Talent Program Research Articles

Challenges and Opportunities for Leadership and Talent Development Graduates of Cadets

Youth have an essential role in the nation. Youth are considered pioneers of change; therefore, youth leadership and talents must be cultivated to the maximum. However, many challenges must be done by the government in developing it. Polytechnic of Land Transportation Bali is one of the universities that have the responsibility of developing leadership attitudes and youth talents. This research will examine the challenges and opportunities of leadership and talent development of Polytechnic of Land Transportation Bali cadet graduates. The research method used is descriptive qualitative research with literature study data collection techniques. The result of this study is that people in Indonesia have a traditional mindset to reduce the potential possessed by youth. Certain leadership and talents will be underestimated. However, it can be overcome by holding a leadership and talent program at the Polytechnic of Land Transportation Bali. The graduates were given character building before completing their education at the Polytechnic of Land Transportation Bali.

Sport specialization in Swedish football players: Investigating a model of antecedents and outcomes

ABSTRACT Drawing on data from the present and former football players (N = 1026) selected to a national football talent programme at the age of 15, this study explores a model of sport specialisation. We examined three specific aspects of sport specialisation including early football specialisation, participation in youth elite football training environments (i.e. academies) and enrolment in upper secondary football specialisation schools. Antecedents of these sport specialisation factors included gender (i.e. sociocultural), grit (i.e. personality) and perceptions of family finances (i.e. social). Outcomes focused on adult football participation at the age of 21 including elite skill acquisition (i.e. playing elite football) and personal development (i.e. participation in non-elite football). Findings revealed that females were less likely to gain access to elite football training or school specialisation environments. There was also a positive association between grit and participation in elite training environments. In terms of outcomes, players, who got trained in elite training environments during adolescence, were twice as likely to play elite football at the age of 21, while those who attended football specialisation schools were more likely to participate in non-elite football at the age of 21. Early specialisation was not associated with either adult participation outcome. This is one of the few studies to date addressing diverse antecedents and outcomes of sport specialisation factors. Understanding how sport specialisation practices relate to future skill acquisition and personal development can provide guidance for maximising the benefits of youth sport programming. Highlights Girls had less opportunity to participate in elite training environments and school football classes. Early specialisation was unrelated to elite football participation at the age of 21. Participation in youth elite training increased the likelihood of elite status as an adult. Need for closer examination of sport specialisation disparities for female players.

Predicting the survival benefit of liver transplantation in HBV-related acute-on-chronic liver failure: an observational cohort study

Liver transplantation (LT) is an effective therapy for acute-on-chronic liver failure (ACLF) but is limited by organ shortages. We aimed to identify an appropriate score for predicting the survival benefit of LT in HBV-related ACLF patients. Hospitalized patients with acute deterioration of HBV-related chronic liver disease (n=4577) from the Chinese Group on the Study of Severe Hepatitis B (COSSH) open cohort were enrolled to evaluate the performance of five commonly used scores for predicting the prognosis and transplant survival benefit. The survival benefit rate was calculated to reflect the extended rate of the expected lifetime with vs. without LT. In total, 368 HBV-ACLF patients received LT. They showed significantly higher 1-year survival than those on the waitlist in both the entire HBV-ACLF cohort (77.2%/52.3%, p<0.001) and the propensity score matching cohort (77.2%/27.6%, p<0.001). The area under the receiver operating characteristic curve (AUROC) showed that the COSSH-ACLF II score performed best (AUROC 0.849) at identifying the 1-year risk of death on the waitlist and best (AUROC 0.864) at predicting 1-year outcome post-LT (COSSH-ACLFs/CLIF-C ACLFs/MELDs/MELD-Nas: AUROC 0.835/0.825/0.796/0.781; all p<0.05). The C-indexes confirmed the high predictive value of COSSH-ACLF IIs. Survival benefit rate analyses showed that patients with COSSH-ACLF IIs 7-10 had a higher 1-year survival benefit rate from LT (39.2%-64.3%) than those with score <7 or >10. These results were prospectively validated. COSSH-ACLF IIs identified the risk of death on the waitlist and accurately predicted post-LT mortalityand survival benefit for HBV-ACLF. Patients with COSSH-ACLF IIs 7-10 derived a higher net survival benefit from LT. This study was supported by the National Natural Science Foundation of China (No. 81830073, No. 81771196) and the National Special Support Program for High-Level Personnel Recruitment (Ten-thousand Talents Program).

Observation of the Y(4230) and a new structure in * *Supported in part by National Key R&D Program of China (2020YFA0406300, 2020YFA0406400); National Natural Science Foundation of China (NSFC) under Contracts Nos. (11625523, 11635010, 11735014, 11822506, 11835012, 11935015, 11935016, 11935018, 11961141012, 12022510, 12025502, 12035009, 12035013, 12061131003); the Chinese Academy of Sciences (CAS) Large-Scale Scientific Facility Program; Joint Large-Scale Scientific Facility

The cross sections of at center-of-mass energies from 4.127 to 4.600 GeV are measured based on 15.6 fb data collected with the BESIII detector operating at the BEPCII storage ring. Two resonant structures are observed in the line shape of the cross sections. The mass and width of the first structure are measured to be () MeV and () MeV, respectively. They are consistent with those of the established . The second structure is observed for the first time with a statistical significance greater than 8σ, denoted as . Its mass and width are determined to be () MeV and () MeV, respectively. The first presented uncertainties are statistical and the second ones are systematic. The product of the electronic partial width with the decay branching fraction is reported.

EXPLORING ASSOCIATION BETWEEN HR INDEPENDENCE IN ORGANIZING EDUCATIONAL PROGRAMS AND THE AVAILABILITY OF EDUCATIONAL AND TALENT MANAGEMENT PROGRAMS IN THE COMPANIES FROM SERBIA AND THE REPUBLIC OF SRPSKA

The aim of the study is to examine the association between HR independence in organizing educational programs and the availability of educational and talent management programs in the company. This study was conducted with the aim of demonstrating the importance of giving higher responsibility and independence to HR managers, especially in the field of education and training where they are undoubtedly experts. More recent articles were used, drawing conclusions from global practices on the topics of Human resource management and HR practices, Talent management, Management education, Development and training of employees, Labor market, Soft skills and hard skills of employees, Work environment, Organisational leadership, Performance management, Compensation strategies, Employee engagement, Employee motivation, and Organisational psychology. The study is part of the CEDEF (Central European Development Forum) research project, where 43 HR representatives answered structured in-depth telephone interviews lasting 45 to 90 minutes. Hypotheses are tested with non-parametric tests: Mann-Whitney U test and Chi-square test. With higher HR independence in nominating candidates for educational programs and choosing the type of education, employees have greater chances for professional growth through different educational programs and more often have talent management programs. HR managers who have greater independence in choosing the type of educational programs, more often organize soft skill courses. In the future, we envisage a study that would encompass the availability of educational and talent management programs abroad.

Psychosocial work environment and health when entering or leaving a managerial position.

Recruiting and retaining managers has become increasingly difficult in recent years, primarily because of a pressured work situation. A better understanding of managers' work situation is required, and of the support they need. The purpose of the study is to increase the understanding of managers' psychosocial work environment and health by investigating individuals as they enter or leave a managerial position. Longitudinal questionnaire data from 1971 individuals distributed across four groups were used: individuals who 1) entered or 2) left a managerial position between measuring points, and those who remained employed as 3) managers or 4) non-managers at both measuring points. Demands increased between the measuring points for those who entered a managerial position. Their resources and health were, however, rated higher than non-managers already before the transition. Demands decreased for those who left a managerial position, while their resources remained higher than non-managers. Health did not change by changing position. This study contributes to knowledge of what happens when someone enters or leaves a managerial position and increases the understanding of differences between managers and non-managers. Organizations should develop supportive strategies through talent management programs to help build resources in employees and future managers. Support should also aim to reduce the increased level of demands in newly hired managers.

Research on The Cultivation of Outstanding Talents in Key Disciplines of Business Administration

According to the school's goal of cultivating applied talents, the discipline of business administration is a school-level key discipline construction project of Cunjin College, Guangdong Ocean University. Talent training programs need to focus on cultivating outstanding applied talents with a broad disciplinary foundation, strong disciplinary professional skills, good humanistic quality, and innovative ability. The construction goals of the excellent talent training project are clear, the measures are appropriate, and the construction of teachers and talents is fruitful.

From Junior to Elite in Soccer: Exploring the Relative Age Effect and Talent Selection in Spanish Youth National Teams.

The implications of relative age grouping in sport are known as the Relative Age Effect (RAE). This study has the twofold purpose of analyzing RAE in Spanish youth national soccer teams and examining the prediction value of being selected for national youth teams to be a professional. The sample was composed of 548 players divided into five groups. A descriptive analysis of distribution and participation, frequencies, mean and standard deviation, crosstabs, Sankey charts, coefficient correlation and Cohen’s effect size criteria and two regression analyses were performed. Results established that the RAE is present in U’17 to U’21 Spanish youth national teams. Talent detection and selection programs are more reliable the closer they are to adulthood, reaching a success rate of almost 100% at the U’21 stage. The selection of players for such programs should be delayed as much as possible, thus, preventing younger players from dropping out and those selected from thinking they have already reached their goal. To this end, they should focus on long-term improvement, not short-term performance. In addition, factors such as the RAE or the maturity level of the athletes should be monitored.

Critical curve for a two-species chemotaxis model with two chemicals in * *Supported by National Natural Science Foundation of China (12171218), LiaoNing Revitalization Talents Program (XLYC2007022) and Key Project of Education Department of Liaoning Province (LJKZ0083).

This paper deals with a two-species chemotaxis model with two chemicals in . In our previous work (2019 Nonlinearity 32 4762–78), the critical mass was obtained that the solutions exist globally if m 1 m 2 − 4π(m 1 + m 2) < 0, and the finite time blow-up of solutions may occur if m 1 m 2 − 4π(m 1 + m 2) > 0, where m 1 and m 2 describe the initial mass of the two species, respectively. In the present paper we furthermore determine that the critical situation belongs to the global existence case, namely, the system admits global solutions if m 1 m 2 − 4π(m 1 + m 2) = 0. To apply the key logarithmic Hardy–Littlewood–Sobolev inequality of vector form for the critical case, we should establish a positive lower bound for L 1-norms of the two species in exterior domains uniformly for t > 0.

Quid pro quo? The future for graduate development programmes through the lens of talent management

The value of graduate development programmes (GDPs) from a talent management (TM) perspective is unknown. The contemporary TM literature focuses primarily on talent programmes for existing employees whereas less attention has been placed on externally recruited talent pools, in particular graduates. Attracting graduate talent is a priority for many organisations, as evidenced by the amount of investment contributed to this activity, but research on the employer’s intended outcomes and expectations of participants in GDPs seems to lack coherence. To bridge this gap, this paper aims to develop a conceptual model to explicate the nature and process of GDP, using TM and the wider career literature. The model helps in our understanding of what contextual factors are important and how these factors influence policy and practice to GDPs. We also explore the value of GDPs based on the psychological contract perspective in a contemporary career system. To achieve these aims, the paper investigates how the design and agenda of GDPs may be reframed by analysing several literatures including talent pool segmentation, identity, psychological contract theory and career management. We also expand the existing TM literature by exploring the factors that directly impact the outcomes of GDPs and set future research agenda.

The perils of hospitality internship: a growth curve approach to job motivation change

PurposeWhy would a hospitality or tourism enterprise’s talent program backfire to demotivate interns from engaging in their jobs? This study aim to synthesize theoretical strands from the self-determination theory, person–environment fit theory and conservation of resources theory to investigate the predictors of perceived person–job fit and how such a fit causes changes in interns’ job motivation over time.Design/methodology/approachA four-wave longitudinal study was conducted. The four waves of data obtained from over 251 interns in China were analyzed using latent growth curve modeling.FindingsThe findings demonstrate that abusive co-worker treatment moderated the impact of perceived negative social status and perceived overqualification on perceived person–job fit. Moreover, perceived person–job fit is a significant predictor of the initial level of job motivation and flattens the decrease in job motivation over time. These findings demonstrate that interns’ job motivation generally decreased over time, and perceived person–job fit may help dampen the change trajectory of job motivation.Practical implicationsThis study contributes to the practice of education and organizations in hospitality and tourism management by advocating for better interventions to improve interns’ work experience and motivations. Also, organizations can create team-building opportunities and promote teamwork that contributes to the formation of cohesive relationships and improve personal bonding.Originality/valueThis longitudinal inquiry conducted in China underscores the perils of hospitality/tourism internship by synthesizing a framework based on the theoretical strands germane to person–environment fit, resource conservation and self-determination. It uncovers the dark side of internship – not only due to mismanaged internship experience, but also because it could backfire to create a demotivational spiral that may ultimately drive potential talents away from hospitality/tourism organizations and industry.

Artificial intelligence performance in image-based ovarian cancer identification: A systematic review and meta-analysis.

SummaryBackgroundAccurate identification of ovarian cancer (OC) is of paramount importance in clinical treatment success. Artificial intelligence (AI) is a potentially reliable assistant for the medical imaging recognition. We systematically review articles on the diagnostic performance of AI in OC from medical imaging for the first time.MethodsThe Medline, Embase, IEEE, PubMed, Web of Science, and the Cochrane library databases were searched for related studies published until August 1, 2022. Inclusion criteria were studies that developed or used AI algorithms in the diagnosis of OC from medical images. The binary diagnostic accuracy data were extracted to derive the outcomes of interest: sensitivity (SE), specificity (SP), and Area Under the Curve (AUC). The study was registered with the PROSPERO, CRD42022324611.FindingsThirty-four eligible studies were identified, of which twenty-eight studies were included in the meta-analysis with a pooled SE of 88% (95%CI: 85–90%), SP of 85% (82–88%), and AUC of 0.93 (0.91–0.95). Analysis for different algorithms revealed a pooled SE of 89% (85–92%) and SP of 88% (82–92%) for machine learning; and a pooled SE of 88% (84–91%) and SP of 84% (80–87%) for deep learning. Acceptable diagnostic performance was demonstrated in subgroup analyses stratified by imaging modalities (Ultrasound, Magnetic Resonance Imaging, or Computed Tomography), sample size (≤300 or >300), AI algorithms versus clinicians, year of publication (before or after 2020), geographical distribution (Asia or non Asia), and the different risk of bias levels (≥3 domain low risk or < 3 domain low risk).InterpretationAI algorithms exhibited favorable performance for the diagnosis of OC through medical imaging. More rigorous reporting standards that address specific challenges of AI research could improve future studies.FundingThis work was supported by the Natural Science Foundation of China (No. 82073647 to Q-JW and No. 82103914 to T-TG), LiaoNing Revitalization Talents Program (No. XLYC1907102 to Q-JW), and 345 Talent Project of Shengjing Hospital of China Medical University (No. M0268 to Q-JW and No. M0952 to T-TG).

Special issue “optical communications, sensing, and laser applications”

Special issue “optical communications, sensing, and laser applications”

Talent Management: A Case Study of Namibia’s Directorate of Civil Aviation (DCA) in Securing Talent for Aviation Safety

This study presents a deductive case study of the initiatives undertaken by the Directorate of Civil Aviation (DCA) of Namibia over the period 2008 to 2014 in securing talent for aviation safety. The aim of the research is to analyse this talent management programme from the perspective of the literature on talent management, with a focus on strategic positions in organisations. The results of the study describe and analyse the talent management activities that were adopted. Some of the findings of the study were in line with this strategic positions approach to talent management, while this theoretical perspective also identified a number of shortcomings of the programme. However, certain challenges that were encountered in carrying out the talent management programme could not be addressed from this perspective, thereby exposing the limits of this approach to talent management in an emerging economy like Namibia. Recommendations are made for practice and further research, including organisations like the DCA taking responsibility for developing talent beyond organisational boundaries.

Development Of A Systematic, Accountable And Inclusive Mechanism Through Talent Management In Preparing Future Leaders

The Bureaucratic performance is generally characterized by the low quality of public services. Talent management is a mechanism in order to attract, motivate and retain qualified leaders. Therefore, this study aims to analyze the development of talent management in order to prepare future leaders. Talent management is the result of a paradigm shift in human resource management. Experts divide the definition of talent management into two spectrums, namely exclusive and inclusive. Both definitions aim to increase the organization's opportunities in order to increase the achievement of its objectives. The success of implementing talent management in various countries and the private sector has encouraged the Indonesian government to adopt talent management as part of the bureaucratic reform agenda. This study showed that the implementation of talent management requireed 3 values including: 1) A transparent process is one of the keys to the successful implementation of talent management in public institutions; 2) Several methods that can be used are assessment center, 9 talent boxes and development program; and 3) the talent management implementation process requires commitment from all elements of the institution. In addition, the development of talent management is formed in several stages. 1) Establishment of regulations to support the development of talent management; 2) Establishment of an Assessment Center as a center for assessing the competence of prospective leaders; 3) Reorientation of the preparation of position competencies through the Assessment Center; 4) Talent management development; 5) Integration of talent management programs with education and training through the utilization of the talent pool; 6) Establishment of a Corporate University as part of the commitment to the talent development program in the talent pool.

Immunogenicity and safety of an enterovirus 71 vaccine in children aged 36-71 months: A double-blind, randomised, similar vaccine-controlled, non-inferiority phase III trial.

SummaryBackgroundThe enterovirus 71 (EV71) vaccine produced by Wuhan Institute of Biological Products Co., Ltd. (WIBP) (B-EV71) has been given to children aged 6-35 months, and it has shown good safety, immunogenicity and efficacy. However, the administration of EV71 vaccine in children aged 36-71 months, which is another target population, needs further exploration.MethodsWe conducted a double-blind, randomised, controlled, non-inferiority phase III clinical trial in children aged 36-71 months, with a further comparison group of children aged 6-35 months in China. Children aged 6-71 months with no history of hand, foot and mouth disease or prior-vaccination of EV71 vaccine were eligible and recruited. Eligible participants aged 36-71 months were randomly assigned (1:1) to receive two doses of the B-EV71 vaccine (Older-B group) or the control EV71 vaccine (C-EV71 vaccine, produced by Institute of Medical Biology, Chinese Academy of Medical Sciences) (Older-C group), administered at a 30-day interval. Eligible participants aged 6-35 months were enrolled consecutively to receive two doses of the B-EV71 vaccine (Younger-B group) at a 30-day interval. Participants, investigators and those assessing outcomes were masked to the vaccine received. Non-inferiority analyses were conducted to compare the immunogenicity of EV71 vaccine in the Older-B group with that in the Older-C and Younger-B groups. Non-inferiority margins were 10% for seroconversion rate differences and 0.5 for geometric mean titre (GMT) ratios. The primary endpoints were the GMT level and seroconversion rate of anti-EV71 neutralising antibody 30 days after the second dose of vaccination. The primary analysis was performed in the per-protocol population. Safety analyses were conducted amongst participants receiving at least one dose of vaccine. This trial was registered at Chinadrugtrials.org.cn (#CTR20192345).FindingsBetween June 3 and June 30, 2020, 1600 participants were enrolled and assigned, including 625 participants in the Older-B group, 625 participants in the Older-C group and 350 participants in the Younger-B group. The seroconversion rate of anti-EV71 neutralising antibody in the Older-B group (99.66%; 95% CI: 99.18%–100.00%) was non-inferior to that of the Older-C (99.32%; 95% CI: 98.65%–99.98%) and Younger-B groups (100.00%; 95% CI: 100.00%–100.00%). The differences in seroconversion rates in the Older-B group to those in the Older-C and Younger-B groups were 0.34% (95%CI: -2.17%–2.86%) and -0.34% (95%CI: -2.78%–2.09%). The GMT of the anti-EV71 neutralising antibody in the Older-B group (693.87) was also non-inferior to that in the Older-C (289.37) and Younger-B groups (634.80). The ratios of GMTs in the Older-B group to those in the Older-C and Younger-B groups were 2.67 (95%CI: 2.00–3.00) and 1.00 (95%CI: 0.75–1.00), respectively. The incidence of any adverse event (AE) related to vaccination was similar amongst the three groups (34/625 [5.44%] in the Older-B group, 32/623 [5.14%] in the Older-C group, and 26/349 [7.45%] in the Younger-B group), with only 2 (0.57%) participants having grade 3 AEs in the Younger-B group. Fifteen (0.94%) participants from these three groups had reported serious AEs (SAEs), all of which were unrelated to vaccines.InterpretationEV71 vaccine produced by WIBP could extend to be administered to children aged 36-71 months against EV71 infection. However, the persistence of vaccine-induced immunities needs to be further investigated.FundingHubei Province's young medical talent program (20191229), Hubei Province's young talent program (2021), Hubei Province's young public health talent program (2021); and the Wuhan Institute of Biological Products Co., Ltd.

Final bound-state formation effect on dark matter annihilation * *Supported in part by the One Hundred Talent Program of Sun Yat-sen University, China

If two annihilation products of dark matter (DM) particles are non-relativistic and couple to a light force mediator, their plane wave functions are modified due to multiple exchanges of the force mediator. This gives rise to the final state Sommerfeld (FSS) effect. It is also possible that the final state particles form a bound state. Both the FSS effect and final bound-state (FBS) effect need to be considered in the calculation of the DM relic abundance. The annihilation products can be non-relativistic if their masses are comparable to those of the annihilating DM particles. We study the FSS and FBS effects in the mass-degenerate region using two specific models. Both models serve to illustrate different partial-wave contributions in the calculations of the FSS and FBS effects. We find that the FBS effect can be comparable to the FSS effect when the annihilation products couple strongly with a light force mediator. Those effects significantly modify the DM relic abundance.

Local Weak Hydrogen Bonds Significantly Enhance CO 2 Electroreduction Performances of a Metal–Organic Framework

Local Weak Hydrogen Bonds Significantly Enhance CO ₂ Electroreduction Performances of a Metal–Organic Framework

Decompression alone or decompression and fusion in degenerative lumbar spondylolisthesis.

SummaryBackgroundClinically, there are substantive practice variations in surgical management of degenerative lumbar spondylolisthesis. We aimed at evaluating whether decompression alone outcomes for patients with degenerative lumbar spondylolisthesis are comparable to those of decompression with fusion.MethodsIn this meta-analysis, the Embase, PubMed, and Cochrane Library databases were searched from inception to February 16th, 2022. Randomised controlled trials (RCTs) and cohort studies comparing decompression alone with decompression and fusion for patients with degenerative lumbar spondylolisthesis were included in this study. There were no language limitations. Odds ratio (OR), mean difference (MD) and 95% confidence interval (CI) were used to report results in the random-effects model. Main outcomes included Oswestry disability index (ODI), pain, clinical satisfaction, complication and reoperation rates. The study protocol was published in PROSPERO (CRD42022310645).FindingsThirty-three studies (6 RCTs and 27 cohort studies) involving 94 953 participants were included. Differences in post-operative ODI between decompression alone and decompression with fusion were not significant. A small difference for back (MD, 0.13; [95% CI, 0.08 to 0.18]; I2:0.00%) and leg pain (MD, 0.30; [95% CI, 0.09 to 0.51]; I2:48.35%) was observed on the 3rd post-operative month. The results did not reveal significant differences in leg pain and back pain between decompression alone and fusion groups on the 6th, 12th, and 24th post-operative months. Difference in clinical satisfaction between decompression alone and decompression with fusion were not significant from RCTs (OR, 0.26; [95% CI, 0.03 to 1.92]; I2:83.27%). Complications (OR, 1.54; [95% CI, 1.16 to 2.05]; I2:48.88%), operation time (MD, 83.39; [95% CI, 55.93 to 110.85]; I2:98.75%), intra-operative blood loss (MD, 264.58; [95% CI, 174.99 to 354.16]; I2:95.61%) and length of hospital stay (MD, 2.85; [95% CI, 1.60 to 4.10]; I2:99.49%) were higher with fusion.InterpretationClinical effectiveness of decompression alone was comparable to that of decompression with fusion for degenerative lumbar spondylolisthesis. Decompression alone is recommended for patients with degenerative lumbar spondylolisthesis.FundingThis work was supported by grants from the National Natural Science Foundation of China (No. 81871818), Tangdu Hospital Seed Talent Program (Fei-Long Wei), Natural Science Basic Research Plan in Shaanxi Province of China (No.2019JM-265) and Social Talent Fund of Tangdu Hospital (No.2021SHRC034).

Muon anomalous magnetic dipole moment in the μ νSSM * *Supported by the National Natural Science Foundation of China (11705045, 11535002, 12075074), the Natural Science Foundation for Distinguished Young Scholars of Hebei Province (A2022201017), the Natural Science Foundation of Guangxi Autonomous Region (2022GXNSFDA035068), the youth top-notch talent support program of the Hebei Province, and Midwest Universities Comprehensive Strength Promotion project

Recently, the Muon g-2 experiment at Fermilab measured the muon anomalous magnetic dipole moment (MDM), , and reported that the new experimental average increases the difference between the experiment and the standard model (SM) prediction to 4.2σ. In this work, we reanalyze the muon anomalous MDM at the two-loop level in the μ from the ν Supersymmetric Standard Model ( SSM) combined with the updated experimental average. The SSM can explain the current difference between the experimental measurement and the SM theoretical prediction for the muon anomalous MDM, constrained by the 125 GeV Higgs boson mass and decays, the rare decay , and so on. We also investigate the anomalous MDM of the electron and tau lepton, and , at the two-loop level in the SSM. In addition, the decaying of the 125 GeV Higgs boson into a pair of charged leptons in the SSM is analyzed.