Talent Evaluation Research Articles

Talent Measurement Model of Islamic Banking: Theoretical and Practice Perspectives

Talent measurement is a crucial component of talent management (TM). It involves the application of various measurement methodologies to assess the current and long-term potential, competencies, and contributions of employees in their roles. This study explores and integrates the theory of talent measurement from previous research with the practice of talent measurement model in Islamic banking. This study uses personal interview with the experts from selected Islamic banking in Indonesia, provides insights into how the traditional nine-box grid model is adapted within the context of Islamic banking, incorporating the principles of Maqāṣid al-Sharīʿah to ensure alignment with Islamic values. The findings suggest that integrating ethical dimensions into talent evaluation enhances fairness, employee engagement, and long-term organizational sustainability. Furthermore, the study highlights the importance of addressing talent risk factors and suggest strategies to improve talent retention in Islamic banking. This research offers valuable contribution to both theory and practice, proposing a more holistic and values-driven approach to talent management in the Islamic financial sector.

Who Should Be Promoted to Management? Developing Promotion Criteria to Ensure Organizational Success

This article explores effective criteria and processes for promoting the right employees into management roles. Through a review of academic literature and insights from professional experience, key competencies for management success are identified, including technical skills, strategic thinking, interpersonal abilities, coaching talent, and change leadership. A multidimensional framework for defining and assessing these competencies is proposed. Best practices for cultivating a pipeline of future leaders through challenging assignments, training, sponsorship and accountability are also discussed. Case studies of Google and GE's systematic talent evaluation methodologies demonstrate research-based concepts in action. The article argues a multifaceted, evidence-driven approach anchored in competency modeling and integrated talent development optimize the alignment of personnel with organizational needs to ensure sustained excellence through strong leadership over time.

Talent Management for Enterprises in Guangdong–Hong Kong–Macao Greater Bay Area: Analysis of Current Situation and Suggestions for Countermeasures

In response to the above findings, this study concludes that enterprises should strengthen the construction of talent echelon and cultivate talents adapted to the development of the enterprise through the combination of industry-university-research and emphasizing the development of innovation ability. Secondly, enterprises need to build a scientific talent evaluation system, oriented by ability and performance, and utilize talent evaluation techniques to ensure the fairness and accuracy of evaluation. In addition, enterprises should design career development channels to provide employees with opportunities for growth and promotion, as well as improve the working environment and provide competitive compensation and benefits to attract and retain talents. In terms of talent planning, enterprises should adopt a long-term perspective and develop talent planning that meets more than three years of business operation services to cope with the uncertainty of the future market. Finally, enterprises should strengthen communication with employees, establish a transparent feedback mechanism, and enhance employee job satisfaction and loyalty by empowering employees and high-level consensus. These countermeasures help enterprises build an effective talent management system and enhance competitiveness.

An unsupervised machine learning-based profile system of Chinese researchers

The construction of researcher profiles is crucial for modern research management and talent assessment. Given the decentralized nature of researcher information and evaluation challenges, we propose a profile system for Chinese researchers based on unsupervised machine learning and algorithms. This system builds comprehensive profiles based on researchers’ basic and behavior information dimensions. It employs Selenium and Web Crawler for real-time data retrieval from academic platforms, utilizes TF-IDF and BERT for expertise recognition, DTM for academic dynamics, and K-means clustering for profiling. The experimental results demonstrate that these methods are capable of more accurately mining the academic expertise of researchers and performing domain clustering scoring, thereby providing a scientific basis for the selection and academic evaluation of research talents. This interactive analysis system aims to provide an intuitive platform for profile construction and analysis.

What the Eyes Don’t See: An Objective Assessment of Players’ Contribution to Team Success in Men’s Rugby League

ABSTRACT Purpose: This study addresses the lack of objective player-based metrics in men’s rugby league by introducing a comprehensive set of novel performance metrics designed to quantify a player’s overall contribution to team success. Methods: Player match performance data were captured by Stats Perform for every National Rugby League season from 2018 until 2022; a total of five seasons. The dataset was divided into offensive and defensive variables and further split according to player position. Five machine learning algorithms (Principal Component Regression, Lasso Regression, Random Forest, Regression Tree, and Extreme Gradient Boost) were considered in the analysis, which ultimately generated Wins Created and Losses Created for offensive and defensive performance, respectively. These two metrics were combined to create a final metric of Net Wins Added. The validity of these player performance metrics against traditional objective and subjective measures of performance in rugby league were evaluated. Results: The metrics correctly predicted the winner of 80.9% of matches, as well as predicting the number of team wins per season with an RMSE of 1.9. The metrics displayed moderate agreement (Gwet AC1 = 0.505) when predicting team of the year award recipients. When predicting State of Origin selection, the metrics displayed moderate agreement for New South Wales (0.450) and substantial agreement for Queensland (0.652). Conclusion: The development and validation of these objective player performance metrics represent significant potential to enhance talent evaluation and player recruitment.

Evaluation index system of science and technology innovation think tank talents based on competency model

As China’s economy progresses towards high-quality development, the construction of science and technology think tanks, with talent construction as the key, has become an important supporting force and occupies a unique position in the national innovation system. In recent years, with the rapid expansion of the number of think tank talents, how to evaluate and manage think tank talents has become a key factor in the development of think tank influence and competitiveness. Based on the experience of talent team construction at home and abroad, Taking the typical science and technology innovation think tanks of Henan Province as an example, this paper analyzes the current situation and status quo of science and technology innovation think tank talents, and finds problems in the talents, Summarize the factors that affect the talent construction and development of science and technology innovation think tanks, From the perspective of six dimensions of competency model, four first-level indicators of talent quantity, talent quality, talent ability and talent contribution of science and technology innovation think tank and 16 subordinate second-level indicators are constructed for talent evaluation of think tank. Ahp is adopted to set questionnaires and collect data with Likert5-level scale, and yaahp software is used to verify the weight verification evaluation effect. Invite experts in the field to score the evaluation indicators. The research results show that the talent evaluation index of science and technology innovation think tank based on competency model pays more attention to the standardization, integration and systematization of the talent evaluation of the think tank, and the system is scientific and reasonable. It can provide reference and reference for promoting the construction, evaluation and development management of scientific and technological innovation think tanks.

The Construction of College Major Evaluation and Supply-Demand Docking Model

The degree of compatibility between the supply of higher education talents and the demand for talents in economic development is a key factor in whether the regional economy can sustainably develop and whether education itself can grow healthily. Constructing a professional evaluation and supply-demand docking model for college students based on the relationship between supply and demand can scientifically conduct early warning monitoring, timely adjust professional settings, and the specifications and directions of talent training. It is also conducive to building an early warning system framework and using mathematical models to deeply analyze the entire early warning process. Achieve a comprehensive evaluation of talents and a rough prediction of their future career development.

Research on the Evaluation of Intelligent Logistics Management Talents’ Competence and Influencing Factors in Colleges and Universities of Higher Education–Based on the survey and analysis of Chinese colleges and universities

With the development of the logistics industry, the ability requirements for logistics talents are gradually improving, especially the demand for intelligent logistics management talents. However, the training system for advanced intelligent logistics management talents is not yet mature. Based on the theory of educational objectives and achievement-oriented educational theory, this research establishes the ability evaluation system for intelligent logistics management talents. The questionnaire survey method is used to analyze the quality of intelligent logistics management personnel and its influencing factors. It is found that the training quality of intelligent logistics management talents is generally low; uneven teachers, unreasonable teaching curriculum, and unclear educational objectives are the main factors affecting the ability of intelligent logistics management talents. Accordingly, this study proposes to improve the ability of intelligent logistics management talents in the aspects of curriculum arrangement, teachers, training programme design, and curriculum system design.

Research on training evaluation of new engineering talents in China local colleges under the background of regional economy

Under the regional economic background, local colleges have a crucial role in evaluating and researching the training of new engineering talents. With the continuous development of technology and the improvement of economic strength, training new engineering talents has become an important mission for local higher education institutions. This study aims to explore the evaluation methods and strategies for training new engineering talents in local colleges within the regional economic context. It proposes an evaluation system that selects and assesses indicators from five aspects: basic conditions, teaching process, practical proficiency, cultivation level of innovation ability, and cultivation effect. The results were obtained through a combination of the analytic hierarchy process and fuzzy comprehensive evaluation model and take two majors of A college as an example to evaluate and analyze the training effect of new engineering talents. Furthermore, this article presents valuable recommendations and countermeasures to enhance the training of new engineering talents in local colleges.

Talent Management and Organizational Change in Corporate Mergers and Acquisitions

This paper thoroughly explores the pivotal issues of talent management and organizational change in corporate mergers and acquisitions, along with corresponding solutions. In the realm of talent management, our focus encompasses the evaluation and selection of talents in target companies, cultural assimilation and leadership adjustment, as well as the design of performance management and incentive mechanisms. Regarding organizational change, we analyze change management strategies, organizational structure adjustments, communication and employee engagement, and emphasize the significance of continuous improvement and learning. Through an in-depth examination of relevant literature and real-world cases, we present a series of practical solutions to address challenges that may arise during the merger and acquisition process, such as cultural differences, leadership adjustments, employee uncertainties, and business process integration. Finally, we provide recommendations for future research, including a deeper exploration of cultural differences in cross-border mergers and acquisitions, the impact of the digital era on corporate mergers and acquisitions, and the best practices in different industries and company scales.

Employee Talent Management Model for Astan Quds Razavi

Objective: The objective of this study is to develop a comprehensive talent management model tailored to the unique needs and cultural context of the employees at Astan Quds Razavi. Methodology: A mixed-methods approach was employed, integrating qualitative and quantitative methodologies. The qualitative phase involved thematic analysis using Clarke's method, facilitated by MAXQDA software, and included interviews with 15 purposively selected experts from Astan Quds Razavi. The quantitative phase targeted 21,000 employees, with a sample size of 147 determined using G*Power software. Data were collected through surveys and analyzed using path analysis and variance-based structural equation modeling with SPSS and Smart PLS 3. Findings: The study identified six key predictors for effective talent management: talent evaluation, talent engagement, talent identification, talent culture, professional development of talent, and the attraction and retention of top talent. Additionally, 30 specific indicators were identified that contribute to these predictors. Conclusion: The proposed talent management model provides a robust and context-specific framework for managing talent within Astan Quds Razavi. The model addresses the unique needs of the organization and aligns with its cultural context, offering a valuable tool for improving organizational performance and employee satisfaction. This model has the potential to be adapted for use in similar organizations and contributes to the broader understanding of effective talent management strategies.

The promotion of common wealth through tourism industry development: the mediating role of tourism professionals

Abstract In the context of shared wealth, the tourism industry, as an essential economic driver, the quality improvement of its human resources is crucial for promoting the development of the industry and realizing the balance of social wealth. In this study, a set of evaluation systems for tourism professionals is constructed based on the competency iceberg model, and the index weights are calculated using the hierarchical single sorting method. Further, the B.P. neural network evaluation method was improved by particle swarm optimization algorithm, and PSO-SVM neural network model was created to evaluate tourism professionals. Taking City A as a case study, the development of tourism industry and its deficiencies were deeply analyzed. The results show that about 36.40% of the residents believe that developing the tourism industry helps improve the living standard and promote shared prosperity. In comparison, 48.36% of the residents reflect the lack of local tourism professionals. In the comprehensive evaluation of tourism talents by individuals, residents and tourists, the mean scores of the indicators of responsibility, work motivation and complete psychological ability were high, respectively 4.49, 4.53 and 4.70.The study not only highlights the crucial role of tourism professionals in promoting the development of tourism industry, but also provides empirical evidence and solid suggestions for future talent cultivation and development strategies in tourism industry.

Innovative and Entrepreneurial Talent Evaluation in E-commerce under the Context of the New Liberal Arts

Innovative and Entrepreneurial Talent Evaluation in E-commerce under the Context of the New Liberal Arts

Building Leaders for Tomorrow: A Comprehensive Succession Planning Model for Higher Education Institutions

This study delves into the practice of succession planning in higher education institutions, with a particular focus on the localized context of the Province of Cavite, Philippines. Employing a grounded theory research design, the study utilizes structured interviews as its primary research method to extract insights from key personnel directly. The investigation centers on the key attributes, including organizational commitment, skills assessment, talent evaluation, leadership development, selection processes, transition implementation, and integration of succession planning. The findings uncovered a spectrum of commitment levels among personnel, identified skill gaps in potential successors, underscored limitations in leadership development initiatives, and highlighted the subjective nature of leadership selection criteria. A crucial observation was the misalignment between the goals of succession planning and the broader institutional objectives. However, it’s important to note that the qualitative approach adopted in this study may limit the generalizability of its findings. In conclusion, this research underscores the significant role of organizational culture in effective succession planning, offers practical recommendations applicable to higher education institutions globally, and calls for further research in this area. The study’s uniqueness lies in its localized perspective, comprehensive objectives, and contribution to understanding the influence of organizational culture in the context of succession planning within the higher education sector. Keywords: Educational Leadership and Management; Succession Planning, Organizational Culture; Grounded Theory, Structured Interviews; Province of Cavite, Philippines

Understanding “Strong Base Plan” (“Strong Base”) in China: Policy Interpretation Perspective

Abstract On January 13, 2020, the Ministry of Education issued the “Opinions of the Ministry of Education on the Pilot Reform of Basic Subject Enrollment in some colleges and Universities” and selected 36 “double first-class” colleges and universities as the pilot, also known as the “Strong Base Plan” and it is positioned at recruitment selection and talent evaluation to explore the school-based characteristics of the top talent training mode of basic disciplines with new recruitment rules. The Strong Base Plan is the result of the selection and training of top innovative talents in basic disciplines. With the deepening of reform and opening, China has explored and practiced the college enrollment system for many times. To fully understand the particularity and universality of the policy of the Strong Base Plan, make it coordinate with other higher education enrollment policies, and jointly act on the selection and training of outstanding talents, is the key and difficult point of current research, and needs to be further explored.

Research on the construction of evaluation system for high-level scientific and technological talents based on big data analysis

Abstract This paper analyzes the three-level inclusion relationship of high-level innovative talents and combs the structure of high-level scientific and technological talent evaluation models based on big data technology. Aiming at the evaluation problems of high-level scientific and technological talents, a fuzzy neural network model is constructed, and at the same time, the R&D middle school effect is utilized to evaluate the innovation achievements of high-level scientific and technological talents. Construct the evaluation index system of high-level scientific and technological innovative talents by utilizing 6 first-level indexes, 14 second-level indexes and 48 third-level indexes. Create a hierarchical analysis structure model, evaluate the indicator data through a judgment matrix and consistency test, and output the indicator weights. Analyze the relevance of the indicator model for different input layer neurons in fuzzy hierarchical analysis through comparative experiments. Use empirical analysis to analyze the innovative evaluation scores of high-level scientific and technological talents in Group A. The experimental results show that when the input layer contains 48 neurons, the loss value ranges from [0.132,1.765], the loss decreases the fastest, the stronger the indicator correlation, the stronger the generalization ability of the fuzzy neural network regression model. The overall scores of the evaluation of high-level scientific and technological talents of Group A for the first and second-level indicators are 3.54 and 3.869, respectively, and the overall view of Group A’s high-level scientific and technological talent innovative ability is better. Good.

Evaluation of Information Skills and Innovative Literacy Cultivation of Digital Talent in Universities

In the context of globalization and informatization, cultivating the information ability and innovative literacy of university digital talents is of great significance for cultivating talents in supply chain majors. However, some shortcomings remain in the information ability evaluation and innovative literacy cultivation of university talents in the current education system. In this context, this study conducted in-depth research on the information ability evaluation of digital talents in universities and its impact on the cultivation of innovative literacy. The fuzzy comprehensive evaluation method was first adopted to make a quantitative evaluation of the information ability of university digital talents, which aimed to compensate for the shortcomings of existing qualitative evaluation methods. Then, regression models, as well as mediating and moderating effect models, were constructed to deeply analyze the impact of information ability on innovative literacy cultivation, aiming to reveal the complexity of the impact mechanism. This study aimed to provide new perspectives and methods for theory and practice, thereby improving the information ability evaluation system and the innovative literacy cultivation mechanism of digital talents in universities. This study is not only theoretically significant, but it also provides a practical reference for universities in cultivating talents in supply chain major.

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.

Talent Assessment Multi-criteria Decision Method with Multiple Fuzzy Numbers Based on TOPSIS

In the context of introducing high-level talents, the issue of talent evaluation has always been a challenge for decision-makers. Selecting exceptional candidates from a pool of applicants, based on scientific assessment, has been a perplexing task. This article proposes that talent assessment is a complex process, and suggests using the TOPSIS method to address this challenge. By employing a mixed fuzzy number multi-criteria decision-making approach, a ranking plan for talent selection can be formulated, thereby aiding decision-makers in determining the most suitable candidate based on the optimal solution of the criteria.

Training Quality Evaluation of Innovative and Entrepreneurial Talents for Smart Tourism

The smart tourism industry is developing at an incredible pace and has posed requirements for persons with related skills and talents, especially those with creative thinking, innovation ability, and entrepreneur quality. The training quality evaluation of innovative and entrepreneurial talents could provide guidance for the decision-making of higher educational institutions and enterprises so that proper adjustments can be made to current education system and curriculum setting. However, little existing research has addressed this issue, so this study attempts to develop a method for evaluating the training quality of innovative and entrepreneurial talent responding to the requirements of smart tourism. The quality control of innovative and entrepreneurial talents for the smart tourism industry is discussed to ensure that the evaluation criteria can be implemented during the training process, then an evaluation index system (EIS) is created with weight values assigned to each index by the entropy method, and the gray comprehensive evaluation method is employed for the said evaluation task. Finally, linear regression and other experiments are carried out to prove the scientific validity of the proposed method. Research conclusions attained in this study provide useful evidence for optimizing the training strategies of innovative and entrepreneurial talents.