Talent Pool Research Articles

The nexus between reward management and competitive advantage. A Kenya commercial bank's perspective

The foundation of reward management is the idea that people run organizations; they are the ones that generate value by utilizing company resources to provide goods and services that customers want, and they must be paid for their labour. However, as commercial banks compete for the same talent pool and the expenses are high, reward management is becoming a concern in the banking industry in the twenty-first century. Talent scarcity has existed since globalization allowed talented workers to advertise their skills internationally. Experts are worried about the potential for fierce global talent rivalry, which raises questions about how talent is acquired and kept. This study aimed to examine how the Kenya Commercial Bank's competitive advantage was affected by reward management. The Equity theory of motivation served as the study's theoretical cornerstone. The study's target group was 108 senior and mid-level executives at the KCB headquarters. It was conducted using a case study methodology. Census data were used because the population was not very large. A questionnaire was used to gather the information. The data was analyzed using descriptive statistics for frequency and percentages, Pearson correlation analysis, and simple and multiple linear regression. The study found that reward management significantly boosted commercial banks' competitive advantage (r= 0.786, p-value = 0.000). The simple linear regression analysis, used to test the null hypothesis, resulted in its rejection because the t-values were higher than the critical t-values. The majority of respondents maintained that KCB's competitive advantage was influenced by incentive management. Therefore, the study recommended that commercial banks should use suitable reward management to increase their competitive advantage.

Preparing for the Future of Work: How HR Tech is Shaping Remote Work

The evolving landscape of work has witnessed a paradigm shift with the burgeoning adoption of remote work, a trend significantly accelerated by global events such as the COVID-19 pandemic. This paper delves into the intricacies of this phenomenon, dissecting the role of Human Resource (HR) technology in molding the future of remote work. A comprehensive journey, exploring the rise and current state of remote work, backed by pertinent trends and statistics, while illuminating the indispensable role of HR tech tools such as collaboration platforms, cloud-based HRIS, and employee engagement solutions. The manifold benefits of integrating HR technology in remote work environments are discussed, highlighting increased efficiency, enhanced employee experience, and access to a global talent pool. Conversely, Scrutinize the challenges and considerations essential for successful implementation, emphasizing data security, tool integration, and equitable access. Best practices are laid out to optimize the use of HR tech in remote settings, ensuring a seamless, inclusive, and secure work environment. Through illustrative case studies, the paper provides real-world insights into successful HR tech adoption. Looking ahead, explore emerging trends and the anticipated evolution of HR roles in remote work, concluding with a call to action for organizations to proactively embrace and optimize HR tech in their remote work strategies. This paper serves as a comprehensive guide for HR professionals and business leaders aiming to navigate the complexities of remote work while harnessing the power of HR technology to foster a resilient, engaged, and productive workforce.

Data Mining Techniques to Predict High Leadership Promotion of Civil Servants in Indonesia Based on Talent Pool Assessments

Data Mining Techniques to Predict High Leadership Promotion of Civil Servants in Indonesia Based on Talent Pool Assessments

Future of Work - Opportunities, Challenges and Implications for International, Comparative and Cross-National HRM

The rapidly evolving future of work, driven by technological advancements, globalization, and shifting societal dynamics, presents significant opportunities, challenges, and implications for Human Resource Management. Whilst few scholars have responded to this in the mainstream HRM, there is a drought of research on the implications of the future of work and its dynamics on international, comparative, and cross-national Human Resource Management (HRM) sub-field. Through a random review, examination, critical analysis, and synthesizing of articles on the Future of Work and International HRM, this paper explores these aspects and highlights key trends such as automation, artificial intelligence, remote work, and the gig economy as they tend to shape the future of work and subsequently the practice of International HRM. Findings reveal that organizations face complex HRM challenges in a globalized workforce, diverse cultural contexts, and emerging technologies. The immense opportunities lie in leveraging technology to enhance productivity, efficiency, and innovation. International HRM practices can benefit from global talent pools, promoting diversity and multiculturalism. Cross-national HRM strategies facilitate knowledge transfer, skill development, and cross-cultural collaboration. However, challenges arise from workforce displacement due to automation and AI, raising concerns about job security and inequality. HRM professionals must address reskilling and upskilling initiatives to ensure employees remain adaptable and competitive. Managing a geographically dispersed workforce requires effective communication, coordination, and cultural sensitivity. The implications for international, comparative, and cross-national HRM practices are significant. Agile and flexible approaches to talent acquisition, retention, and development are necessary. Strategies must be tailored to specific cultural contexts, considering legal, economic, and social factors. Ethical considerations, including data privacy, algorithmic bias, and employee well-being, become paramount. In conclusion, we have proposed that HRM professionals must stay updated, collaborate with diverse stakeholders, and embrace innovative practices to harness the future of work's full potential while mitigating its challenges. Proactive and forward-thinking approaches are essential for organizations and HRM practitioners to navigate this dynamic landscape successfully.

Creating a Pathway to Health-Care Professions for Historically Marginalized Students.

Developing a diverse talent pool starting at the high-school level, while students are making future education and career decisions, should be a national priority, given the need to build a diverse health-care workforce. This article describes a 6-week immersive simulation-based summer program to introduce 20 junior high-school students (13-15 years old) to the range of health professions. Because precollege students typically receive limited exposure to clinical settings, high-fidelity simulation is an excellent surrogate for providing realistic experiences in health care. Students heard lectures on health careers, earned basic life support certification, learned to perform basic vital signs measurement, practiced the management of acute asthma, and received an introduction to the daily activities in the life of a nurse and an anesthesiologist. They researched, developed, and presented public service announcement videos about a health-care issue affecting their community. Participants reported being excited about health careers. Future programs will focus on longitudinal support and mentoring, essential for mitigating the higher rates of attrition from health professions among minoritized individuals.

Measuring university size: A comparison of academic personnel versus scientific talent pool data

Abstract This paper compares two measures of the organizational size of higher education institutions (HEIs) widely used in the literature: the number of academic personnel (AP) measured according to definitions from international education statistics, and the scientific talent pool (STP) (i.e., the number of unique authors affiliated with the HEI as derived from the Scopus database). Based on their definitions and operationalizations, we derive expectations on the factors generating differences between these two measures, as related to the HEI’s research orientation and subject mix, as well as to the presence of a university hospital. We test these expectations on a sample of more than 1,500 HEIs in Europe by combining data from the European Tertiary Education Register and from the SCImago Institutions Ranking. Our results provide support for the expected relationships and also highlight cases where the institutional perimeter of HEIs is systematically different between the two sources. We conclude that these two indicators provide complementary measures of institutional size, one more focused on the organizational perimeter as defined by employment relationships, the other on the persons who contribute to the HEI’s scientific visibility. Comparing the two indicators is therefore likely to provide a more in-depth understanding of the HEI resources available.

China-ASEAN Public Health Security Cooperation: Problems and Future Approaches

Vision 2030 of China-ASEAN Strategic Partnership puts forward that China and ASEAN need to jointly meet non-traditional security challenges, and public health security is an important part of non-traditional security. China-ASEAN cooperation in the field of public health and safety is a realistic result of promoting regional integration and a true portrayal of building a community of human destiny. At present, the public health security cooperation mechanism between China and ASEAN mainly presents three types: multilateral, bilateral and inter-country. Although China- ASEAN cooperation in public health and safety has made some achievements, there are still some practical problems, such as the need to improve legal documents, the need to enrich the main body, the need to strengthen the pool of international professionals, and the urgent need to strengthen the ability to set international issues. Under the guidance of the people-oriented China-ASEAN Public Health Community, with the system theory as the theoretical analysis tool, through the implementation of standardizing the legal documents of public health and safety cooperation, setting up the specialized organs of public health and safety cooperation, strengthening the talent pool of public health and safety cooperation, and setting the topics of public health and safety cooperation in turn, China and ASEAN will form a joint force in the field of public health and safety, and enhance the efficiency of China-ASEAN public health and safety cooperation.

Research on the Cultivation of New Farmers under the Background of "Promoting Agriculture through Digital Commerce"

The vigorous promotion of the "Digital Commerce Revitalizing Agriculture" project has provided a good model for realizing economic value for the construction of digital rural areas. In order to accelerate the modernization of agriculture and rural areas and high-quality rural development, and improve the resource participation of rural population, it will become an important work content in the next stage of digital rural construction. Faced with new opportunities, while grasping the internal, organizational, economic, and innovative driving forces that promote the development of new farmers, we need to face the following challenges: the types of professions brought about by digitization need to be clarified, the direction of employment needs to be clarified, the scale of the platform needs to be expanded, and digital technology needs to achieve full process coverage. We need to optimize the new farmer training model through five paths: identifying with "ideological power", expanding the "cultivation chain", building a "technical framework", building a "talent pool", and building a "circular body", in order to accumulate energy for the realization of rural talent revitalization.

Enhancing Talent Development Using AI-Driven Curriculum-Industry Integration

The specific hiring needs render low-skill-based job-seeking invalid in coping with the nation's economic development. There needs to be more graduate readiness for the industry's needs. This paper explores the transformative potential of Artificial Intelligence (AI) in fostering a symbiotic relationship between academic curricula and industry demands, aimed at building a robust talent pool for the future. A new hiring selection model that matches industry-identified hiring parameters with the knowledge and skills obtained from the university. By aligning educational programs with real-world challenges and market needs, this novel approach seeks to propel the growth of talents.

Artificial Intelligence Adoption in the Banking Industry: Current State and Future Prospect

AI adoption in the banking industry is a necessity not only to gain a competitive advantage within the industry but more importantly to defend the bank versus technological disruptors that are trying to gain ground in service areas that were previously dominated by banks. This study aims to analyze the current state of AI adoption in the banking industry through a systematic review of related literature. Using the SCOPUS database, thirty-five studies were identified that are relevant to this study. While the number of studies is on increasing trend, the focus of existing literature is predominantly on the customers' and the banks' perspectives. Studies from the regulators' and service providers' perspectives are still sparse despite the importance of these two actors in the adoption of AI in the banking industry. The application of AI has permeated wide areas of the banking function expanding beyond the use of chatbots. Improving customer experience, increasing profitability, and improving competitiveness drive the adoption of AI by banks while people-related issues, technology-related issues, and regulatory-compliance issues deter banks from fully embracing AI. Transparency of algorithms, data privacy, data protection, and fair use of data are the main concerns both of regulators and customers. Results of this study point to the need for more empirical and theoretical research on the regulatory perspective of AI adoption in the banking industry, how to harness the strength of service providers to enable wider and more effective adoption of AI, how institutions can help increase the talent pool for AI-driven technologies, and how to strengthen the synergistic cooperation of the various actors in the adoption of AI in the banking industry.

Enhancing diversity and reducing bias in recruitment through AI: a review of strategies and challenges

This study explores the interaction between conventional hiring practices and the growing impact of technology in the ever-changing field of recruitment. In the current era of globalisation and the recent surge in remote work, especially in the aftermath of the COVID-19 pandemic, the traditional limitations of talent acquisition have been transcended, extending beyond geographical boundaries. The advent of digital platforms, online job boards, and social media channels has brought about a paradigm shift in the way organisations connect with potential candidates. This transformation has resulted in a more expansive and varied talent pool, thereby enhancing the recruitment process. However, the process of digitization presents a unique set of challenges, specifically the complex task of managing and analysing large volumes of data, as well as the need to ensure fair and efficient recruitment procedures. This report highlights the significant importance of Artificial Intelligence (AI) in addressing these challenges, emphasising its potential to improve efficiency, fairness, and scalability in the hiring process. The study emphasises the importance of incorporating artificial intelligence (AI) into contemporary recruitment approaches. It advocates for a balanced combination of technological advancements and human expertise.

Understanding nonprofit leader engagement and turnover: A story of job demands and resources

AbstractNonprofit groups deeply rely on their executives to fulfill a demanding, often isolated, role leading the group in carrying out its mission. Although much research has focused on the effects of these leaders and great investment has been made in developing a talent pool to fill nonprofit leadership needs, almost no research has explored the experiences of nonprofit executives themselves. For nonprofit boards and nonprofit leadership development programs, this is a serious deficit in understanding the factors that drive engagement or withdrawal from the job. This paper reports the results of a two‐phase mixed methods research study that applied the Job‐Demands Resources (JD‐R) Model to understanding the energizing and depleting elements of professional life as a nonprofit executive. Phase 1 featured in‐depth, firsthand interviews with nonprofit executives from a variety of groups. Phase 2 progressed the research with a quantitative analysis of survey responses from more than 100 active nonprofit leaders. The results of both studies reveal important insights to supportively motivate and retain these critical executives: (1) leaders fulfill very unique jobs, although the JD‐R model can provide an organizing framework for understanding their depleting demands and energizing resources; (2). Boards of Directors can act as a demand or a resource, and executives' (dis)satisfaction with their Boards importantly predicts turnover and burnout; (3) executives need more social support in doing a sometimes lonely job. Limitations and future directions for research are also discussed.

Localizing SDG in Eastern Region Malaysia: Key Challenges of Project Impact Evaluation

The Solution Provider Project for the community throughout Peninsular Malaysia, Sabah, and Sarawak is one of the remarkable flagship programs of The All-Party Parliamentary Group Malaysia –Sustainable Development Goals byCivil Society Organization Alliance (APPGM-SDG CSO). With theclear aim to promote Sustainable Development Goals (SDGs)in Malaysia, several projects for 2022 have beenimplemented throughout the country including 10 solution projects in the Eastern Region,particularly in Kelantan. The solution project implementorswere given financial assistance to runskill-based training and community-based projects for community development, empowerment, and an industry-ready talent pool. This paper intends to discuss the key challenges and project impact evaluation carried outon behalf of APPGM-SDG. The methodology employed was a mixed method –embedded design approach to assess the project impact evaluation. Both qualitative and quantitative approaches were used to evaluate the impact of the project. Data was gathered from proposal and project monitoring documents, focus group discussions(FGD), and site visits. Findings from solution providers, project beneficiaries, and evaluators' observations were then combined and triangulated to provide a more in-depth understanding of the impact of the solution projects. There were several key challenges found in the solutions projects from the perspectives of solution providers, project beneficiaries, and project evaluators in the Eastern regiondiscussed in this paper. This paper also highlights several recommendations to overcome those challenges via a clear communication plan between solution providers, APPGM representatives, and impact evaluators to facilitate andstrengthen the impact evaluation process. The challenges discussed in this paper are hoped to better inform project implementors and policymakers in their decision-making, program design, and policy papers, particularly in the areas of economic, social, and environmental with a clear target SDG deliverables and target group.

A DPSIR Framework to Evaluate and Predict the Development of Prefabricated Buildings: A Case Study

Prefabricated building construction is an important method of enhancing construction productivity and promoting sustainable development in the construction industry. Evaluating and predicting the development performance of prefabricated buildings will contribute to identifying and implementing the most effective responses to promote prefabricated building technologies. Based on the Drives–Pressures–States–Impacts–Responses (DPSIR) framework, 14 evaluation indexes are determined to evaluate the development level of prefabricated buildings. The entropy weight method was used to determine the weight of the evaluation index, and the Technique for Order Preference by Similarity to the Ideal Solution (TOPSIS) method with improved grey correlation was applied to comprehensively evaluate the trend of the index. The grey model (GM(1,1)) was developed to predict the development trend of prefabricated buildings. The development of prefabricated buildings in Shandong province, China, is employed as a case to apply the developed method and investigate development experiences. The results demonstrate that the case has achieved significant progress and has great potential in promoting the use of prefabricated buildings. The development recommendations include developing a policy and regulation system, strengthening a prefabricated building talent pool, and enhancing the investment in technological innovation. This study innovatively formulated the evaluation and prediction system based on the DPSIR, TOPSIS and GM(1,1) models, which could be used for evaluating development performance between social and environmental factors among various cause-effect relationships.

Application of Undergraduate Vocational Education Reform in the Digital Transformation of Marketing

The development of digital technology has prompted various industries to undergo digital and intelligent transformation, leading to a shift from singular job demands to comprehensive and multifaceted trends. This evolution imposes new requirements on educational reforms for talent supply. The deepening development of undergraduate vocational education takes teacher reform as its main guiding principle. Through the use of teaching materials and pedagogical reforms, it seeks to align talent development with job competency demands, while also ensuring the alignment of teaching processes with production processes. By reducing the disparities among industrial chains, educational chains, and talent chains, students are positioned as key participants in the digital transformation of marketing, providing a pool of high-quality talents for digital transformation.

Examining Obstacles to Women's Advancement in Technical Careers

The insufficient number of women in technical occupations has gotten a lot of attention because of the consequences for diversity of genders and creativity in the workplace. The purpose of this research is to critically explore the barriers that prevent women from advancing in technical occupations and to provide ideas for creating a more equitable and welcoming workplace. This study finds important constraints such as gender prejudice, a lack of mentoring, work-life balance issues, and restricted access to leadership chances via a thorough literature analysis. This research looks into the diverse experiences that contribute to these challenges by analysing and interviews with women in technical jobs.Finally, the goal of this study is to equip organisations, governments, and industry stakeholders with practical ideas for implementing evidence-based practises that promote women in technical jobs. By eliminating identified barriers and adopting gender-inclusive initiatives, the tech sector may not only access a larger pool of talent, but also promote an atmosphere favourable to creativity, cooperation, and long-term success.

How To Retent Important Managerial Talents Toward Company Succession Plan: Fact From Systematic Training System On Talent Management Based In Multi Branches Manufacture

In various literatures, it is stated that HR training and development has a positive influence on the condition of HR in a company. This study aims to analyze and find a formula for the supervisor-level HR training and development system in the talent management-based position succession process at PT. Centralsari Primasentosa (Cleo). In the existing literature, there is very little discussion regarding the HR training and development system within the scope of talent management-based job succession. The research method used in this research is a qualitative method with a descriptive approach. Using this method, the author conducted a field study in the form of in-depth interviews with Cleo's HR Manager and a number of managers who have successfully gone through all stages of the succession process, namely in the form of training and development. The research results show that the supervisor level HR training system as talent at Cleo is different depending on the category of each talent in the talent pool. The training focus for the 4 talent categories is arranged based on a gap table with reference to the talent pool where there are aspects of performance and potential that are integrated from corporate values so that supervisors do not receive the same training focus depending on their position in which category. Exclusively, the company focuses on face-to-face training for future star and ready talent categories, while for moderate talent and not ready talent through online methods. The research results also show that the method of developing talent apart from the training method is in the form of CMC (Connecting Mobile Cleo) and Representative, where the two programs are applied the same for all talent categories both future star, talent ready, talent moderate, and talent not ready.

THE IMPACT OF EMPLOYER BRANDING ON ORGANIZATIONAL PERFORMANCE: A COMPREHENSIVE ANALYSIS

This article investigates the relationship between employer branding and organisational performance, identifying the underlying mechanisms contributing to enhanced performance. Next, we analyse various aspects of employer branding, including its influence on talent attraction, employee engagement, retention, and overall productivity. Finally, we provide insights on how organisations can strengthen their employer brand to optimise performance.
 In the competitive labour market, employer branding plays a crucial role in an organisation's ability to attract and retain top talent, directly influencing organisational performance. This article examines the relationship between employer branding and organisational performance by exploring its effects on talent attraction, employee engagement, retention, and overall productivity. It also offers insights on strengthening an organisation's employer brand to optimise performance.
 Employer branding, an organisation's reputation as an employer, can provide a competitive advantage by creating a motivated, engaged, and productive workforce. A strong employer brand attracts high-quality candidates, reducing recruitment time and cost and ensuring a diverse and talented candidate pool. Organisational culture, work environment, compensation and benefits, growth opportunities, and corporate social responsibility contribute to developing a strong employer brand. Effective employer brand communication across multiple channels, such as corporate websites, social media, and job advertisements, is essential to attract top talent. Employer branding events and employee advocacy can further strengthen the brand. Assessing the employer brand's strength can help organisations identify areas of improvement and gauge their attractiveness in the job market.
 Employee engagement and satisfaction are closely linked to an organisation's employer brand. Factors such as leadership, job design, recognition and rewards, work environment, and opportunities for growth and development contribute to employee engagement and satisfaction. Assessing employee engagement and satisfaction can provide valuable insights into their perceptions of the organisation and commitment to its goals. Engaged and satisfied employees exhibit higher performance, productivity, and innovation levels, leading to improved organisational outcomes.

How Dallas Fort Worth International Airport is using modular construction to reduce development costs and timelines

Construction is one of the biggest challenges facing airports. Not only can construction negatively affect the airport experience for millions of passengers, it also can severely hamper airport operations and revenue. Yet, until recently, nearly allairport construction was performed in a similar fashion with whole sections of airports being shut down for months — often years — to build and/or renovate space from scratch. Modular construction represents a radical departure from this conventional building process. By constructing whole sections of a building off-site or landside, modular construction can dramatically minimise disruptions to airport operations and drive costs down by opening labour markets to expanded pools of talent. This paper will examine how modular construction has evolved, how it is currently being used in the renovation of Dallas Fort Worth International Airport’s Pier A and C expansion and how it could revolutionise amenity design and concession leasing.

Trends and Characteristics of International Labor Mobility

International labor mobility has become increasingly important in the era of globalization, with multinational corporations at the forefront of promoting this trend. This case study of Google illustrates how companies can promote internal talent mobility, invest in training and development programs, and attract and retain top talent. By embracing international labor mobility, companies can gain access to a wider pool of talent, expand their global reach, and gain insights into local markets and cultures. This paper examines the benefits and challenges of international labor mobility, and provides insights into best practices for companies seeking to develop a global workforce.