Talent Capability Research Articles

Big data analytics capabilities and leadership: catalysts of firm performance in telecommunications

PurposeThe proliferation of big data analytics (BDA)-enabled tools and technologies has endowed organizations with the capacity to augment decision-making processes, optimize operational endeavors and foster innovation across diverse business domains. Consequently, BDA has been posited as a catalyst for enhanced customer relationship management, improved risk mitigation strategies and heightened operational efficiencies, all of which converge to augment overall firm performance. Thus, the purpose of this research is to introduce a conceptual framework aimed at explaining the influence of BDA capabilities on the performance of telecommunications firms in Pakistan. Additionally, it examines the potential mediating effect of talent capabilities and moderating effect of top management attitude on firm performance.Design/methodology/approachData from a sample comprising 520 participants were collected via survey questionnaires. The study employed Partial Least Squares-Structural Equation Modeling to empirically evaluate the proposed model.FindingsResults reveal a positive association between BDA technology and information capabilities with both BDA talent capabilities and firm performance. Furthermore, the analysis suggests that BDA talent capabilities mediate the relationship between BDA dynamic capabilities and firm performance, while top management attitude acts as a moderator, enhancing the relationship between BDA talent capabilities and firm performance.Originality/valueThere is a scarcity of research that has examined the relationship of BDA capabilities, top management attitude and firm performance. This study attempts to examine their interrelationships. First, it enhances the extant literature by elucidating the mediating role of BDA talent capabilities in the relationship between BDA technology and information capabilities and firm performance. Second, the study introduces a novel dimension by incorporating top management attitude as a moderator variable. This augmentation adds layers of complexity to comprehending BDA implementation dynamics, emphasizing leadership’s role in fostering an enabling environment for effective utilization of BDA capabilities.

Assessing the impact of big data analytics capability on radical innovation: is business intelligence always a path?

PurposeThis study examines the mediating roles of the three dimensions of business intelligence (sensing capability, transforming capability and driving capability) in the relationship between the three dimensions of big data analytics capability (big data analytics management, technology and talent capabilities), and radical innovation among Chinese manufacturing enterprises.Design/methodology/approachA theoretical framework was developed using the resource-based view. The hypothesis was tested using empirical survey data from 326 Chinese manufacturing enterprises.FindingsEmpirical results show that, in the Chinese manufacturing context, business intelligence sensing capability, business intelligence transforming capability and business intelligence driving capability positively mediate the impact of big data analytics capability on radical innovation.Practical implicationsThe results offer managerial guidance for leaders to properly use big data analytics capability, business intelligence and radical innovation as well as offering theoretical insight for future research in the manufacturing industry’s radical innovation.Originality/valueThis is among the first studies to examine three dimensions of big data analytics capability on the manufacturing industry’s radical innovation by considering the mediating role of three dimensions of business intelligence.

Unraveling the transformation: the three-wave time-lagged study on big data analytics, green innovation and their impact on economic and environmental performance in manufacturing SMEs

PurposeThe firms’ adoption and improvement of big data analytics capabilities to improve economic and environmental performance have recently increased. This makes it important to discover the underlying mechanism influencing the association between big data analytics (BDA) and economic and environmental performance, which is missing in the existing literature. The present study discovers the indirect effect of green innovation (GI) and the moderating role of corporate green image (CgI) on the impact of BDA capabilities, including big data management capability (MC) and big data talent capability (TC), on economic and environmental performance.Design/methodology/approachA time-lagged design was employed to collect data from 417 manufacturing firms, and study hypotheses were evaluated using Mplus.FindingsThe empirical outcomes indicate that both BDA capabilities of firms significantly influence green innovation (GI), which significantly mediates the relationship between BDA and economic and environmental performance. Our findings also revealed that CgI strengthened the effect of GI on economic and environmental performance. The empirical evidence provides important theoretical and practical repercussions for manufacturing SMEs and policymakers.Originality/valueThis study contributes to the literature on BDA by empirically exploring the effects of MC and TC on improving the EcP and EnP of manufacturing firms. It does so through the indirect impact of GIs and the moderating effect of CgI, thereby extending the Dynamic capabilities view (DCV) paradigm.

Training Requirements of Educators In Relation to Introducing Inclusive Education Practices in Existing System of Sindh, Pakistan

The study evaluates teachers’ and principals' training requirements in Sindh province, Pakistan, for effective inclusive education management. It focuses on teachers' knowledge, talent capabilities, information and ability skills, necessary training areas for teachers to enforce inclusive practices, and specific training requirements for principals to manage inclusive education practices. The study uses a survey design and a hypothesis to improve the findings. The population includes educators and administrators from the University of Karachi's Bachelor of Education program. The survey covers 10 key issues related to inclusive education training and 20 competencies for teachers and principals. Respondents rate their knowledge on a 5-point scale. The study contradicts previous research suggesting teachers are crucial in inclusive education. It found instructors have knowledge and skill competencies but no difference in management or expert support. Teachers are more supportive, but further training is needed for communicative talents and disability assessment.

PageRank talent mining algorithm of power system based on cognitive load and DPCNN

AbstractPageRank talent mining in power system is an effective means for enterprises to recruit talents, which can correctly recommend talents in practical applications. At present, the mining evaluation index system is not perfect, and the consistency coefficient between the evaluation results and the actual situation is low in practical applications. Therefore, PageRank talent mining algorithm in power system based on cognitive load and dilated convolutional neural network (DPCNN) is proposed. The cognitive load and DPCNN are used to establish a talent capability evaluation system, calculate the index weight value, construct the PageRank talent capability evaluation model of the power system according to the corresponding weight of the index, determine the membership range of the index, calculate the comprehensive score of the appraiser's ability, and determine the ability level of the appraiser, thus realizing the PageRank talent mining algorithm of the power system. The experimental results show that the algorithm has high accuracy and objectivity, good encryption effect, cannot crack the attack node, the prediction error and the prediction relative error are closest to the standard value, the maximum error is 0.51, the maximum relative error is 0.82, and can achieve the accurate prediction of talent demand.

Big Data Analytics' Influence on Competitive Advantage: Mediating Green Creativity and Green Commitment, Moderated by Individual Green Values and Green Psychological Climate

This study explores the influence of big data talent capability, business analytics and capacity manage net on competitive advantage through mediating role of green creativity and green commitment and moderating role of individual green values and green psychological climate. For the current research, a quantitative survey with 400 respondents was conducted as part of the investigative strategy. Data were investigated through SPSS Version 26 and SEM by utilizing Smart PLS Version 4 software. The integration of data-driven tools and methodologies, specifically big data analytics (BDA) talent capability, business analytics, and BDA capacity management, has been shown to have a substantial and beneficial influence on green human resource management (GHRM). GHRM has optimistic impact on green creativity and green commitment. Individual green values positively moderate the impact of GHRM on green creativity and green commitment. Green psychological climate positively moderates the impact of GHRM on green creativity and green commitment. Green creativity and green commitment have significant influence on competitive advantage.

The Impact of Big Data Analytics Capability and Strategic Marketing on SMEs performance: Required Strategyand Capability

Big data analytics capability (BDAC) has become a significant focus of investigation within the academic and professional realms. Despite the escalating potential value attributed to BDAC, there remains a notable dearth of studies exploring its influence on firm performance. In this ongoing research, we aim to address this gap by examining the impact of BDAC on various dimensions: BDA management capability, BDA technology capability and BDA talent capability, aligning them with marketing strategic concepts. We aim to provide a comprehensive concept of overall BDA Capability. Through the lens of dynamic capability theory, our study posits that BDA capability affects performance of firms, with strategic marketing acting as a mediating factor. This study builds upon previous research, offering novel contributions, particularly in the domain of strategy and its interconnectedness with BDA. The findings of this research not only elucidate the crucial components of BDA capability and their impact on firm performance but also offer practical insights that can serve as a roadmap, bridging the expectations of managers regarding BDA with the actual implementation of BDAC within marketing strategies.

Research on FinTech Talent Evaluation Index System and Recruitment Strategy: Evidence From Shanghai in China

In recent years, the development and iteration of information technology have prompted the financial industry to transform and upgrade to financial technology (FinTech), which has received emerging attention from the global financial industry. While the FinTech industry is growing rapidly around the world, however, few studies have foucusd on the shortage of talent and difficulties in recruiting talent. First, this paper clarifies the shortage of FinTech talent through expert interviews and a questionnaire survey of 112 financial industry enterprises in Shanghai, China. Following, based on role theory, we construct a talent capability evaluation index system using 5 primary and 17 secondary indicators. Based on the exploration above, a gray optimization model is designed to support talent recruitment strategy for FinTech enterprises. The results indicate that Chinese FinTech talent should have composite abilities with outstanding professional technical skills and learning abilities, innovation and teamwork ability, project experience, and international vision. This study provides methodological guidelines for global FinTech talent evaluation and recruitment strategies and broadens the application of role theory and gray clustering theory.

Collaborating on ESG consulting, reporting, and communicating education: Using partner maps for capability building design

Given the rising demand for environmental, social, and governance (ESG) talents, this study aims to provide a multidisciplinary outlook of specific capability requirements for ESG talents, focusing on the use of ESG and carbon information, thereby providing a roadmap for ESG education. Following design science framework conventions and running design workshops that integrate design thinking of “how might we” design questions, literature analysis, and expert interviews across disciplines, this study presents findings regarding three main activities—consulting, reporting, and communicating. Based on the iterations of design workshops that adopt a circular economy-based partner map design canvas for stakeholder analysis with procedures such as expert interviews and literature analysis, three partner/capability maps were generated to map stakeholders and explore the capabilities needed. ESG and carbon information digital and data skills emerged as the core capability to complete all the three tasks. A conceptual framework—a Smart System of ESG and Carbon Information—is proposed to summarize planning, operating, and communicating with ESG and carbon information, along with high-level organizational actions and talent capabilities. It identifies the building blocks of an ESG operating system within an enterprise to engage various stakeholders for value-creation collaboration. Despite the limitation of a lack of comprehensive review and limited geographic and disciplinary representation, this study provides a roadmap for enterprises and universities to explore and define talent requirements and create specific education and training programs.

Career Management of R&D Employees on Organizational Competence: A Perspective from Chinese High-Tech Manufacturing Enterprises

Past studies have shown that employee career management in Chinese high-tech manufacturing companies can affect the individual performance of employees, and then affect the overall performance of the company; Qualification management is an important means for corporate human resources to intervene in employee career management and has a certain impact on employee variable career; And employee variable career has certain influence on organizational competence. This purpose of this study is to further explore the influencing factors of the organizational competence of Chinese high-tech manufacturing enterprises in the field of talent capability management. This study used the quantitative design and selects more than 60 high-tech manufacturing enterprises in Shenzhen, Guangzhou, Chongqing, Suzhou, Jiangsu, and Xi’an, Shaanxi, and collects survey questionnaires through the Internet platform, and uses factor analysis to analyze the influencing factors in organizational competence, qualification management , employee career management and variable career , seek the internal relationship among different variables ; Put forward dimensions for reference in terms of employee capability management and organizational competence of Chinese high-tech manufacturing enterprises. The results of this study have certain theoretical and practical implications and significance for Chinese high-tech manufacturing enterprises to reduce the turnover rate of knowledge-based employees in the R&D system and continuously improve organizational competence in the era of knowledge economy. At the same time, it concluded and provides an innovative perspective for theorists who study the relationship between employee capability management and organizational ability.

Better Together, but What to Prioritize? The Precedence of Talent, Structural and Technical Capabilities in Managing the Information Technology Function

ABSTRACT: With the commensurate increase in importance of IT within organizations, the gamut of challenges facing IS managers and executives keeps increasing. However, literature is largely silent on what to prioritize given the large gamut of all seemingly important challenges. Drawing from practitioner- and academic-oriented research, we argue that three capabilities are central to managing the IT function in organizations to drive performance: talent capability, structural capability, and technical capability. We investigate the primacy of the three capabilities and their configurations by analysing data from a large survey of 8,356 business leaders from around the world. Our results indicate that multiple configurations of these three capabilities lead to performance. More importantly, personnel capability is a necessary and sufficient condition in impacting performance.

대학생의 마음챙김 기반 수업이 회복탄력성에 미치는 영향에 관한 수업사례 연구

The purpose of this study is to figure out the learning performance and the applicability of a mindfulness-based course at a university through analyzing the influence of mindfulness upon resilience and a meaning of experiencing a mindfulness-based class. For the research, an ‘empathy’ class was progressed among the mindfulness-based compulsory liberal arts subjects at K university. And then, a questionnaire was conducted targeting 265 learners. For the qualitative research, the materials were collected through review, observation log, and university’s e-class. As a result of the research, the variables of the mindfulness significantly influencing the resilience appeared to include ‘current awarness,’ ‘attention concentration,’ ‘postcentralism.’ As for the learners, the experience of an empathy class was indicated the learning outcomes such as prosociality, positive property, healing, emotion control, the understanding of oneself, and so on. This research result can be considered to show the necessity of expanding a mindfulness-based course of the university teaching in order to enhance the future talent capabilities such as mindfulness and resilience.

The impact of big data analytics talent capability on business intelligence infrastructure to achieve firm performance

Purpose The emerging attention in big data has led businesses to improve big data analytics talent capability to enrich firm performance. The big data capability pays off for some companies but not for all, and it appears that very few have achieved a big impact through big data. Rooted in the latest literature on the knowledge-based view, IT capability, big data talent capability and business intelligence, this study aims to examine how big data talent capability impact on business intelligence infrastructure to achieve firm performance. Design/methodology/approach The primary survey data of 272 IT managers and big data analysts from Chinese firms was analyzed by using the structural equation modeling and partial least squares (Smart PLS 3.0). The analysis uncovers a positive and significant relationship in the proposed model. Findings The finding shows that the big data analytics talent capability positively impacts on business intelligence infrastructure that in turn directs to achieve firm financial and marketing performance. Originality/value This study theorized on the multitheoretic lenses, and findings suggest the managers and industry practitioners to develop business intelligence infrastructure capabilities from big data analytics talent capability.

Platform Leadership: Staffing and Training the Inverted Firm

As the number and scope of platform companies grow, platform-specific talent and leadership demands have grown. This paper explores the growing demand for platform professionals and leadership competencies. The authors collected and analyzed over 11,080 platform job postings over one year by 2,700 companies worldwide. Analysis of this data reveals demand for a range of platform talent capabilities. Six role archetypes stand out: platform strategy, platform product management, platform ecosystem management, platform engineering, platform data management, and platform trust, privacy & compliance. The paper explores the leadership capabilities that are particularly important and distinct from non-platform organizations. The paper provides cogent recommendations to aspiring platform professionals. It also provides comprehensive recommendations to companies, which are divided into near-term actions that can be taken immediately and longer-term actions that can be implemented over a 2-5-year time horizon. Finally, the paper provides a comprehensive global survey of platform-specific executive training programs available from universities and specialized training organizations based in the US, Europe, and Asia. Companies referenced in the study include but are not limited to ABB, Amazon, American Express, Benefitfocus, CVS, Deliveroo, Glassdoor, JPMorgan Chase, Lazada, Netflix, Peloton, Refinitiv, Twitter, Walmart, and Zoom.

The impact of e-commerce capabilities on agricultural firms’ performance gains: the mediating role of organizational agility

PurposeThis study aimed to investigate the impact of e-commerce capabilities on agricultural firms’ performance gains through organizational agility.Design/methodology/approachA survey was used to collect data from 280 managers of agricultural firms. The proposed model was tested via structural equation modeling.FindingsThe empirical results indicated that organizational agility plays a mediating role in conveying the positive influences of e-commerce capabilities on agricultural firms’ performance gains. Specifically, managerial, talent and technical capabilities have different effects on market capitalization and operational adjustment agility, with talent capability performing the most important role. Market capitalization and operational adjustment agility have positive impacts on financial and nonfinancial performance gains, respectively.Originality/valueThis study provides a new framework to understand the relationships between e-commerce capabilities, organizational agility and agricultural firms’ performance gains.

Digital Talent Capability Model for Transforming Technology-Based Holding Companies

Abstract. Digital transformation is inevitable for organizations to remain competitive in the current business landscape. In reality, organizations rely heavily on their human capabilities to achieve digital transformation goals. However, most studies have neglected this dynamic component and have focused instead on organizational readiness. This study strives to fill such a research gap by uncovering digital talent capabilities that could accelerate digital transformation. We propose a conceptual model based on a literature review and enriched by qualitative research in a representative Telecommunication Company. The conceptual model highlights attitudes to change as a critical factor in transforming individual capability towards digital transformation. The model also explains how culture and digital literacy can positively relate to digital talents’ attitudes towards change and performance. Besides giving theoretical contributions to support the literature, the study’s outcomes can be utilized by organizations intending to transform their human capitals’ digital capabilities. Although there is still a possibility of real behavior arising from individual problem-solving habits, the paper ends with some recommendations, stressing the need for future empirical work. Keywords: Attitudes to Change, Culture, Digital Literacy, Digital Talent Capability, Performance

Big data analytics as an operational excellence approach to enhance sustainable supply chain performance

Operations management is a core organizational function involved in the management of activities to produce and deliver products and services. Appropriate operations decisions rely on assessing and using information; a task made more challenging in the Big Data era. Effective management of data (big data analytics; BDA), along with staff capabilities (the talent capability in the use of big data) support firms to leverage big data analytics and organizational learning in support of sustainable supply chain management outcomes. The current study uses dynamic capability theory as a foundation for evaluating the role of BDA capability as an operational excellence approach in improving sustainable supply chain performance. We surveyed mining executives in the emerging economy of South Africa and received 520 valid responses (47% response rate). We used Partial Least Squares Structural Equation Modelling (PLS-SEM) to analyze the data. The findings show that big data analytics management capabilities have a strong and significant effect on innovative green product development and sustainable supply chain outcomes. Big data analytics talent capabilities have a weaker but still significant effect on employee development and sustainable supply chain outcomes. Innovation and learning performance affect sustainable supply chain performance, and supply chain innovativeness has an important moderating role. A contribution of the study is identifying two pathways that managers can use to improve sustainable supply chain outcomes in the mining industry, based on big data analytics capabilities.

A Review of fast-growing Blockchain Hubs in Asia

The unique combination of social and economic factors has brought about a dynamic and rapidly-evolving blockchain ecosystem in Asia. This paper systematically reviewed the development of four fast-growing blockchain hubs in Asia, namely China, Japan, Singapore and South Korea using secondary data sources. These countries are fast-growing based on the development of its digital, technological and regulatory infrastructure, patent applications, cryptocurrency trading volume and Initial Crypto-token Offerings (ICOs) activities. The review included insights into the different regulatory approaches, the blockchain startup scenes, selected enterprise or government-backed projects, as well as the research and educational landscape. Our findings suggested that the regulators, industry players, and academic institutions were purposeful and deliberate in nurturing blockchain technology innovation. Future development would be dependent on the regulatory, technological, as well as talent capability support unique to each blockchain hub.

How talent capability can shape service analytics capability in the big data environment?

We know very little about how big data-driven service analytics capabilities (SAC) are built in data-driven service organizations and the potential role of talent capability in facilitating overall SAC and the impact of both on firm performance (FPER). Drawing on the dynamic capabilities (DC) approach, this study investigates the link between SAC and FPER examining the mediating role of talent capability and the moderating influence of a firm’s strategic alignment. On the basis of two Delphi studies and survey data from 267 service analysts in the US and France, the findings show that even though SAC are built on technology, talent and information capabilities, their overall impact on firm performance is mediated by the level of talent capability of service analytics managers. The findings also confirm the critical moderating impact of strategic alignment between dynamic talent capability and firm performance in the big data environment.

How to improve firm performance using big data analytics capability and business strategy alignment?

The recent interest in big data has led many companies to develop big data analytics capability (BDAC) in order to enhance firm performance (FPER). However, BDAC pays off for some companies but not for others. It appears that very few have achieved a big impact through big data. To address this challenge, this study proposes a BDAC model drawing on the resource-based theory (RBT) and the entanglement view of sociomaterialism. The findings show BDAC as a hierarchical model, which consists of three primary dimensions (i.e., management, technology, and talent capability) and 11 subdimensions (i.e., planning, investment, coordination, control, connectivity, compatibility, modularity, technology management knowledge, technical knowledge, business knowledge and relational knowledge). The findings from two Delphi studies and 152 online surveys of business analysts in the U.S. confirm the value of the entanglement conceptualization of the higher-order BDAC model and its impact on FPER. The results also illuminate the significant moderating impact of analytics capability–business strategy alignment on the BDAC–FPER relationship.