Talent Shortage Research Articles

Digital Transformation of Small and Medium Sized Enterprises (SMEs): Current Status, Dilemmas, and Strategies

With the rapid advancement of information technology, the digital transformation of SMEs has emerged as a critical topic in the development of the digital economy. The advantages offered by digital technology provide novel opportunities for SME growth. Digital transformation not only serves as a pivotal route for fostering innovation and high-quality development within businesses but also stands as an imperative choice in addressing market competition and uncertainties. However, compared to large corporations, SMEs encounter an array of unique dilemmas and obstacles during their digital transformation journey. These dilemmas frequently include a lack of digital awareness, insufficient funding, weak foundations, and talent shortages. This paper begins by examining the current status of SME digital transformation in terms of exploration phase, geographical distribution, and industry distribution. It then delves deep into the reasons behind the dilemmas faced during the digital transformation of SMEs and proposes a set of countermeasures in response.

Study on the Driving Factors and Optimization Path of Ice and Snow Athletics Entering the Cultivation of College Reserve Talents under the New Stage

Abstract In order to enhance China’s competitiveness in international ice and snow athletic competitions, this paper proposes a study on the cultivation of ice and snow athletic reserve talents supported by structural equation modeling. The initial selection of the driving factors for the cultivation of ice and snow athletic reserve talents is carried out by means of reviewing the information, and the driving factors for the cultivation model of ice and snow athletic reserve talents in a province are finally determined after expert selection, common factor extraction, and principal component analysis. The fitting index and covariance matrix were solved using the partial least squares method, and then the construction of the structural equation model was completed. Research data were obtained to empirically analyze the cultivation of ice and snow athletic talent reserves using the structural equation model. The results showed that the contribution of the academic training factor to the drivers of ice and snow competitive reserve talent cultivation was 0.891 for the path coefficient of Q6, 0.826 for the path coefficient of Q7, 0.848 for the path coefficient of Q9, and 0.914 for the path coefficient of Q10. This study provides a reference for solving real problems, such as the shortage of competitive ice and snow talents in China, which is of great significance for the strategic development of China’s sports industry.

Labor Supply Drought: The Case of Accountant Talent Shortage and Audit Outcomes

Labor Supply Drought: The Case of Accountant Talent Shortage and Audit Outcomes

The Impact of IT Evolution on Industries and Workforce Skills: A Systematic Literature Review

Aim/Purpose: To investigate the impact of the evolution of Information Technology on global workforce skills and explore emerging approaches that address the IT talent shortage faced by diverse companies in finding skilled IT workers. Background: This paper explores diverse approaches to bridge the skilled IT workers shortage gap, especially in the context of the widening gap following the impact of the COVID-19 pandemic. The study emphasizes the need to consistently leverage business and information technology strategies for competitive advantage. Methodology: This study followed the systematic literature review methodology on 809 articles from ACM, IEEE Xplore, and Scopus digital libraries by utilizing an integrative mixed methods approach with topic modeling and manual content analysis. Contribution: This paper aims to understand and describe the impact of the evolution of the IT industry on its workforce. It contributes additional evidence to our understanding of IT workforce development to support researchers and educators working towards developing effective strategies to bridge the IT talent gap. Findings: On the one hand, the study finds that the evolution of the IT industry produces a shift in required skills and knowledge, resulting in workers needing to adapt and embrace lifelong learning. On the other hand, the evolution of IT creates new opportunities for workers and results in a more globalized and interconnected workforce. Recommendations for Practitioners: Practitioners are recommended to adapt to the shifting skills landscape, encourage lifelong learning, explore new opportunities for workers, and embrace a more globalized workforce. Recommendations for Researchers: Researchers are encouraged to further explore the identified themes and delve into the nuances of the evolving impact of information technology on workforce skills. Impact on Society: The findings have implications for industry growth, emphasizing the importance of aligning business and IT strategies to address the shortage of skilled IT workers on a global scale. Future Research: Future research should focus on the continuous evolution of information technology and its impact on workforce skills, considering the identified themes as a foundation for further exploration.

Auditors’ Work Attitudes: Translating Auditor JDM Research Findings to Inform Audit Firms’ Strategies

SYNOPSIS Audit firms are undertaking tremendous efforts to improve auditors’ work attitudes as one approach to tackling talent shortages. We present an auditors’ work attitudes framework to help practitioners identify relevant research from auditor judgment and decision-making (JDM) studies and to translate these findings for application to practice. Practitioners might overlook auditor JDM research because it tends to focus on individual auditor tasks and performance outcomes rather than firm-wide practices. Nonetheless, it may serve as a relevant source of evidence to inform firms’ strategies. We use illustrative examples of auditor JDM studies to demonstrate how firms can apply our auditors’ work attitudes framework to firm initiatives, such as employee surveys and audit work designs. Our framework also helps researchers identify gaps in scholarly work on auditors’ work attitudes.

Human Capital Valuation and Development: Prospects and Challenges in Sri Lanka

Human Capital plays a prominent role as the major factor in the development of individuals, organisations and countries as a whole. Sri Lanka is experiencing a challenging economic and social environment and moving towards changes in economic growth and human capital mobility. The government and all employers need to rethink recognising and providing appropriate value for the human capital in Sri Lanka. This concept paper aims to provide an overview of human capital valuation and development in Sri Lanka and find out the prospects and challenges. Data was collected through secondary data sources using different reports available in Sri Lanka and at the international level and presented using explanations and descriptions. Based on the information, the review revealed several important areas that would directly impact human capital enhancement in the country. More focus should be given to tertiary and vocational education, labour force participation, unemployment, high-skills employment, talent shortage, middle-skills employment, long-term unemployment, public spending on education, employment gender gap, developing more human capital in the areas of health, service and welfare sector to meet the future global job market. At the same time, Sri Lankan organisations should consider valuing their human capital and calculating the Return on Investment (ROI) at the organisational level. Sri Lanka should focus more on catering to the international labour demand related to the professional, skilled, and semi-skilled categories in light of the decline in demand for low-skilled labour in the international labour market.

How can the Elderly Association better participate in rural mutual aid elderly care

According to relevant statistics, as of the end of 2022, the number of elderly people aged 60 and above in China has reached 280 million, and the total number of people aged 60 to 69 with mild aging has exceeded 147 million. It is expected that by 2030, the proportion of the population aged 60 and above in China will reach 36.6%. From this, it can be seen that the focus of China's aging population is still on rural areas, and "rural elderly care" has become a topic of constant concern in China's academic community. Among many elderly care models, the "low-cost" mutual assistance and cooperation elderly care model can be seen as a feasible path to solve rural elderly care problems in China. This article aims to explore the role and future development direction of welfare oriented elderly associations in rural mutual aid elderly care. Through a review of relevant literature, this article finds that the elderly association plays a role in providing services, promoting social interaction, and reducing family burden in rural mutual aid elderly care. However, there are also problems such as funding shortage and talent shortage. In the future, through the role of the Elderly Association in mutual elderly care, specific suggestions and measures will be proposed to further promote the well-being and development of the elderly.

Traditional Publishing Enterprises Shift to Digitalization: Basis for Strategic Plan

Digital transformation of traditional publishing enterprises in China is the main focus of the study, which aims to provide a comprehensive overview and propose strategic operational plans based on research findings. Through a descriptive research method with a quantitative research design, data was collected from managers across various departments of traditional publishing companies. The survey revealed that most of these enterprises are state-owned, with extensive operating histories and a predominantly domestic market focus. Structural challenges in digital transformation include cultural shifts, leadership adjustments, organizational coordination, and decision-making agility. Facility and resource challenges encompass high investment costs, talent shortages, copyright protection concerns, market fluctuations, and technological adaptation deficits. Systemic challenges involve technological infrastructure upgrades, process reengineering, data management, personnel training, and change management. Moreover, digital technology offers opportunities to enhance operational efficiency, broaden market reach, provide personalized services, and optimize marketing effectiveness, thereby boosting profitability and market competitiveness. Digitalization positively impacts customer satisfaction by improving publication quality, accuracy, cycle times, diversity, and usability. The study concludes with a strategic plan tailored to enhance the digital transformation of traditional publishing enterprises, addressing structural, resource, and process challenges while leveraging digital technology to drive business growth and customer satisfaction.Top of Form

Digital Economy Empowering the Transformation of Hainan's Modern Service Industry

In the context of the digital economy, the development of Hainan's modern service industry faces problems such as rising resource factor costs, shortage of high-quality talents, low service efficiency, and slow industrial digital transformation. Based on the connotation of digital economy empowering the transformation of modern service industry, starting from the development status of Hainan's modern service industry, this article uses SPSS software to research and analyze the influencing factors of Hainan's modern service industry transformation under digital economy empowerment, and then proposes countermeasures for the main influencing factors. This study found that technological innovation capabilities, employee quality, brand reputation, market demand and consumer trends were the main influencing factors for the transformation of Hainan's modern service industry under the empowerment of the digital economy. This article puts forward corresponding transformation suggestions for these influencing factors.

The Causes, Main Performance, and Improvement Measures of Labor Mismatch in China

Labor mismatch affects social and economic efficiency and fairness, and China's labor mismatch needs to be solved urgently. This paper analyzes the phenomenon and causes of China's labor mismatch and tries to put forward solutions. The analysis divides the labor mismatch into three main parts, which are region, education, and industry. The regional mismatch of the labor force is manifested as abundant labor resources in the east and a lack of labor resources in the west. The Eastern region is more developed, and the demand for labor force is large, so there is a shortage of labor force allocation. Due to the poor flow of the labor force, excessive allocation of labor force also exits in the West. In terms of education, the mismatch between talent skills and market demand is an important reason for labor mismatch. There is a talent shortage in some industries, but lots of graduates can't find jobs. Therefore, industry-university-research should be combined. In terms of industry, some young workers today prefer to choose free or emerging industries rather than traditional ones, resulting in a lack of labor in traditional industries. Therefore, traditional industries should carry out upgrading and intelligent transformation.

Development and Challenges of BIM in the Construction Industry in China and Australia

This article examines the application and development of Building Information Modeling (BIM) in the construction industries of China and Australia. The visual, coordination, simulation, and optimization characteristics of BIM provide a foundation for project management. In China, BIM has been widely adopted in major engineering projects, but it still faces challenges such as inactive design institutes, inconsistent data standards, and a shortage of BIM talent. BIM usage in Australia is relatively low, partially due to the lack of government enforcement. It is recommended to promote wider BIM application in various fields through training, resource support, establishing industry standards, and providing incentives. In summary, BIM technology holds significant potential for the future development of the construction industry, but overcoming various challenges is necessary to achieve its maximum benefits.

What makes Vietnam a more attractive FDI destination than India

The study examines the crucial drivers that make Vietnam a preferred FDI destination over India following the ‘China plus one’ strategic initiative by the global MNCs to diversify their supply chains and expand operations beyond China. Findings reveal that Vietnam offers numerous benefits, including closeness to China, competitive manufacturing costs, a favorable investment climate, and excellent manufacturing capabilities. However, challenges like infrastructural development and talent shortages must be addressed. In addition, labor, trade, and financial freedom are the prospective areas where India need to expedite its reforms to provide conducive business environment.

Motivating, developing and retaining talent through job enrichment: an exploration of “side-of-desk” projects in a corporate environment

PurposeGlobal talent shortages, new skill demand and rising numbers of unfilled posts are fuelling an increasingly challenging job market, exacerbated by economic uncertainty and transformational digital change. Seeking creative solutions in response, the authors examine talent management’s (TM) theoretical and conceptual foundations, specifically the identification and selection of talent and TM programme design to explore the challenges and benefits of side-of-desk projects as interventions.Design/methodology/approachTaking an inductive qualitative approach, questionnaires, focus groups and semi-structured interviews gathered data from three employee groups in a UK digital communications organisation.FindingsThe authors reveal inconsistencies in the definition and selection of talent, highlighting programme quality challenges to expose a direct correlation between participant experience and motivation and retention, along with the longer-term challenges of balancing talented human capital, shareholder expectations and sustainable workforce resourcing.Originality/valueThe authors' research extends existing knowledge concerning the effect of organisational culture, context and workforce demands upon TM programmes, providing theoretical and practical implications for leaders and policymakers in designing enrichment activities to motivate, develop and retain talent. The authors make recommendations to inform the future design of TM programmes, revealing new opportunities to develop hidden talent and presenting a realistic and sustainable toolkit for future practice in the form of an organisational logic model.

Exploring the Path to High-Quality Development of Private Economy in the Context of the Digital Economy

With the rise of the digital economy, private enterprises, facing new opportunities and challenges, urgently need to explore the path to high-quality development. This paper delves into the current state of development of private enterprises in the digital economy environment, identifies issues such as the digital divide, financing difficulties, talent shortages, and policy environment, and proposes strategies including enhancing digital infrastructure, establishing a multi-level financing system, creating a talent reserve system, and formulating innovative policies. The aim of this paper is to provide strong guidance for the government, entrepreneurs, and the academic community, collectively promoting the high-quality development of the private economy in the context of the digital economy, towards a more prosperous economic future.

Challenges and Opportunities of Big Data Analytics for Human Resource Management in Mining and Metal Industries

Big data analytics has been transforming various industries and sectors including mining, metals, metallurgical, etc., and the mining sector, known for its complex and dynamic workforce requirements, is increasingly turning to Big Data Analytics to optimize its Human Resource Management (HRM) practices. The mining sector, being a significant economic segment, contributes to economic growth and is confronted with the dual challenges of a rapidly aging workforce and a shortage of skilled talent. As the mining industry is facing a talent crunch, HR has a significant role in attracting and retaining new talent in this industry, as well as ensuring that competent talent is brought in to meet the sector’s future demands Big data analytics for HR refers to the use of data analysis techniques to gain insights into employee behavior, engagement, productivity, and retention. The purpose of this paper is to explore the challenges and opportunities of big data analytics for HR, best practices for implementing it, and case studies of companies that have successfully implemented big data analytics for HR. The paper begins by outlining the importance of big data analytics for HR, highlighting its ability to provide HR professionals with a better understanding of employee behavior, engagement, and motivation. The challenges of big data analytics for HR are then discussed, including data quality and accessibility, integration of data from various sources, protection of data privacy, lack of expertise and resources, and resistance to change and adoption. The opportunities of big data analytics for HR are then presented, including predictive analytics for talent management, data-driven recruitment and selection, employee engagement and retention, performance management and productivity, and diversity, equity, and inclusion. Best practices for implementing big data analytics for HR are also discussed, including defining clear objectives and metrics, selecting the right tools and technologies, building a data-driven culture, collaborating with IT and other departments, and ensuring data privacy and security. Case studies of successful big data analytics in HR are presented to provide real-world examples of companies that have leveraged big data analytics to improve their HR functions. Examples include IBM's talent analytics program, Google’s use of big data analytics to identify key drivers of employee satisfaction and engagement, and leading mining company, referred to as “MinerCo,” leveraged Big Data Analytics to address HRM challenges and harness opportunities for improvement.

Comparative Analysis of Human Traits and Tendencies: General vs. Specialty Contractor Project Managers

ABSTRACT Construction project managers (PMs) are critical team players in safeguarding project success. Construction organizations heavily rely on their PMs to inspire and motivate their teams to accomplish projects. However, labor turnover, changing demographics, and a shortage of skilled talent are common challenges in the industry. PMs transition between jobs in search of better opportunities. Labor turnover distresses project success, pressurizes team performance, and reduces organizational profitability. This study proposes using human traits assessments to evaluate the variations between job roles in construction. Understanding this sets a more positive work environment and improves teamwork, communication, and employee retention techniques. In assessing the differences between general contractor project managers (GC PMs) and specialty contractor project managers (specialty PMs), this study found that the traits and characteristics of individuals working in different roles can vary considerably. Significant differences in personality characteristics, emotional intelligence, and behavioral traits were identified. Construction companies may use human traits assessments to aid employee retention and talent development. Employees can better comprehend their work environments and smoothly transfer between roles in the industry as they learn the demands of the different job roles.

Research on the Mechanism of Digital Economy Empowering High Quality Agricultural Development in Anhui Province

China is currently in a period of transformation between old and new driving forces, and agricultural development still faces the most arduous task. Realizing the digital economy empowering high-quality development of agriculture can help improve the level of agricultural quality, modernization, and efficiency, thus truly achieving the ultimate goal of high-quality development and comprehensive modernization of agriculture in China. This article elaborates on the three mechanisms of digital economy empowering high-quality agricultural development in Anhui Province: improving agricultural quality, empowering agricultural modernization, and empowering agricultural efficiency. And point out the practical obstacles that China's digital economy empowers the high-quality development of agriculture in Anhui Province. The digital infrastructure is weak, there is a shortage of digital professionals, and the business environment needs further improvement. Further pointing out the countermeasures for empowering the high-quality development of agriculture in Anhui Province with the digital economy: accelerating the construction of digital infrastructure and talent team to make up for the shortage of digital infrastructure and talent, actively optimizing the business environment through multi-channel fundraising, and providing a good development atmosphere for agricultural digitization, ultimately achieving the high-quality development of agriculture in Anhui Province with the digital economy.

The influence of the labour market and COVID-19 on human resource practices in SMEs in China: a longitudinal study

PurposeThe purpose of this study is to investigate the evolving perceptions and human resource (HR) responses of owners and HR managers of Chinese small and medium-sized enterprises (SMEs) towards local labour markets in the context of the impact of the coronavirus disease 2019 (COVID-19) pandemic.Design/methodology/approachThis study adopts a two-stage longitudinal qualitative approach involving 52 interviews with owners and HR managers of Chinese SMEs in the pre- and post-pandemic time periods.FindingsThe findings reveal a shift from the perceptions of a general labour shortage to perceptions of specialised talent shortages and increasing geographical disparities in local labour markets. They further reveal that SMEs are increasingly likely to adopt efficiency-oriented, flexibility-enhancing HR practices in the face of high uncertainty.Practical implicationsThe findings provide insights into the nature of the constraints of SMEs' sustainable development that need to be addressed by policymakers, SME owners and HR managers when they devise and implement policies relating to structure optimisation, labour market integration and mobility enhancement.Originality/valueIn contrast to extant literature that has examined the labour market at the national level, this study explores the views of SMEs (the demand side) by taking a localised perspective on how SMEs have responded to change through their HR practices.

Increasing graduates’ interest in B2B sales: how to dispel lay beliefs, fight stigma, and create a profession of choice

Given the pressing talent shortage and the need for well-educated recruits in business-to-business (B2B) sales, understanding how to increase university graduates’ low interest in this profession is vital to sales departments’ competitiveness. To tackle this issue, we adopt a mixed-method approach to investigate the reasons for and measures against graduates’ low interest in B2B sales. First, we develop a comprehensive, theory-based framework to understand the root causes of graduates’ low interest in B2B sales (Study 1). This framework uncovers specific beliefs discouraging graduates from pursuing B2B sales, including negative perceptions of job characteristics, the profession’s prevailing stigma, and negative career success expectations. Second, comparing graduates’ and B2B salespeople’s assessments of B2B sales job characteristics (Study 2), we reveal that graduates hold lay beliefs about B2B sales lacking intrinsic and social job characteristics. As a basis for a solution, we identify the types and combinations of sales exposure required to dispel lay beliefs and create a favorable but realistic picture of B2B sales. Third, combining text analysis of B2B sales labor market communication and conjoint analysis of graduate application drivers (Studies 3a and 3b), we develop guidelines to better align communication and job structures with graduates’ needs.

Navigating Innovation: An Enhanced Business Value Calculator and Its Impact on Library Service Innovations for Entrepreneurs and Businesses

The article offers a thorough analysis of the Enhanced Business Value Calculator and how it could revolutionize library services designed for patrons, especially entrepreneurs. By letting them choose which services they have used and how often, the calculator calculates the economic value of services. This facilitates the observation of consumer usage trends by libraries, enabling them to make strategic decisions regarding service advancements. It gives libraries the capacity to close talent shortages, improve services, strategically adopt new technologies, spot opportunities for open innovation partnerships, encourage patron co-creation, and gain a better awareness of user demands, which allows them to better tailor their offerings. These breakthroughs subsequently become business prospects. The calculator serves as a driving force behind ongoing advancements in services.