Competition For Talent Research Articles

Crafting innovation hubs: Future cities and global challenges

Governments around the world have instrumentalised the idea of cities as innovation hubs in the drive for economic competitiveness and governance of anticipated futures. Producers of global indicators have identified cities as key actors in the global competition for talent – a race for human capital taking place against rapid technological changes, and political and social disruptions. In this article, we examine the rise of global cities as innovation hubs and its role in tackling global challenges. Using qualitative content analysis and conceptual analysis of strategies from rival cities in Europe (Amsterdam vs Copenhagen) and Asia (Singapore vs Hong Kong), we unpack how future cities are articulated and constructed in the nexus of migration and knowledge policy. We find that global indicators are actively used to produce more ‘robust futures’ that shape policymaking and strategies of cities while delimiting alternatives and potential ‘creative future visions’ in addressing global challenges.

Audit partner identification, matching, and the labor market for audit talent

AbstractConventional wisdom suggests that audit engagement partner name disclosure benefits investors by informing them about the partners' performance. However, such public disclosure of the identity of the audit partners may also intensify competition for audit talent in the labor market. To examine the economic consequences of audit partner identification, we build a two‐period model in which an audit firm matches partners to clients. The audit partner identification broadens a partner's outside options in the labor market, making talent retention more costly. If the talent‐retention cost is substantial, audit partner identification may cause an audit firm to adjust its partners' compensation packages and mismatch the partners and clients, which may lead to lower audit quality. Overall, we identify unintended consequences of audit partner identification by examining its impact on the audit labor market, and we provide economic reasons for the mixed empirical findings.

A Study of the Moderating Mediation Model of Pay Equity on Job Performance

With the development of the commercial economy, the continuous intensification of market competition, the continuous transparency of marketing methods, so that the development of enterprises cannot be limited to market competition, more and more enterprises pay attention to the competition of talents, so enterprises will pay more attention to the management of human resources, salary management is an important part of human resources, while salary management is also one of the core elements of enterprise management talents and talent absorption. However, because salary management is the most difficult to grasp in human resources, it is also the sector that needs to be repeatedly demonstrated and studied, in the development of enterprises, there are many enterprises do not have a complete salary system, resulting in management chaos and unclear incentive means, and when implemented at the grassroots level, because the implementation of grassroots managers is not in place, the fairness of salary is not fully displayed, resulting in employees dissatisfied with the salary system, and the development of enterprises has also been affected a lot. This situation has attracted the attention of many experts and scholars, who have begun to do more research and exploration on pay equity. A total of 400 valid survey questionnaires were sent out in this survey, a total of 238 valid survey questionnaires were returned, and finally screened, a total of 200 valid research questionnaires were selected, and the overall validity of the questionnaire exceeded 84%. Background variables include gender, age, education, etc. Through research, the authors found that employees' emotional intelligence has a mediating role between perceived pay equity and job performance, and this paper concludes that employees need to further strengthen their emotional intelligence, the higher the emotional intelligence of employees, the more flexible they will be when dealing with conflicts between employees in the organization, which is conducive to the formation of good employee relationships and the improvement of employee cohesion perception.

THE IMPACT OF INTELLECTUAL MIGRATION ON THE COUNTRY`S INNOVATIVE DEVELOPMENT

In the scientific article, the author investigated the approaches of domestic and foreign scientists to the definition of "intellectual migration" and its impact on the innovative development of the country. The author analysed the dynamics and structure of the number of issued first employment permits for migrants from Ukraine in the countries of the European Union. The share of first permits for intellectual migrants from Ukraine (EU Blue Card, highly qualified workers and researchers) on average for 27 EU countries was 0.25% in 2021. The structural analysis in the regional section made it possible to assert the priority of employment of highly educated Ukrainians in 2021 in such EU countries as Cyprus, the Netherlands, Austria, and Luxembourg. In order to analyse trends in intellectual migration in Ukraine, the author used the indicators "Brain gain" and "Brain retention" in The Global Talent Competitiveness Index, "Human Flight and Brain Drain" in The Fragile States Index. The value of the indicators and their dynamic analysis made it possible to position Ukraine as a donor country of intellectual migrants for other countries. The author investigated the relationship between indicators of intellectual migration and innovative development of the country, the basic indicator of which is The Global Innovation Index. The obtained values of pairwise correlation coefficients demonstrate a close relationship between intellectual migration and innovative development of the country, as the calculated values exceed |0.7|. The obtained results proved the negative effect of the departure of highly qualified persons abroad on the innovative capacity of the native country (-0.838) and the positive effect of the arrival of intellectual migrants to the country of destination (0.731). In order to detail the relationship, the author developed an economic-mathematical model of the form y=-4.5662х+60.153, which proves that with the increase in the value of the indicator "Human Flight and Brain Drain" in The Global Talent Competitiveness Index, the value of the Global Innovation Index decreases.

Innovation ecosystems and national talent competitiveness: A country-based comparison using fsQCA

Talent is a key resource for national development, and talent competitiveness has become a crucial indicator to measure the development of countries and regions. This study explores the causal and complex mechanisms of innovation ecosystems driving talent competitiveness. It integrates the four elements (enterprises, governments, universities, and R&D institutions) of innovation ecosystems and adopts a group-based perspective combined with necessary condition analysis and the fuzzy set qualitative comparative analysis, using a sample of 33 countries. It was found that (1) e-government efficiency is a necessary condition for high talent competitiveness, and the information and communication infrastructure provided by e-government plays a general role in generating high talent competitiveness; (2) there are three types of innovation ecosystems that generate high talent competitiveness: business investment-driven, e-government-led, and R&D-driven; and (3) there are four types of innovation ecosystems that generate low talent competitiveness, and an asymmetric relationship exists with innovation ecosystems that generate high talent competitiveness.

Employer Branding: A Critical Review and Future Research

In the last two and half decades, employer branding as a discipline has grown significantly in terms of literature, events and awards. Also, according to various surveys and reports, employer branding has consistently appeared as one of the top human resource/talent trends in the last 5 years. The relationship between employer and employee has observed a paradigm shift in a dynamic and competitive talent market, and the standardised employee value proposition is longer valued. Increased use of social media, multiple communication platforms and the proliferation of third-party employer branding (TPEB) have posed new challenges for communicating an organisation’s employer brand. This article reviews significant literature to identify key emerging research themes and propose future research questions. Also, we make critical comments on the improper use of employer branding terminology and academic and practice silos.

EXPLORING LEARNING NEEDS OF GIFTED EFL HIGH SCHOOL STUDENTS IN VIETNAM: TEACHERS’ AND STUDENTS’ PERCEPTIONS

Gifted students are often characterized as those who demonstrate distinctive characteristics, both intellectually and emotionally. Thus, they may have learning needs that are distinctive from non-gifted ones. Failure to meet the needs of these learners may lead to their low motivation, low attention, and consequently low achievement in their learning processes. Although gifted education in Vietnam has got a relatively long history, gifted English as a Foreign Language (EFL) remained somewhat under-researched and poorly understood. Studies that focus on learning needs of gifted EFL students in Vietnam are almost undetectable. This study thus aimed at discovering learners’ and teachers’ perceptions of gifted EFL students’ learning needs. Data were collected through questionnaires and interviews with 137 gifted EFL students and five English teachers working with these students. Findings from the study suggest that: (1) among 7 key components of English language, oral skills including speaking, listening and pronunciation were perceived as most important, meanwhile output skills namely speaking and writing appeared to be most challenging; (2) teaching activities that focus on oral skills and self-directed learning (i.e., presentation, debate, discussion, self-study, projects, etc.) are considered most effective and engaging to this group of students; (3) students’ commitment to study was generally high but motivation for advanced English lessons and National Talent Competitions, was not as high as expected. These findings contributed to the limited literature on gifted students, particularly gifted EFL students in Vietnamese context, highlighted the need to reconsider the goals and missions of gifted education in Vietnam, and had important implications for curriculum and instructional design for this unique group of learners.

Exploration on Building a Part-Time Job Platform for College Students: Taking Xi’an Medical College as An Example

With the rapid development of the economy and the continuous progress of society, the competition for talents is becoming more and more intense, and the employment pressure of college students is increasing sharply. More and more college students are choosing to do part-time jobs while studying to improve their communication and hands-on skills and lay a solid foundation for future employment. However, due to the people with malicious intents, the part-time job market has become a mess, and cheating, skimming, trafficking have occurred from time to time, which are a great threat to the students’ safety. Besides, the enthusiasm of college students towards their part-time jobs will also be affected. This article is based on the innovation and entrepreneurship project, “Blueberry Part-time Job,” for college students at Xi’an Medical University, which provides a reference for the regularization of part-time jobs for college students and the construction of a part-time job platform for college students.

Working from home or back to the office? - The impact of the recent turbulence on office work

THE AIMS OF THE PAPER Previous studies have shown that office spaces are priority areas for research. The shocks of recent years, such as the pandemic, have radically changed the lives of office workers in particular, so researchers consider research related to office spaces increasingly relevant. This research aims to present a systematic literature review (SLR) on the relationship between turbulent times working from home (WFH) during the pandemic and outline the possibility of WFH during the pandemic and that the workers will continue to work in the home office. METHODOLOGY The study uses the method of systematic literature review to achieve the research goal. The process provides an opportunity to transparently collect empirical studies on the given research question. The research took place between 2021-2022, with 54 relevant literature items being included for processing. MOST IMPORTANT RESULTS Our results showed that working from home was and remained an industry-specific option. The competition for talent has intensified in recent years. Employers can get the most out of them, reconstruct their operations and determine what can be monitored remotely. Our results also show that the time, energy and cost of commuting to work are the second most influential motivational factors. In this way, the costs of the employers can also be reduced since they can optimize their office space in connection with the new work organization, thereby reducing their rent and overhead costs. RECOMMENDATIONS The literature review outlined that by adapting and rethinking the experiences during the pandemic, many organizations can organize their work processes more efficiently in the future in accordance with health regulations. Thanks to the shift towards a knowledge-based economy and the spread of Industry 4.0, remote work can be one of the decisive tools for curbing climate change. Acknowledgement: The research project is conducted within the Biomedical Engineering Project of the Thematic Excellence Programme framework. An application for ethical approval for the research methods used in the research "Parameterised comfort in physical spaces" was submitted to the Scientific and Research Ethics Committee of the Health Sciences Council, which granted ethical approval.

Global indicators and AI policy: Metrics, policy scripts, and narratives

AbstractArtificial intelligence (AI) has become a global policy issue that is actively governed by international actors producing governance indicators. This article argues that despite the arguments about disruptions to governance and policy due to AI, the global rankings increasingly constitute a strong path dependence on AI policy, leading to conformity with existing policies and institutional practices of economic competitiveness. By analyzing the composition and data sources of global indices in competitiveness, innovation, human capital, and artificial intelligence, I will show how the global rankings now evolve by sharing data and concepts. Consequently, these metrics and related policy scripts promote the seeming continuity of current activities of global competitiveness. AI is discussed as a “revolution” but framed as a matter of “competitiveness,” “openness,” and “talent competition,” implying standard perceptions of economic competitiveness and innovation. There is also a narrative element in the policy script, as the future policies on AI are promoted with references to history that also project the past into the future. My article concludes that while path‐dependent policy indicators and related future narratives give a sense of orientation, they are problematic as they portray a seeming continuity of activities in times of disruptions, delimiting policy alternatives such as AI ethics.

Intelligent recommendation method of an exercise program based on physical health data of college students

ABSTRACT The development of society is greatly influenced by the physical strength of its individuals. As heirs of social construction, college students play a crucial role in national progress, and their physical health is an essential component of their well-being. However, the increasing competition for talent in today’s rapidly advancing world has led to significant pressure on college students in various aspects of their lives. Despite the importance of physical exercise, students often lack the time and knowledge to engage in appropriate exercise programs that suit their individual needs. To address this issue, this paper proposes an improved K-means algorithm for the classification of college students’ physical health data. The traditional K-means algorithm is known to be sensitive to noisy data, and thus, we introduce a variance-like weighting mechanism to improve its clustering accuracy. Our experimental results demonstrate that this algorithm can quickly and accurately cluster physical health data to provide a classification of each student’s physical fitness. By using the physical classification of each student, we can recommend more suitable exercise programs to prioritize physical health management. This study highlights the significance of physical health in college students and encourages education departments to improve the efficiency of physical health management.

An Analysis of How Formative Assessment Affects the Assessment Methods of Chinese High School Education--Taking the Internal Assessment in IBDP as an Example

In a society with competition for talents and knowledge, Looking at Chinese current education, students have been in a state of test-oriented education for a long time. There is no doubt that the assessment of students is mostly based on final test scores, namely gaokao. Such assessment methods seriously hamper the innovative spirit and ability of students. In order to solve this contradiction, quality education must be implemented in an all-round way, and student assessment plays a role in guiding the development of value orientation suitable for social development in this process. As a long-standing assessment method in China, the college entrance examination naturally has the advantages of high reliability, high validity, and high efficiency. However, the shortcoming of being scored-based is obvious as well. This paper focuses on the literature-based method by collecting and analyzing various existing literature on the subject and selecting information from it for the purpose of the study. In this study, the beneficial impact of formative assessment on educational development is expounded through the characteristic internal assessment method in the International Baccalaureate Diploma Program (IBDP). Combined with the actual situation in China, it analyzes the feasible methods of formative assessment in China such as diverse formative assessment in different subjects and the problems it may face, such as the large population base and the shortage of education funds.

Comparative Research of Foreign Language Teaching of Primary and Secondary Schools in China and Russia

The world today is undergoing a period of fast development and big changes, with the emergence of a more and more multi-polarization world and the in-depth development of economic globalization, the rapid advancement of science and technology, and the increasingly fierce competition for talents. Therefore, all countries in the world regard creating a world-first-class education system and enhancing their competitiveness in education as their strategic goals. Among that, foreign language education is especially important as the basis for building a bridge of communication between countries in the era of globalization. China and Russia have always maintained close cooperation in the fields of politics, economy, culture, and education. The two countries are always communicating and learning from each other. This article focuses on foreign language teaching in primary and secondary schools in China and Russia. By analyzing important documents, teaching materials, and teaching methods in the field of foreign language education in China and Russia since the beginning of the 21st century, it compares and summarizes the similarities and differences, advantages and disadvantages of foreign language teaching in the two countries. The results show that the fertility of foreign language course settings and the literature-oriented learning material promote foreign language teaching in Russia. This helps provide some experiences for future policy designers, textbook writers, and teachers in primary and secondary schools' foreign language teaching fields in other countries.

A Comparative Analysis of Influencing Factors and Countermeasures of Gender Inequality in Higher Education: Based on The Comparison of Mainland China and Hong Kong, China

The increase in popularity of higher education has improved the talent competitiveness of China on the global stage and highlighted the function of higher education in fostering social prosperity and development. But, as higher education has continued to advance, other issues have surfaced. Although enrollment chances have risen, there is still inequity in the distribution of opportunities, particularly across genders. The gender disparity in the growth of Chinese higher education is therefore examined and discussed in this article. The analysis and comparison approach is used to explain the causes and solutions to gender inequality in Hong Kong and Mainland China's higher education stages. It is discovered that there are gender bias-causing similarities and differences between Hong Kong and Mainland China. The study's findings are that traditional Chinese beliefs have an impact on gender inequality in higher education in Hong Kong and Mainland China. In several professions and textbooks in Hong Kong, there are very serious gender stereotypes, whereas, in Mainland China, gender inequality is greatly influenced by the urban-rural divide. The remedies for gender disparity examined in this research have a mitigating impact but do not actually solve the issue. China should establish policies in the future that are better suited to its own national circumstances and guarantee that the policies are implemented effectively.

Interventions to Improve the Candidate Experience of Structured Videoconference Interviews

Intense competition for talent has led to increased organizational focus on improving how applicants perceive and respond to selection tools. Because of the recent increased use of technology in selection, we tested whether modifying aspects of videoconference interviews could improve applicant reactions. We tested two interventions—structured rapport building and question provision—with 205 applicants applying for a research assistant position. Applicants were randomly assigned to either an experimental condition (rapport or question provision) or the control condition and participated in a structured videoconference interview, followed by a survey. Structured rapport building had no significant effect on applicant reactions. However, question provision improved applicants’ perceptions of overall fairness and chance to perform—but not their reported anxiety, relative to the control condition. Question provision appears to be a simple and cost-effective intervention that could be used in a structured videoconference interview context to help to improve the applicant reactions.

Understanding the Housing Pathways and Migration Plans of Young Talents in Metropolises–A Case Study of Shenzhen

ABSTRACT In the context of skyrocketing house prices and fierce competition for talents between cities, this study explores the housing pathways of young talents and their future migration plans in Shenzhen, China. Using the housing pathways approach and Bourdieu’s theory of practice with three concepts, this study uncovers how structural factors and the often-overlooked agency factors together influence the formation of different housing pathways. Drawing on 18 semi-structured interviews with young talents, four different housing pathways were identified: staying at parents’ home, private renting to owning, talented renting, and progressive private renting. We found that the interaction of habitus and different forms of capital shapes different housing pathways. In addition, young talents following different housing pathways have various future migration plans. This paper sheds new light on the use of the housing pathways approach and Bourdieu’s theory of practice in providing a nuanced understanding of housing and migration behaviour.

The Use of Peer Groups in Setting Director Compensation: Competition for Talent Versus Self-Serving Behavior

AbstractRecent Delaware Chancery Court decisions that boards are self-interested in setting director compensation have focused scrutiny on the pay-setting process used by corporations. We examine the effect of peer benchmarking on director compensation decisions. Director pay relates positively to peer director pay, and firms paying their directors highly are selected as peers. Moreover, firm performance and board advising performance are positively related to the talent component and are generally unrelated to the self-serving component of the peer pay effect. The evidence indicates that firms use peer benchmarking to justify high compensation mainly to attract talented directors to enhance board quality.

Research on the Generating Mechanism of Urban Talent Competitiveness Based QCA Method: A Configurational Analysis of 24 Chinese Cities

Talent competition is the core of urban competition; urban development needs strong talent competitiveness. This study applies configuration thinking and the QCA method through the integration of six influencing conditions, namely talent scale, talent structure, talent innovation, talent development, talent efficiency and talent living, it selects 24 Chinese cities as research cases, explores the generation mechanism of urban talent competitiveness. The results demonstrate that: (1) Talent scale, talent innovation, talent development and talent living are the key conditions for generating urban talent competitiveness; (2) The quality improvement mode, innovation leading mode and resource competitive mode are the main modes of generating urban talent competitiveness; the resource competitive mode is the most common combination of strategies for generating urban talent competitiveness; (3) Talent development and talent living have a substitution relationship in the process of generating urban talent competitiveness; (4) The configuration that hinders the generation of competitiveness and promotes the generation of competitiveness is asymmetric.

‘I’m not a 10-year-old girl anymore’: The voices, identities and careers of Got Talent’s mismatched girls

This article explores the stereotype of the ‘tiny girl with the big voice’ and discusses three singers, Jackie Evancho, Hollie Steel and Connie Talbot, who competed in televised talent competitions America’s Got Talent and Britain’s Got Talent at aged 10 or under during the early 2010s. Today, as adults in their twenties, the three women continue to pursue singing careers, navigating the public scrutiny that inevitably follows female child stars as they grow up. The first half of this article explores how the talent competitions framed the apparent incongruence between the young girls’ voices and bodies and their dehumanizing objectification in the press as ‘singing angels’ or ‘freaks’. Adapting a term from Jennifer Fleeger, the article describes these singers as ‘mismatched girls’. The second half of the article examines recent transformative moments in the adult lives of Evancho, Steel and Talbot that demonstrate how the women have used musical performances and social media to reimagine the relationship between their voices, bodies and identities. Managing their own careers and star texts as adults today, they transcend the ‘mismatched girl’ stereotype, refuting the cultural myth that certain voices inherently belong with certain bodies.

USING DIGITAL TECHNOLOGIES IN THE RECRUITMENT AND SELECTION PROCESS

In the 21st century, with the development of globalization processes, the competition for talent between organizations is growing larger and larger. It is no longer enough to provide acceptable working conditions, decent salaries and use the latest methods of staff motivation and engagement. The first contact with potential employees, i.e. recruiting, plays an ever greater role in creating and maintaining the company's image, attracting the best specialists to the company, etc. In addition, it is important for employers to optimize the work of recruitment specialists: to speed up and simplify tasks, reduce recruitment costs, and automate routine processes. The use of digital technologies can solve both challenges for companies [1].