Talent Development Strategies Research Articles

Toward a portfolio theory of talent development: Insights from financial theory, illustrations from the Asia-Pacific

We propose Talent Portfolio Theory (TPT) as a new framework for studying human resource development. Drawing insights from Modern Portfolio Theory in financial investment, TPT views a nation’s talent development as creating a “talent portfolio” composed of four “B”s: brain train, brain gain, brain circulation, and brain linkage. TPT attends to how a talent portfolio, like a financial one, is diversified to minimize risk, and how diversification can be maintained via rebalancing. As such, TPT provides a framework that captures the overall picture of a country’s talent strategy and offers a lens through which to understand how a country changes or “rebalances” its talent portfolio over time. It also provides a tool for examining cross-national variation in talent development strategy. We illustrate the utility of TPT with the cases of Japan and Singapore. While human resource development was crucial to the economic rise of both countries, TPT demonstrates that Japan’s and Singapore’s approaches to constructing and rebalancing their talent portfolios took different routes with diverging outcomes. We conclude with discussions of theoretical and policy implications of this new approach for the study and implementation of talent development.

THE EFFECT OF TALENT MANAGEMENT AND EMPLOYEE COMPENSATION ON THE INCOME OF PDAM TIRTA HANDAYANI

This study aims to analyze the influence of talent management and employee compensation on the revenue of Perusahaan Daerah Air Minum (PDAM) Tirta Handayani Gunung Kidul, Bribin Branch. The research employs a quantitative descriptive approach where the data is numerical. The study was conducted at PDAM Tirta Handayani Gunungkidul, Bribin Branch, surveying 36 respondents during the survey period from February to April 2024. The sampling technique used in this study is the probability sampling method. The data analysis method utilized is multiple linear regression analysis. Based on the analysis results, it was found that talent management has a significant impact on the company's revenue. It was discovered that talent development strategies, recruitment, and employee retention positively contribute to increasing the company's revenue. Additionally, employee compensation also has a significant impact on the company's revenue. Employees who feel that they are being compensated fairly and in accordance with their contributions tend to be more motivated to improve their performance, which in turn will positively affect the company's revenue. In this context, the management of PDAM Tirta Handayani Gunung Kidul, Bribin Branch, is advised to pay more attention to talent management and the employee compensation system. Investing in talent development and providing fair compensation can be an effective strategy to improve employee performance and overall company revenue.

Cultivating Excellence: Future-Proofing Medical Affairs with Tailored Talent Programs.

In today's rapidly growing healthcare landscape, the role of Medical Affairs within pharmaceutical companies has transitioned from a traditional support function into a strategic one. Amidst acute challenges such as evolving globalization, digitization, and healthcare trends, effective talent development and professional standards in Medical Affairs emerge as a pivotal cornerstone to future-proof pharmaceutical companies. This article explores strategies, perspectives, and best practices for enhancing talent development with medical or natural sciences background in the field of Medical Affairs. From the historical development of Medical Affairs, we cover current challenges and provide a comprehensive approach to talent development strategies of next-generation talents in Medical Affairs. Drawing upon current literature and personal experiences, we discuss various aspects relevant for designing targeted training programs, fostering interdisciplinary collaboration, and enhancing both technical and soft skills essential for success in Medical Affairs roles. Furthermore, we highlight the significance of company-internal rotational programs in exposing talents to different facets of Medical Affairs. We advocate for a flexible and individualized approach to talent development, allowing next-generation talents to pursue personal interests and contribute to innovative projects. Overall, this article offers practical recommendations for pharmaceutical companies aiming to optimize their local talent development initiatives in Medical Affairs and align them with the evolving needs of the healthcare landscape.

Systematic Review Strategi Pengembangan Talenta dalam Era Digital: Membangun Sumber Daya Manusia Unggul di Masa Depan

In the fast-changing digital era, human capital (HR) has become a strategic asset for organisations to maintain competitive advantage. However, organisations face challenges in developing employee talent to deal with technological disruption, changing demographics and new skill needs. This study conducted a systematic review of the literature to identify talent development strategies that are effective in building superior human capital in the digital era. The results show that key strategies include digital skills development, identification of talent for digital initiatives, a culture of innovation and flexibility, utilisation of technology and data analytics in talent development, and a holistic and strategic approach. A combination of these strategies is needed to effectively face the challenges of the digital era, so that organisations can build excellent, adaptive and ready-to-face human resources for the changing business environment.

Spatial Reasoning Excellence: A Synergy of VanTassel-Baska’s Integrated Curriculum Model and Talent Development

This manuscript explores the integration of spatial reasoning into K-12 education through the lens of Joyce VanTassel-Baska’s Integrated Curriculum Model (ICM) and a talent development approach. It emphasizes the significance of nurturing spatial reasoning components—visualization, rotation, orientation, and perception—for academic success, problem-solving, and career prospects, especially for academically talented students. Through collaboration with talent development strategies, including mentorship and differentiated instruction, this approach provides a dynamic, real-world-focused learning experience. Inclusive and designed to engage the educational community, it aims to prepare students for complex global challenges, highlighting the transformative power of tailored education in developing versatile societal contributors.

Effect of talent development on organizational performance

The proliferation of public universities has intensified competition for talent acquisition, accentuating talent development's significance as a pivotal determinant of organizational efficacy. Concurrently, fiscal constraints, imposed by the Kenyan government, have imposed financial strains on public universities, potentially diverting attention away from talent development imperatives. Against this backdrop, this study aims to scrutinize the influence of talent development initiatives on the performance of Maasai Mara University. A total of 86 respondents were engaged in structured interviews, facilitated by standardized questionnaires to gather data pertinent to the research objectives. Participants were selected to ensure representativeness across various organizational hierarchies and departments using a stratified simple random sampling technique. Descriptive statistical methods, including mean and standard deviation calculations, were employed to summarize the data, while inferential analyses, such as Pearson correlation analysis and multiple linear regression, were conducted to ascertain the relationship between talent development and organizational performance. The findings of the study underscore the salience of talent development endeavors in bolstering organizational performance. Notably, the statistical analysis revealed a statistically significant relationship between talent development and organizational performance, as evidenced by an R2 change of 0.204, signifying that talent development accounted for 20.4 % of the variance in organizational performance. Consequently, the study advocates for implementing robust talent development strategies within public universities, positing them as catalysts for enhancing organizational effectiveness. This study's implications extend beyond academia's confines, offering actionable insights for policymakers and organizational leaders, tasked with charting talent management strategies. By informing policy formulation and strategic planning processes, the findings of this study are poised to contribute to the enhancement of talent management practices within the higher education sector, thereby fostering institutional resilience and efficacy

Dynamic Fractional-Order Grey Prediction Model with GWO and MLP for Forecasting Overseas Talent Mobility in China

International students play a crucial role in China’s talent development strategy. Thus, predicting overseas talent mobility is essential for formulating scientifically reasonable talent introduction policies, optimizing talent cultivation systems, and fostering international talent cooperation. In this study, we proposed a novel fractional-order grey model based on the Multi-Layer Perceptron (MLP) and Grey Wolf Optimizer (GWO) algorithm to forecast the movement of overseas talent, namely MGDFGM(1,1). Compared to the traditional grey model FGM(1,1), which utilizes the same fractional order at all time points, the proposed MGDFGM(1,1) model dynamically adjusts the fractional-order values based on the time point. This dynamic adjustment enables our model to better capture the changing trends in the data, thereby enhancing the model’s fitting capability. To validate the effectiveness of the MGDFGM(1,1) model, we primarily utilize Root Mean Square Error (RMSE) and Mean Absolute Percentage Error (MAPE) as the evaluation criteria for the prediction accuracy, as well as standard deviation (STD) as an indicator of the model stability. Furthermore, we perform experimental analysis to evaluate the predictive performance of the MGDFGM(1,1) model in comparison to NAÏVE, ARIMA, GM(1,1), FGM(1,1), LSSVR, MLP, and LSTM. The research findings demonstrate that the MGDFGM(1,1) model achieves a remarkably high level of prediction accuracy and stability for forecasting overseas talent mobility in China. The implications of this study offer valuable insights and assistance to government departments involved in overseas talent management.

Narrowing Talent Gap: An Analysis on Effectiveness of Internal Talent Development Strategies in Small Enterprises.

Narrowing Talent Gap: An Analysis on Effectiveness of Internal Talent Development Strategies in Small Enterprises.

Higher Education Talents Strategy in the Context of Regional Talent Hub Construction: Textual Analysis and Endosymbiotic Cooperation Model

In the context of constructing regional education and talent hub, Macao’s higher education talent development strategy impacts the creation of a regional talent hub and the process of industrial diversification. This study adopts a text analysis approach. Through the analysis of 118 texts and the construction of the game model, it reveals that Macao’s talent development has been passing through a “market-controlled” and “policy-driven” stage due to the uniqueness of economic and social development. The model of cooperative game based on endosymbiosis implicates that the talent attraction strategy of higher education can play a leading role in socio-economic development to form a cooperative and symbiotic equilibrium with the region as a whole through the “climbing period” when the “actual state” catches up with the “expected value.” This paper proposes some policy recommendations, including: prospective discipline layout, breaking down of institutional barriers, cooperation and exchange of talent cultivation, and the creation of a talent-sharing mechanism for promoting the construction of a regional talent hub.

Talent development as a source of sustainable competitive advantage for higher education institutions during the COVID-19 pandemic

Orientation: The coronavirus disease 2019 (COVID-19) pandemic has had profound consequences on all sectors of the economy. This global pandemic threatens the sustainability of all sectors, including higher education.Research purpose: This study aimed to investigate talent development strategies that promote the sustainability of higher education institutions during the COVID-19 pandemic.Motivation for the study: Several higher education institutions are struggling to survive during the COVID-19 pandemic. Therefore, this study is motivated by the need to promote the sustainability of South African higher education institutions through talent development.Research approach/design and method: A quantitative research approach was adopted to quantify the research phenomenon. A structured questionnaire was used to collect the data from 265 academics in three South African universities. The Statistical Package for the Social Sciences, version 27.0, was used to analyse the data. Cronbach’s alpha coefficient and factor analysis were computed to determine the reliability and validity of the questionnaire. Pearson’s correlations and regression analysis were used to determine the relationship between talent development strategies and sustainability.Main findings: The results showed that talent development strategies (training and development as well as career development) positively influenced the sustainability of South African universities during the COVID-19 pandemic.Practical/managerial implications: Universities can obtain sustainability through investment in their intellectual capital. This can be achieved through continuous training and development as well as career development.Contribution/value-addition: The study expands on limited empirical research on talent development and sustainable competitive advantage.

Superior Talent Development Strategy in Preparing Future Leaders During Change

Talent management development is directly related to the organization's future-readiness. Competent, loyal, passionate, and highly motivated employees are important assets as future leaders, meaning the right strategy is needed for increasingly global business development readiness. Therefore, this study aimed to analyze the talent management policy strategies that promote organizational justice, where data were analyzed using the Fuzzy Analytical Process (FAHP) method. The results showed that a superior talent policy strategy is important and should be implemented according to the organization’s needs to prepare future leaders. The strategy is essential in preparing future leaders during change by involving BPJSTK management, the Ministry of Manpower, and talent. It is important to ensure the effective implementation of a superior talent development model in line with the needs of future leaders. Keywords: fuzzy analytical process, talent management, superior talent, development strategy, future leader

Evaluation of the Impact of the Introduction of Overseas High-Level Talents on the Development of Central Cities with Artificial Neural Network

For the central cities, the transformation and upgrading of the industrial structure, the continuous deepening of innovation capabilities, and the improvement of sustainable development capabilities, human resources are playing an increasingly important role. In the modern era, assembling an army of highly educated, high-quality, and highly talented personnel has become a practical demand of talent development strategy. In order to respond to national policies, keep up with the trend of the times, and give play to the comparative advantages of talent competition, the primary task of central cities is to do a good job in the introduction of overseas high-level talents. It is necessary for the central cities to establish a mechanism for the introduction of overseas high-level talents with the government as an important task and to formulate targeted talent introduction policies according to the local characteristics of the central cities. It is very important to evaluate the impact of the introduction of overseas high-level talents on the development of central cities so that the central cities can formulate talent introduction strategies according to the actual situation. This work uses an artificial neural network to evaluate the impact of the introduction of overseas high-level talents on the development of central cities. Aiming at the problem that the evaluation accuracy and computing efficiency of the deep learning-based method decrease due to the proliferation of neural network layers, and the improved residual network model is proposed. On the one hand, a multiscale feature fusion block is designed in the first layer of the network model, which can extract the multiscale feature information in the original special. On the other hand, the residual block is optimized and improved by using depthwise separable convolution to remove the computational burden on the network.

Slow Employment: Phenomenon, Causes and Solutions

In recent years, more and more college graduates joined the slow employment group after graduating, instead of looking for a job or pursuing further education, they procrastinate.This paper analyzed the causes of slow employment from the aspects of individual, society and country, and puts forward corresponding countermeasures for various factors, to help college graduates establish a correct employment consciousness, which is undoubted of great significance for improving college students' employment quality, implementing talent development strategy and promoting the healthy development of economy and society.

MODEL DEVELOPMENT OF SUCCESSION PLANNING IN SUBSIDIARY COMPANIES ENGAGED IN THE INSURANCE INDUSTRY

In this study using the Qualitative Phenomenology Method, the purpose of this study is to provide input regarding the proper retention plan formulation procedures and provide input regarding the procedures for identifying talent readiness to meet the needs of a critical position. Based on the analysis of the application of succession planning in insurance companies, it can be concluded that the following matters The implementation of succession planning at the subsidiary company has not been carried out optimally because it is still at the create development plans stage or the 4th stage of the seven stages of the succession planning process, the company is mature enough Identified talent and talent mapping for 15 manager candidates to obtain 2 candidates in the Ready Now category, 8 candidates in the Ready With Development category and five candidates in the Not Ready Yet category. For the candidates mentioned above, the Company has also compiled a talent development strategy (talent development strategy), which includes a number of development programs, including in-house training, coaching and mentoring, as well as special assignments. The development program is adjusted to the proficiency level of each candidate, based on the results of the assessment that has been carried out. right by the Company. The output of the development program carried out is a number of talent readiness to fill critical positions in the Company. Based on the analysis that has been done, the talent readiness of the subsidiary company ranges from 1-2 years. To maintain the talents the Company already has, the Company has also prepared a retention planning strategy. The retention strategy undertaken by the Company is more aimed at increasing bounding with employees and to retaining quality employees. Retention efforts carried out by the Company include clear and directed career development programs, leadership programs, building open and comfortable communication patterns. with employees, employee recognition, and various employee welfare programs. With the development of appropriate succession planning and supported by effective retention planning efforts, the Company will be able to supply competent human resources and have a supply of talent to fill critical position needs. in the future.

ESTRATEGIA DE TALENTO HUMANO Y COMPETENCIAS LABORALES EN UNA EMPRESA AGROINDUSTRIAL

The present research aimed to determine how deficiencies in the management of administrative human talent influence the levels of development of labor competencies in an agro-industrial company, theoretically based on the process of development of human talent and its dynamics, at the same time it diagnosed the current state of the competences of administrative collaborators. The methodology was mixed, descriptive, using the survey with its structured questionnaire validated by Cronbach's alpha, whose population was made up of 40 administrative collaborators and the sample was 27. At the consolidated level, the attitude dimension reached an average mean of 2, 76, knowledge competence 2.46 and skill competence an average mean of 2.47. The results reveal that there are deficiencies in various competencies of human talent, which correspond to the three operationalized dimensions: attitude, knowledge, ability. It was concluded that the collaborators of the agroindustrial company presented deficiencies in their labor competencies in the 3 dimensions addressed, since a human talent development strategy is urgently needed to improve the levels of labor competencies in the collaborators.

"It's Important, but It's Not Everything": Practitioners' Use, Analysis and Perceptions of Fitness Testing in Academy Rugby League.

A plethora of research exists examining the physical qualities of rugby league players. However, no research has investigated practitioners’ insights into the use, analysis and perceptions of such fitness testing data that is vital for applying research into practice. Therefore, this study aimed to examine practitioners’ (coaches and strength & conditioning [S&C] coaches) perceptions and challenges of using fitness testing and the development of physical qualities. Twenty-four rugby league practitioners were purposefully sampled and completed a semi-structured interview. Interviews were transcribed and thematically analysed identifying five themes (it’s important, but it’s not everything; monitoring; evaluation and decision making; motivation; and other external challenges). The theme of “it’s important, but it’s not everything” emerged as a fundamental issue with regard fitness testing and the use of such data and that physical data alone does not inform coaches decisions. There appears conflicts between coaches and S&C coaches’ perceptions and use of fitness data, identifying complexities of supporting players in multidisciplinary teams. Collectively, the findings highlight the multifaceted nature of academy rugby league and suggest that practitioners should utilise fitness testing to inform player evaluations, positively influence training and assist with decision making. Moreover, practitioners should understand the combination of factors that influence fitness testing and work collaboratively to enhance talent development strategies.

Talent Development Practices and its implications on Leadership Quality in Local Government Authorities in Tanzania

Local Government Authorities (LGAs) in Tanzania are expected to fuel growth respond timely to the demands of the community; they should, therefore, ensure that the working capital is ready to embrace changes and can functionally as well as behaviorally take on key roles as effective strategic leaders. This study investigated the effect of talent development practices on leadership quality in LGAs in Tanzania. The study collected data from seventy- two (72) respondents from three LGAs (Kigoma Municipal, Kasulu and Mkuranga District Councils) through questionnaires. Data were analysed, using SPSS and presented using descriptive and inferential statistics. The overall findings suggested that training and development, employee engagement, leadership development, and employee sourcing positively affect leadership quality in LGAs. The study maintained that LGAs should have a characterized talent development strategy, which can be executed adequately to enhance talent progression.

TALENT DEVELOPMENT PRACTICE: A SYSTEMATIC REVIEW

This report seeks to organize and analyze the outcomes of an organization's observed studies on talent development practice (TDP), considering the nations in which the work performed. And the existence of talent development strategy organizations implemented; and evaluate the significant results of the application of talent development, as well as potential issues and encounters. A systematic review of the literature used the PRISMA-P 2015 approach to coordinate the study of publications from online repositories it pinpointed 42 articles out of a total of 1341 journals. The recent results indicate that most of the research conducted in nations other than the U.S. took place after 2007. The outcomes demonstrated, establishments were frequently implementing an organization's participation to develop talented personnel at the individual level, following the systematic development and training. Besides, administrative matters have acknowledged as the regular participation issue on how talent development interventions implemented. Attempting to explain talent development T.D. as a distinct HRD conception could be regarded as both distinguishing the real literature review and as limiting it. This research is among the work that classifies talent development interventions by a systematic review of the literature and by offering a history description and consequences of talent development intervention for analytical research continuation.

Parenting for strengths: Embracing the challenges of raising children identified as twice exceptional

Parents of academically talented students with various types of learning differences, often called 2E, need to understand how support their children’s unique needs. In this article, we discuss current research about 2E students and focus on how parents can both nurture and find educational opportunities that encourage their children’s strengths and simultaneously address their deficits. Talent development strategies are discussed for parenting for strengths with this population. Too often, 2E students, have conflicting needs that can complicate the identification and development of their talents and so this article concludes with specific recommendations for parents of these students.

TALENT DEVELOPMENT THROUGH COACHING AND MENTORING IN SOUTHEAST ASIAN COUNTRIES: A SYSTEMATIC LITERATURE REVIEW

The objective this review is to map findings from empirical research related to the effects of coaching and mentoring on talent development (TD). It also identifies TD strategies and how they are adopted in selected organizations. This systematic literature review is guided by The PRISMA-P statement (Preferred Reporting Items for Systematic Review and Meta-Analysis Protocol) to organize the publications. Using Atlas ti8 software, all articles were analyzed using content analysis technique so as to come up with the tracking patterns that answer the research objectives. The results indicated that most organizations applied coaching and mentoring, followed by formal training and other TD approaches in developing talented employees. Studies on coaching and mentoring also show that these two approaches also discuss various aspects related to its effectiveness in developing talent competency in the organization. Additionally, several barriers were identified to distort the TD interventions carried out through coaching and mentoring. This article offers a value-added input to talent development through a systematic literature review. This review is unique in advancing the sub-field of talent development within major field of Human Resource Development.