Source Of Talent Research Articles

Talent scouting and standardizing fitness data in football club: systematic review

Talent scouting and fitness data standardization in professional football clubs have been the focus of research in recent years. The role of technology, big data, and data analytics is crucial in reshaping sports performance and bolstering the competitiveness of professional football teams. This review aims to consolidate current research on these technological advancements, examining how they can be effectively harnessed to revolutionize talent sourcing and elevate the competitive standards within football clubs. The review will focus on participants, including professional football players, and intervention interventions such as the implementation of digital technologies, data mining, and machine learning techniques. The study designs will include experimental, observational, and mixed-method studies conducted in football club settings. The analysis highlights the transformative potential of integrating quantitative player statistics with advanced data science and data-driven approaches in revolutionizing sports performance, enabling clubs to make informed recruitment decisions and enhance team performance. In addition, the review focuses on the impact of data analytics on transforming sports performance. The research has demonstrated that these models, specifically classification and regression models, can forecast a football player's performance score with up to 94% accuracy for forward positions.

Workforce Optimization for Quick Commerce Dark Stores: Talent Sourcing and Workforce Modelling Strategies

Quick commerce (Q-commerce) has transformed the retail and e-commerce sectors by enabling ultra-fast delivery of goods through hyper-local logistics and dark stores. The operational success of this model hinges on a structured workforce strategy that supports efficient scaling and agility. This paper explores innovative workforce optimization techniques that focus on organizational design, talent sourcing, and workforce modelling, referencing industry leaders like Flipkart, Zepto, Instamart, and Blinkit. The study identifies the vital roles within dark stores and the approaches to talent acquisition, emphasizing localized recruitment, employee retention, and technology integration. It further presents best practices for scalable workforce modelling to accommodate seasonal demands, high attrition rates, and hyper-growth environments, ensuring sustainable development in the Q-commerce industry. Keywords: Quick Commerce, Workforce Strategy, Talent Sourcing, Dark Stores, Organizational Design, Hyper-Local Delivery, Workforce Modelling

The Relevance of Human Resources Management to Today's Business Environment

In today's economic phenomenon around a dynamic and competitive business landscape, the role of Human Resources Management (HRM) has evolved significantly to meet the evolving needs and challenges faced by organizations. I will explore the relevance of HRM in the contemporary business environment, highlighting its critical importance in driving organizational success and sustainability. The research begins by discussing the shifting paradigms in HRM, emphasizing the transition from traditional personnel management to strategic HRM. It examines how HRM functions such as recruitment, training, performance management, and employee relations have evolved to align with organizational objectives and foster a culture of innovation and agility. The research delves deeply into the strategic role of HRM in talent acquisition and retention, acknowledging the pivotal role of human capital in achieving competitive advantage. It discusses how HRM practices such as talent sourcing, succession planning, and diversity management contribute to building a skilled and diverse workforce that drives organizational growth and innovation. The research explores the significance of HRM in fostering employee engagement and motivation. It highlights the importance of creating a supportive work environment, promoting work-life balance, and recognizing employee contributions to enhance productivity and job satisfaction. It also examines the role of HRM in managing organizational change and fostering adaptability in the face of disruptive technologies and market shifts. It discusses how HRM practices such as change management, leadership development, and organizational culture alignment facilitate successful transformation initiatives and ensure organizational resilience. The analysis concludes by emphasizing the strategic imperative for organizations to invest in HRM practices that prioritize employee well-being, talent development, Work-Life balances and organizational effectiveness.

A study on the impact of artificial intelligence on talent sourcing

<p class="p1"><span lang="EN-US">Talent sourcing is one of the most effective mechanisms to engage with the talent pool and convert a candidate into an applicant. Today, machine learning has emerged as a trend to assist employers in addressing recruitment challeng-es with the help of tools such as neuro-linguistic programming (NLP) and automated assessments. 80% of the executives strongly believe deep learning makes candidate screening highly efficient. Including current start-ups globally, only 15% use artificial intelligence (AI) and are expected to increase by 31%. The study focused on the impact of AI in recruitment process. There are a few metrics, such as application completion rate, number of candidates per filled position, cost per hire, and so on. Here we would like to analyze the impact of using AI in various phases of hiring in the organization.</span></p>

The Future of Work: A Comprehensive Study of the Gig Economy Beyond Low Labor-Value Added Jobs

Traditionally, firms face many challenges with employment: Geographical discrepancies, inefficient talent sourcing methods, accessibility, and, more recently, COVID-19. As a result, the gig economy, or the freelance economy, has become increasingly popular as a method of employment after the pandemic. This type of business model is proliferating due to its easy accessibility, along with environmental factors, such as the pandemic and social factors, such as the trend of digitalization in developing countries. This new model also brings many benefits to gig workers, including an easier pathway to employment and globalization, consumers, bringing them a wide array of services on an accessible platform, and corporations, helping them source talent and solve resource allocation issues. Yet, many corporations and industries are still in the early stage of utilizing gig workers, or refuse to outsource gig talent, because of social perceptions, skill set mismatches, and technical inefficiencies. In this paper, empirical analysis of the platform's fundamental components, challenges with society, and outlook is presented along with a relevant case study and a recommendation for a potential future development of the gig economy.

A Qualitative Study of Selected Organisations’ Reward and Recognition Policies to Motivate People with Disability Employees

A World Bank report in 2019 observed that approximately one billion differently abled in the world are a source of talent and contributors to the world economy. The concept of disability entered the United Nations Convention on the Rights of People with Disabilities (UNCRPD) in 2006. After its entry into UNCRPD, the issue related to disability has been seen as a human right and human development issue. The challenges faced by the differently abled at physical, intellectual, psychological and mental impairments multiplied when they face undue isolation and restrictions in society. This article is based on in-depth qualitative data in the form of case studies of selected business organisations that have modified their HR practices to include differently abled people as an employee. This study is based on a theoretical framework of high-performance work practices (HPWP) and their policies regarding building reward and recognition for managing employee performance in their organisations. As further scope for research, the recommendations and suggestions of the study may be taken as a reference point to do a detailed primary study in future research.

Exploring positive and negative intersectionality effects: an employment study of neurodiverse UK military veterans

Intersectional studies have examined the impact of personal characteristics upon employment experience, but little attention has been given to specificities of the neurodiverse and the military veteran. Both may possess skills and abilities that are desirable but there are several negative stereotypes that impact the acquisition and retention of work. Additionally, talent sourcing practices by employers can favour neurotypical people with a civilian background. Adopting a multi-method approach, this study explores barriers to employment and how they are compounded at the intersection of being a neurodiverse veteran (NDV). We surveyed 232 people with a medically diagnosed condition and conducted 21 semi-structured interviews to explore NDVs’ views about how the recruitment process and HR practices impact their employment relationship. Extant studies often depict the intersection of qualities to be disadvantageous for the populations studied, however, our research suggests that NDVs can have highly beneficial work capabilities. Our practical contribution includes the identification of key positive and negative aspects in the employment of NDVs and how organizations can refine their talent sourcing and management. Our theoretical contribution is made through a framework depicting the influences on NDVs’ employment relationships and a set of propositions that illuminate the intersectionality of neurodiverse and military veterans at work.

APA Foundation Welcomes 2023 Class of Fellows

Back to table of contents Previous article Next article APA & MeetingsFull AccessAPA Foundation Welcomes 2023 Class of FellowsSearch for more papers by this authorPublished Online:24 May 2023https://doi.org/10.1176/appi.pn.2023.06.7.13The American Psychiatric Association Foundation has announced the names of its 2023 class of fellows. With a total of 116 members, the 2023 class is its largest ever, as well as its most diverse—over 77% of participants self-identify as people of color, 61% as women, and 24% as LGBTQ+.The APA Foundation Resident Fellowship Program complements psychiatry residency training by providing experiential learning, mentorships, and professional development opportunities. Twenty-seven U.S. states and 80 medical institutions are represented in this class.“We couldn’t be more excited to add this impressive class into our community of fellows and fellowship alumni at this critical time in mental health care,” said APA Foundation Executive Director Rawle Andrews Jr., Esq. “This cohort has already proven themselves to be a valuable source of talent and innovation. The future of psychiatry is in good hands.”Each fellow participates in one of nine fellowships on such topics as child and adolescent psychiatry, psychiatric research, and public psychiatry. They will join 61 second-year fellows for a total of 177. ■The names of the fellows. ISSUES NewArchived

APA Foundation welcomes its largest class of fellows

The American Psychiatric Association Foundation (APA Foundation) proudly welcomed 116 future psychiatric leaders into the 2023 class of fellows, marking the largest class in its program history, according to an APA news release. The APA Foundation Resident Fellowship Program complements psychiatric residency training by providing experiential learning, mentorships, and professional development opportunities. Twenty‐seven U.S. states and 80 medical institutions are represented in this class. The 2023 class is also the most diverse in the fellowship's history, with over 77% of participants self‐identifying as people of color, 61% as women, and 24% as LGBTQ+. “We couldn't be more excited to add this impressive class into our community of fellows and fellowship alumni at this critical time in mental health care,” said APA Foundation Executive Director Rawle Andrews, Jr., Esq. “This cohort has already proven themselves to be a valuable source of talent and innovation. The future of psychiatry is in good hands.” Each fellow is assigned to one of nine different fellowships, encompassing topics from child and adolescent psychiatry to psychiatric research and public psychiatry. They will join 61 second‐year fellows for a total of 176. “We are looking forward to working with and training these future leaders of our field,” said Vedrana Hodzic, APA Foundation's director of fellowships, mentorship, and medical education, who oversaw the recruitment of this year's class.

Impact Site Tiktok Beauty Vloggers To Behavior Imitation Students Of The Faculty Of Dakwah

Tiktok is a site that is frequently used by the general public for information, entertainment, and a source of talent and talent. Various types of content continue to be created, one of which is beauty vlogger content which is very popular among women. The purpose of this study is to find out how the effects of beauty shows are vloggers on the Tiktok site for imitating or imitating behavior and how big the effect it is for students majoring in Communication Studies class of 2020 at the State Islamic University of North Sumatra. The type of research being carried out was descriptive qualitative using observation and interview techniques with several students majoring in preaching dan communication science class of 2020 at the State Islamic University of North Sumatra. The results of this study indicate that beauty vloggers on the Tiktok site have the same effect on informants, namely a pleasant effect on the information they get, entertain them, and get self-satisfaction with the beauty shows they see. They generate imitation behavior in the form of plagiarizing makeup tutorial videos, recommending videos they watch to others and buying the same products.

Development of the mathematical model for calculating player ratings using soft calculations

This research signifies an ambitious step forward in sports analytics, aiming to formulate a novel mathematical model that assesses team sports players’ performance with higher precision. It aspires to unravel a deeper understanding of player abilities, a complex task that requires advanced computational modeling and statistical analysis. The proposed model is built upon cutting-edge soft computing techniques. These techniques – fuzzy logic, neural networks, and genetic algorithms - are expertly integrated, each contributing unique elements to enhance the model’s accuracy and dependability. Fuzzy logic, with its capacity to handle ambiguity, provides nuanced evaluations, accounting for sports’ inherent uncertainties. Neural networks offer the model a capacity to learn and evolve, refining its evaluations as it processes new data. Genetic algorithms, modeled on natural evolution, optimize the model’s decision-making process, highlighting the most successful player strategies. This innovative approach could reshape player evaluations, replacing one-dimensional, static metrics with a dynamic, multi-faceted framework. Coaches, managers, and analysts will be equipped with a robust tool for decision-making and talent sourcing, ushering in a new era of sports analytics.

Academic independent directors in China: factors influencing career decision-making

PurposeThe board independence norm has shaped corporate governance globally, but research on the supply of independent directors (IDs) is limited. “New careers” studies suggest that dynamic non-conventional career paths are evolving, but empirical evidence is mostly limited to Western societies. The authors studied reasons for academics to consider taking on an ID role in firms in China.Design/methodology/approachEmploying a quantitative methodology, data were collected via a survey targeting 1,500 academics, representing a quarter of business-linked academics in China's National Key Universities. The response rate was 55% and, after eliminating irrelevant responses, the sample used comprised 581 academics, 111 of whom have taken on an ID role.FindingsCareer orientation and work attitudes play significant roles in decision-making around career success. Becoming an ID can be a rewarding and positive career path for academics who look for additional responsibility, income and impact. This new academic career path manifests in how career actors interact with each other to reach a state of equilibrium in a wider career ecosystem. Appointing academics with relevant knowledge and willingness to create impact can help organisations – both firms and academic institutions.Practical implicationsBecoming an ID can increase future collaborations and success in terms of research and corporate governance, and offer individuals another route to career success.Originality/valueThe results contribute to research on career studies and corporate governance, revealing a new source of talent for firms and a new career path for academics.

DEVELOPING MUSICAL SKILLS IN ELEMENTARY SCHOOL STUDENTS

This article discusses developing musical skills in elementary school students. Abilities are formed in life, based on talents. Therefore, the question of the compatibility of innate and acquired abilities is widely discussed. The anatomical and physiological features of the organism, the structure of the nervous system, the mobility of neural processes, the characteristics of brain activity play an important role in the development of abilities. All of these conditions, which have been passed down from generation to generation, serve as a source of talent for the development of abilities. Musical skills include understanding music, listening to music, musical memory, as well as attention, imagination, and special performance skills.

Giving Accounting a Second Chance: Factors Influencing Returning Students to Choose Accounting

ABSTRACTThis study examines why non-accounting graduates return to school to pursue a degree and career in accounting (“converts”). Understanding why converts gave accounting a chance the second time around informs the profession and academia on how to more effectively identify and recruit high-quality students with diverse skills and backgrounds into accounting. We interview 16 converts and survey 100 accounting graduates. We identify the factors influencing converts' accounting choice and contrast them with those influencing their first degree choice and with those of traditional accounting graduates. Results show converts first need to “discover” accounting, then pursue it based on practical considerations such as job characteristics and earnings potential rather than passion for the topic, which is more salient for traditional graduates. This study demonstrates that converts are a unique source of talent as they already possess many of the skills highly valued by the accounting profession and that traditional graduates often lack.Data Availability: Data are available from the authors upon request.

The impact of international scientists, engineers, and students on U.S. research outputs and global competitiveness

International scientists, engineers, and students have made and continue to make significant contributions to the U.S.’s science and engineering research enterprise. This source of talent is a comparative advantage for the U.S. and is critical for keeping the nation at the leading edge of discovery and knowledge. This paper quantifies and reaffirms the impact of international scientists and scholars, who serve as a vital source of talent fueling American ingenuity, innovation, and leadership. Bolstering measures to attract and retain top students from across the globe and fostering a culture where immigrants are welcome and can thrive is imperative for the continued success of the U.S.’s society and economy.

Talented, Valuable, and Committed: Employer Perceptions of Applicants with a Criminal History

Research on hiring consistently finds criminal history to be one of the most stigmatized and detrimental characteristics during the selection process. However, once hired, little research exists regarding the employer perceptions of employees with a criminal history. We surveyed employers to explore how employers that have hired individuals with a criminal history may perceive them to be a valuable source of talent, productive, committed, and able to fit skill demands. We also considered how employers who interpreted diversity and inclusion to be an important part of their organization may be more or less willing to hire individuals with a criminal history. Overall, employers that hired individuals with a criminal history were more likely to do so when they perceived diversity and inclusion to be important. Moreover, these employers were also more likely to perceive individuals with a criminal history to be a valuable source of talent, productive, committed, and able to fit skill demands. In effect, while stigma may still keep this population out of many workplaces, those employers who invite them in may hold favorable perceptions.

Extending micro-credentials to micro-apprenticeships for the Fourth Industrial Revolution: Enhancing vocational education and training in the post-pandemic’s ‘new normal’

As noted in the foreword of this Special Issue, COVID-19 has accelerated the Fourth Industrial Revolution’s or Industry 4.0’s disruption to the labour market (Sally, 2021). Beyond Industry 4.0 (I4.0), the COVID-19 pandemic has accelerated the adoption of digital technologies by enterprises, underscoring the need for workers to continuously upskill their digital competencies in order to remain relevant (Heinonen & Strandvik, 2021). Besides digitisation, organisations have had to innovate and adopt new business models to adapt to the ‘new normal’ of surviving and growing beyond the COVID-19 pandemic (Heinonen & Strandvik, 2021). In countries that largely relied on skilled migration as an important source of talent, the closure of international borders has restricted mobility of human capital resulting in insufficient skilled employees to meet the current and ever-increasing demand for skills (Guadagno, 2020).

Role of Women in the Pursuit of NDE 4.0

This paper is intended to highlight roles that women can and likely will play in shaping the future of NDE 4.0, from execution to leadership levels as well as from development to transformation activities. As we build momentum toward adopting Industry 4.0 into the nondestructive evaluation (NDE) domain, we face multiple challenges such as technology standardization, talent and skills shortfall, massive transformation, and regulatory and certification standards (Singh 2019, 2020a). Many of these challenges are better addressed with a proper mix of gender in responsible teams. Women in STEM (science, technology, engineering, and mathematics) fields are a source of talent that can be harnessed as digitalization becomes a major part of the NDE sector. According to a recent Forbes article, traits like listening and empathy serve women well in “change leadership,” which is the ability to influence and inspire action in others and respond with vision and agility during periods of growth, disruption, or uncertainty to bring about the needed change (Lipkin 2019). While working the innovation value chain, emotional intelligence makes women better suited to capturing marketplace insight and easing friction in technology adoption, and a balance of gender in a team makes for more productive ideation sessions for effective problem-solving and objective execution. This paper presents literature research triggered by personal experience and substantiated by recent candid conversations with women leaders in NDE, to highlight the importance of a blended and balanced gender mix required for NDE 4.0.

The Impact of International Scientists, Engineers, and Students on US Research Outputs and Global Competitiveness

International scientists, engineers, and students have made and continue to make significant contributions to the U.S.’s science and engineering research enterprise. This source of talent is a comparative advantage for the U.S. and is critical for keeping the nation at the leading edge of discovery and knowledge. This paper quantifies and reaffirms the impact of international scientists and scholars, who serve as a vital source of talent fueling American ingenuity, innovation, and leadership. Bolstering measures to attract and retain top students from across the globe and fostering a culture where immigrants are welcome and can thrive is imperative for the continued success of the U.S.’s society and economy.

Deglobalization and talent sourcing: Cross‐national evidence from high‐tech firms

AbstractAs corporate globalization is restricted through changes in macro‐environments, firms traditionally reliant on global talent pools are suffering. This is particularly true for high‐tech firms' seeking to source high‐skilled STEM (science, technology, engineering, and mathematics) talent. The aim of this study, in line with the special issue, is to explore the impact of macro‐level trends in national government policy and political climates on high‐tech firms seeking to source high‐skilled STEM talent. By applying coevolutionary reasoning, we develop propositions that link the macro environment with corporate strategizing. A multi‐respondent, qualitative research design is adopted, involving interviews and focus groups with 40 practitioners and industry experts. Through qualitative data analysis, we identify emergent adaptations to corporate talent sourcing activities for dealing with increasing STEM shortages linked to deglobalization. As the data highlight, the adaptations are a consequence of both internal strategic factors as well as external institutional forces and the interplay between the two. Implications for future research and practice are discussed.