Talent Pool Research Articles

Implementation of Talent Pool System to Realize Professionalism Performance State Civil Apparatus

Purpose: Realizing good local government governance and ensuring the availability of professional civil servants require planned and measurable human resource management. Therefore, the Pagar Alam City Government issued Pagar Alam Mayor Regulation No. 24 of 2021 concerning the Policy for Implementing the Civil Servant Talent Pool System within the Pagar Alam City Government. To realize good local governance and ensure the availability of professional civil servants. Method: Normative and empirical methods were employed. Data collection was carried out using field and literature studies. The data analysis was qualitatively descriptive. Result: Implementation of the Talent pool System as a strategy of the Pagar Alam city government to realize the professionalism of the performance of the state civil apparatus, the Pagaralam city government participated in a series of events held at the Regional VII Agency of the State Civil Service Agency (BKN) Palembang by sending 9 (nine) participants. However, the mayor’s regulation has not been fully and maximally realized within the Pagar Alam City government. Limitations: The factors that hinder the implementation of the talent pool system within the scope of the Pagar Alam city government are a lack of human resource participation and budget factors that have not been fully explained. Contribution: Implementation of the Talent pool system as a strategy of the Pagar Alam city government to realize professionalism in the performance of the state civil apparatus.

A STUDY ON STRATEGIC SUCCESSION PLANNING ENSURING A PIPELINE OF FUTURE LEADERS IN WORKFREAKS CORPORATE SERVICES PVT LTD

This study investigates the importance of strategic succession planning for creating a continuous stream of future leaders. It focuses on five key areas: technological advancement, personnel retention strategies, training and development programs, performance management systems, and organizational structure. The research aims to identify effective practices for developing and maintaining a talented leadership pool. It examines the optimal use of organizational structures for smooth leadership transitions, the implementation of training programs to build essential leadership skills, innovative retention strategies, and performance management systems to identify and nurture high-potential individuals. Additionally, it explores how technology can transform succession planning processes. The goal is to provide businesses with actionable insights to build resilient and innovative leadership pipelines.

A Study on Welfare Measures for Women Employees at Manufacturing Industry

The participation of women in the workforce has witnessed a remarkable surge in recent decades, driven by societal shifts, economic necessities, and the pursuit of gender equality. However, despite significant progress, women employees continue to face unique challenges and obstacles that hinder their professional growth and wellbeing. This research study aims to investigate the welfare measures specifically designed for women employees and their effectiveness in creating an inclusive and supportive work environment. The study’s primary objective is to assess the current state of welfare measures for women employees across various sectors and industries. It explores the types of initiatives implemented by organizations, such as maternity leave policies, childcare facilities, flexible work arrangements, and programs promoting career advancement and leadership development for women. Furthermore, the study examines the extent to which these measures align with relevant legal and regulatory frameworks, as well as industry best practices. Thisquantitaive data provides valuable insights into the awareness, utilization, and perceived effectiveness of existing welfare measures.The findings of this study have significant implications for policymakers, human resource professionals, and organizational leaders, as it sheds light on the critical importance of tailored welfare measures in attracting, retaining, and nurturing a diverse and talented pool of women employees.

New industrial land use policy and firms’ green technology innovation in China—an empirical study based on double machine learning model

China is facing a serious land resource mismatch problem, which will profoundly affect the acceleration of economic growth and technological innovation. Reform of the industrial land allocation system can solve the mismatch of land resources, and that also has an important impact on the promotion of economic and technological development. This paper selects the data of Chinese A-share listed companies in Shanghai and Shenzhen from 2007 to 2020 as the research sample, constructs a double machine learning model, and empirically investigates the impact of a new industrial land use policy on firms’ green innovation behavior. The study shows that: (1) the new industrial land use policy significantly promotes firms’ substantive and strategic green technological innovation, and the effect on substantive green technological innovation is greater than that on strategic green technological innovation. (2) The enhancement of R&D investment sustainability and the “talent pool” effect are important mechanisms through which the new industrial land use policy influences firms’ substantive and strategic green technological innovation. Meanwhile, the new industrial land use policy is conducive to firms’ green co-innovation. (3) There is heterogeneity in the effect of the new industrial land use policy, which can significantly promote green technological innovation of firms in the eastern region, while it does not play a significant role in the green innovation behavior of firms in the central and western regions. The above research results enrich the research in the field of industrial land and innovation, help to understand more comprehensively the mechanism of new industrial land affecting firms’ green technological innovation, and provide policy insights for strengthening the application of industrial land allocation reform in firms’ green innovation.

Regional specialists in focus: spearheading Samsung’s globalization initiative from Korea

ABSTRACT This study explores Samsung’s unique regional specialist programme, a pivotal strategy that transformed the company into a global powerhouse. We conduct a thorough analysis of the programme from multiple perspectives, encompassing human resource development and management, expatriation management and talent management. Additionally, we examine Samsung’s field expert programme, which complements the esteemed regional specialist programme. We find that the regional specialist programme enriches expatriates’ skills through overseas exposure, alleviating expatriation challenges and fostering loyalty. Simultaneously, it broadens the talent pool for future leadership. In a different vein, the field expert programme offers flexibility and aligns with specific industry needs in overseas subsidiaries. This study provides both theoretical and practical insights, valuable for companies seeking to manage their international ventures more adeptly and navigate competitive global markets.

Talent Management in Managerial Succession Planning: A Qualitative Study

Investment in Human Resources is managed through a strategy for preparing sustainable future leaders. Talent management with the right processes of identification, recruitment and selection, development, and retention will put the right people in the right place. This study aims to determine the implementation of talent management in managerial succession planning at Soerojo Hospital. This study is qualitative research with a single case design using an in-depth interview and was conducted in October-November 2022. Informants were recruited using a purposive sampling technique, consisting of 1 key informant, 1 main informant, and 1 additional informant. The results revealed that talent management in managerial succession planning had not been fully implemented, as indicated by the subjectivity of the leaders in identifying talents, recruitment carried out after there was a vacancy, no talent pool at the selection stage, inadequate curriculum-based talent development and suboptimal talent retention because there is no guideline for implementing talent management. Therefore, Soerojo Hospital needs to establish regulations, compile curriculum and talent development methods, and create a harmonious work atmosphere for the sustainability of the organization.

CROSS CULTURAL DIVERSITY IN HRM

The research paper explores the impact of cross-cultural diversity on Human Resource Management (HRM) practices in contemporary organizations. With globalization intensifying the interaction between individuals from diverse cultural backgrounds, understanding how cultural differences influence HRM is critical for maintaining competitive advantage and fostering an inclusive workplace. The study examines key HRM functions, including recruitment, training and development, performance management, and employee relations, through the lens of cultural diversity. The paper aims to provide HR professionals and organizational leaders with actionable insights to effectively manage and harness the potential of a culturally diverse workforce. By analyzing various case studies and theoretical frameworks, the paper highlights the challenges and opportunities presented by cross-cultural diversity. Key challenges include communication barriers, cultural misunderstandings, and differing work values and practices. Conversely, the research identifies opportunities such as enhanced creativity, better problem-solving capabilities, and a broader talent pool. The findings suggest that successful HRM in a multicultural environment requires adaptive strategies, cultural competence, and inclusive policies that respect and leverage cultural differences. Recommendations include implementing cross-cultural training programs, promoting a culture of inclusion, and adopting flexible management styles that accommodate diverse perspectives. Ultimately, the research underscores the importance of cross-cultural diversity in enriching organizational dynamics and driving sustainable growth.

Click, Connect, Recruit: A Systematic Review of the Role of Social Media in Employee Recruitment

The development of technology is a revolution that is good for human life, especially having a good impact on the business sector as well. The existence of technology which is currently highly developed and modified in such a way, makes the tasks carried out more flexible, effective and efficient. The use of social media in recruitment methods provides navigation to stakeholders with the resulting flexibility being considered effective and efficient. This systematic review was made in line with previous research which previously discussed the effectiveness of social media in the recruitment process. The pandemic that hit provided adjustments for the Human Resources department in the process of recruiting new employees. It is stated that the use of technology and social media is effective in obtaining new sources of labor who have character, skills and match the company's qualifications. The results revealed that social media plays a crucial role in HRM beyond recruitment, impacting employer branding, employee engagement, and talent retention. E-recruitment has revolutionized hiring by accessing diverse talent pools and catering to Generation Z preferences. Despite challenges, social media enables personalized candidate interactions and targeted outreach. Integrating AI and analytics offers more efficient and data-driven talent acquisition and management strategies.

SMART HIRE BASED SYSTEM

An efficient and effective hiring process is a step-by-step process for hiring a new employee, whereby an organization identifies its talent needs, recruits from its talent pool and eventually hires the most qualified candidates. Most companies have their own hiring processes. What follows are the most common steps in the hiring process across industry and regardless of company size. Keep in mind, however, that the specific details of the hiring process are unique to each company. Our model is to Automate the interview process by using Machine learning in order to simplify the process by selecting the key words, skills, passions from the profile and sending the mails to the applicants. In most organisations, recruitment is a complex and time-consuming process, since they get a large number of job applications for openings that are called. managing those process applications manually would want a great amount of labour, time, and cash. further, the hr personnel or the recruitment group ought to manually shortlist the incoming candidates and time table interviews for them as a result. this lengthy technique makes the organization's operations inefficient. therefore, we deliberate to build a web-software with an aim to automate the interview system. the software consists of following capabilities which includes candidate character prediction the use of device gaining knowledge of, computerized resume parser, coping with of the scheduling of interviews, video recording in browser, test self assurance degree and other character trends of the candidate the use of video (eye movements and face feelings) and tone (speech) evaluation, hold track of the recruitment data and send mail to chose/rejected candidates robotically in one-click. this machine will as a consequence make the hiring technique plenty faster & smoother, allow recruitments in larger numbers, generate concise insights and offer summary of the candidate's profile with a purpose to encompass the resume, responses to questions, technical competencies, character traits, video and tone evaluation end result.

Military experience and subsequent effectiveness as a director

Wars inevitably result in an increase in the workforce of those with military experience. The military training associated with such experience promotes leadership skills and emphasizes a unique value system encompassing integrity, duty, selflessness and self-discipline. We hypothesize that directors with military experience encourage timely disclosure of firm-specific information, which leads to higher stock price informativeness. Based on a sample of listed firms in 46 countries over the period 1999–2016, we document that having a military director on board is positively related to stock price non-synchronicity, informed trading and shorter price response delay. Exploiting exogenous variations in the likelihood of having military directors that arise as a result of variations in the military talent pool, we confirm the causal inference of these results. Our findings suggest that military directors reduce corporate misconduct and improve the timely disclosure of information.

Представления студентов вуза о сети деловых контактов как факторе обеспечения развития их будущей карьеры

Creating a business contacts network is a significant factor in managing a business career. Students – future young specialists starting to build their careers do not have much experience in applying social competencies into practice, they are not fully aware of the importance of business contacts for exchanging expertise and get-ting to know the companies’ business processes. In return, HR specialists and company’ CEOs do not always understand the importance of using a business contacts network to manage the motivation, development and talent pool of young professionals. The article presents the results of a survey among university students’ aimed at identifying the importance of creating a business contacts network for their further career develop-ment. It states the recommendations for students on the effective use of a business contacts network when building a business career, and suggestions for CEOs and HR specialists on using business contacts network to manage employees’ business career. In conclusion, business networking plays a crucial role in shaping the career trajectories of university students. By understanding the importance of building and leveraging profes-sional connections, students can enhance their employability and achieve their career aspirations. Educators, employers, and policymakers should collaborate to equip students with the necessary skills and resources to navigate the complex landscape of professional networking effectively.

Immigrants are crucial to U.S. Health System Resilience

A polycrisis of climate and non-climate related shocks and stresses are straining U.S. health systems and affecting mental health. In contrast to negative rhetoric surrounding immigrants and immigration, immigrants make contributions that are fundamental to ensuring health system resilience. As in many other countries, in the United States foreign born compensate for health care worker shortages; help subsidize health programs with their labor; and support response, recovery, and rebuilding following disaster. However, immigrants are often trapped in political inflammatory narratives and public’s clashing sentiments. To harness the power of immigrants’ contributions in facilitating health system resilience, policies that help pair the pool of global talent with the needs of America’s public health systems are needed. This may require redressing harmful policies that reduce participation on the labor pool and crafting more humane policies that encourage migration. Doing so may result in a stronger health system better able to weather converging crises.

Talent training practices in SME hotels

Purpose: This study aims to explore and analyse the intricacies of talent management and employee development practices within the hospitality industry. By delving into various training methodologies and assessing their impact, the study seeks to unveil the strengths, challenges, and opportunities each presents.Design/methodology/approach: This study adopted a qualitative research design, utilizing an inductive and exploratory approach. Given the nuanced and dynamic nature of talent management in the hospitality industry, this methodology allowed for a comprehensive and in-depth exploration of practices, impacts, and underlying dynamics.Findings: This study highlighted the diversity in talent management within the hospitality industry. Outsourced courses and peer-to-peer learning were common, each presenting unique advantages and challenges. Coaching was valued but faced scheduling and cost issues. Notably, exclusion from talent pools resulted in employee frustration, mistrust, and increased turnover intentions, underscoring the need for inclusive and adaptive talent management strategies.

Filling talent shortages with foreign students? Understanding foreign exchange students’ willingness to work for host-country organizations

Foreign exchange students can serve as a valuable talent pool for host-country organizations. This study draws on the ability-motivation-opportunity framework and the intergroup contact theory to examine how foreign exchange students’ motivation to study abroad, host-country language ability, and direct and indirect contact opportunities with host-country nationals are related to their willingness to work for host-country organizations. Data were collected from a multi-wave survey of 167 foreign exchange students in Germany. Providing support for our hypotheses, the results suggest that foreign exchange students’ motivation to study abroad was positively related to direct contact opportunities (e.g. interacting with locals). Further, exchange students’ host-country language ability was positively related to indirect contact opportunities (e.g. visiting cultural sights), which in turn was positively related to their willingness to work for host-country organizations. Opportunities for direct interpersonal contact were not significantly related to willingness to work for host-country organizations. The results also show two-way and three-way interactions among host-country ability, motivation to study abroad, and indirect contact opportunities in predicting exchange students’ willingness to work for host-country organizations. Implications for theory, management practice, and policymaking are discussed.

Taking New Approaches to Coaching and Care Can Lift Nursing Numbers.

Nurses are the backbone of healthcare. Their retention and recruitment are essential to the success and sustainability of healthcare providers. For many years, Portland, Oregon-based Legacy Health enjoyed the luxury of a registered nurse (RN) turnover rate consistently as low as 7.6 percent and a vacancy rate of 2.49 percent. Suddenly, COVID-19 and a confounding exodus of nurses from the profession overran this excellent track record. Today, Legacy Health is rebuilding its RN workforce and staff resilience through new initiatives. Even with a dwindling RN talent pool and vacancy rates rapidly growing into the double digits, the leadership is closing the gap. For example, a coach model for precepting new graduate nurses has allowed the RN residency program to grow by more than 300 percent. Programs such as Schwartz Rounds, Code Lavender, and an inpatient throughput initiative are also improving RN wellness, reducing stress, and increasing retention.

Conceptualizing ICT entrepreneurship ecosystems: African and U.S. tech hubs

This review paper offers a comparative analysis of ICT entrepreneurship ecosystems in African and U.S. tech hubs, highlighting their structures, challenges, and impacts on local and global markets. It examines the roles of government policies, access to capital, talent pools, and the catalytic effect of tech hubs in fostering innovation and economic growth. The analysis reveals differences in maturity and operational dynamics between the ecosystems, with U.S. tech hubs benefiting from a mature environment of abundant resources, while African hubs display innovation driven by necessity and emerging global interest. The paper contributes theoretical and practical insights for stakeholders and suggests future research directions, including longitudinal studies and the exploration of the role of digital transformation in emerging markets.

TALENT MANAGEMENT IN FACING THE DEMAND OF ENVIRONMENTAL CHANGES: A STUDY IN GALUH UNIVERSITY

Environmental and technological changes are unavoidable for organizations, thereby making survival dependent on the ability to adapt to the demands of these changes. This signifies a critical weakness for Galuh University, as the current lack of optimal talent management leads to a deficit in skills. Talent management has not been integrated with operational personnel activities in the procurement, placement, development, and retention of human resources (HR) resulting in inadequate skills among lecturers and education staff. Therefore, this study aims to elucidate talent management performed by Galuh University in response to environmental changes. A qualitative method was used in analyzing the actual condition of the university. Participants constituted top management of Galuh University who provided information about talent attraction, development, and retention. The results signified that talent management at Galuh University lacked proper planning, and no talent pool was available. Failure to keep pace with these changes threatens the university’s survival. HR should be optimized to anticipate environmental changes. Highly skilled personnel serve as an essential potential for organization capable of coping with environmental changes. Consequently, Galuh University is expected to execute talent management optimally.

The Effectiveness of e-Recruitment Adoption: A TAM Approach Examining User Perspectives

E-recruitment and its effective implementation is necessary for organizations that focus to channelize hiring, reduce costs, and attract a diverse talent pool in the present era. It is vital to understand and analyse the adoption of e-recruitment websites by job-seekers in India by focusing on factors like perceived usefulness, perceived enjoyment, and perceived ease of use. The main goal of this study is to establish the relationship between these antecedents and the user acceptance of e-recruitment in the Indian context. This cross-sectional study with descriptive research design used purposive sampling. The responses on pre-tested research instrument was collected from 612 respondents that validated the degree of relationship among the chosen factors. Perceived ease of use and pleasure positively correlated with perceived usefulness. Perceived usefulness positively impacts e-recruitment website usage. This research examined job-seekers’ acceptance of online recruiting using the Technology Acceptance Model (TAM). This study is beneficial for Human Resource (HR) recruiters, research scholars, HR professionals, job seekers, manpower consultants, and those who use technology to recruit employees. The study found that perceived enjoyment and perceived usefulness of the technology were two major drivers of job-seekers attitude towards adoption of e- recruitment websites in India at (p<0.001). The research would assist decision-makers understand recruiting website adoption antecedents. The widespread adoption of this technology will help in economizing for both firms and job-seekers, apart from knowing the job-seekers behavioural intent to adopt internet recruitment websites.

Discussion on Improving the Level of Enterprise Business Administration Under the New Economic Environment

In the ever-evolving landscape of the new economy, businesses are confronted with numerous challenges and opportunities. This article examines three key aspects: technological innovation, market competition, and regulatory updates, and their impact on enterprise business administration. Firstly, technological innovation drives digital transformation, necessitating the active application of technologies such as artificial intelligence and big data to enhance efficiency. Secondly, intensifying market competition, coupled with the rise of new industries and global competitive pressures, calls for enterprises to expand their talent pool and strengthen management and innovation. Lastly, the continuous update of laws and regulations requires businesses to establish robust risk management systems, enhance compliance awareness, and ensure legal operations. In conclusion, by comprehensively addressing challenges in technology, market dynamics, and legal compliance, businesses can enhance their business administration levels to meet the demands of the evolving new economic environment.

Navigating the Transformation: HRM and Banking 5.0

As the financial landscape undergoes a profound metamorphosis towards Banking 5.0, characterized by hyper-connectivity, pervasive AI, and a renewed focus on sustainability, Human Resource Management (HRM) finds itself at a pivotal crossroads. This article delves into two critical imperatives for HRM within this transformative era: workforce transformation and seamless human-machine collaboration.
 Workforce transformation necessitates a delicate rebalancing act. Strategic streamlining and capital integration must coexist with investments in reskilling and upskilling initiatives to ensure a future-proof talent pool attuned to the demands of Banking 5.0. This necessitates navigating the intricate interplay between automation's efficiency and the irreplaceable value of human ingenuity, adaptability, and creativity. Human-machine collaboration emerges as the cornerstone of success in Banking 5.0. By maximizing the complementary strengths of humans and machines, Banking 5.0 unlocks unparalleled potential for innovation, personalized customer experiences, and enhanced productivity.
 This article offers HR professionals and banking leaders a practical roadmap for navigating this pivotal transition. It proposes actionable strategies for workforce transformation, human-machine collaboration implementation, and the cultivation of a future-proofed talent pool. By embracing these imperatives, financial institutions can not only survive but thrive in the new financial era, shaping a more sustainable, efficient, and human-centred future for Banking 5.0