that do not align with modern family models or efficient surgical training. There needs to be arethinking of work scheduling and task distribution in surgery to make the profession more attractive and to ensure the quality of training.

Workplace Corporate Social Irresponsibility in Supply Chain Operations: Generation and Gender Impacts on New Talent Recruitment

Amidst stakeholder demands for transparency and the recent pandemic, the inner workings of supply chains have become more visible. This visibility has shone a spotlight on workplace corporate social irresponsibility (CSI)—actions within a company's internal supply chain operations perceived to harm the well-being of its employees. At the same time, companies scrambling to recruit new talent for operations and supply chain management (OM/SCM) face dual challenges in the shortage of diverse talent and the emergence of new generations in the workforce. Research indicates that younger generations and women more broadly expect social responsibility from their employers, but it is unclear how they perceive social irresponsibility when evaluating job offers. To begin to address this gap, we draw on attribution theory and develop hypotheses that examine prospective employees’ responses to workplace CSI in supply chain operations and whether their responses vary with gender and pay. Results from a conjoint task and mixed effects models reveal that both young men and young women respond negatively to job offers from firms with pervasive workplace CSI across their supply chain operations and atypical levels of workplace CSI relative to other firms. Although we do not find gender differences in general, supplementary analyses offer more nuanced insights (e.g., young men respond less favorably than young women when workplace CSI is pervasive, whereas young women respond more favorably than young men to above-average pay). Overall, our study advances understanding of the spillover effects of workplace CSI on new talent recruitment and highlights that the new generation's preferences run deeper than traditional gender-based expectations. In doing so, we offer timely guidance for executives and human resource managers as companies struggle to recruit diverse new OM/SCM talent.