WorldWideScience

Sample records for ecsu research talent

  1. Nurturing ECSU Research Talent (NERT & AASERT) 1997-98 Annual Report

    National Research Council Canada - National Science Library

    Hayden, Linda

    1998-01-01

    This report documents the activities of the Augmentation Award for Science and Engineering Research Training Program as well as the activities of the parent grant entitled Nurturing ECSU Research Talent...

  2. Talent Development: A Guide for Practice and Research Within Sport

    Science.gov (United States)

    Martindale, Russell J. J.; Collins, Dave; Daubney, Jim

    2005-01-01

    The transformation of talented youngsters into senior world-beaters is a topic of interest for practitioners and researchers alike. Unfortunately there is a dearth of research to guide the optimization of this process. Accordingly, this paper offers an overview of key themes apparent in the literature that have relevance to the effective…

  3. Talent management : Current theories and future research directions

    NARCIS (Netherlands)

    Al Ariss, A.; Cascio, W.F.; Paauwe, J.

    2014-01-01

    Research on Talent Management (TM) has been lagging behind businesses in offering vision and leadership in this field. After sketching a comprehensive outline of knowledge about TM, theoretical as well as practical, we introduce the papers in this special issue and their important contributions.

  4. Diversity in the biomedical research workforce: developing talent.

    Science.gov (United States)

    McGee, Richard; Saran, Suman; Krulwich, Terry A

    2012-01-01

    Much has been written about the need for and barriers to achievement of greater diversity in the biomedical workforce from the perspectives of gender, race, and ethnicity; this is not a new topic. These discussions often center around a "pipeline" metaphor that imagines students flowing through a series of experiences to eventually arrive at a science career. Here we argue that diversity will only be achieved if the primary focus is on (1) what is happening within the pipeline, not just counting individuals entering and leaving it; (2) de-emphasizing the achievement of academic milestones by typical ages; and (3) adopting approaches that most effectively develop talent. Students may develop skills at different rates based on factors such as earlier access to educational resources, exposure to science (especially research experiences), and competing demands for time and attention during high school and college. Therefore, there is wide variety among students at any point along the pipeline. Taking this view requires letting go of imagining the pipeline as a sequence of age-dependent steps in favor of milestones of skill and talent development decoupled from age or educational stage. Emphasizing talent development opens up many new approaches for science training outside of traditional degree programs. This article provides examples of such approaches, including interventions at the postbaccalaureate and PhD levels, as well as a novel coaching model that incorporates well-established social science theories and complements traditional mentoring. These approaches could significantly impact diversity by developing scientific talent, especially among currently underrepresented minorities. © 2012 Mount Sinai School of Medicine.

  5. Talent Development Research, Policy, and Practice in Europe and the United States: Outcomes from a Summit of International Researchers

    Science.gov (United States)

    Subotnik, Rena F.; Stoeger, Heidrun; Olszewski-Kubilius, Paula

    2017-01-01

    The goal of this article is to convey a summary of research and conversation on talent development on the part of a small group of European and American researchers who participated in the Inaugural American European Research Summit in Washington. In the final hours of the summit, participants discussed the state of research on talent development…

  6. Research of Talent Development Policy of Online Game Industry

    Directory of Open Access Journals (Sweden)

    Yun-Che Yang

    2003-12-01

    Full Text Available Due to the progress of information technology and the development of Internet, the digital content industry has become one of the most promising industries in the 21st century. The rapid growth of the online gaming industry at the turn of the century does not only catch the eyes of the whole world, but also reshape the entire information-related industry. The purpose of this study is to explore issue of the talent development policy of the domestic online game industry. The method of in-depth interview is used in this study, and the research target is chosen to be qualified of speaking for the government, the education institutes, and the private sectors in the industry. The findings of this research suggest that Taiwan's government should take up a more vigorous responsibility. Following the government's leadership, both education institutes and industry private sectors must actively participate in the collaboration and feed back the up-dated information, such as the market trend and most wanted human resources, to the policy makers.[Article content in Chinese

  7. Talent management

    Directory of Open Access Journals (Sweden)

    Tomáš Kroupa

    2006-01-01

    Full Text Available The contribution describes the methodology of work with human assets, and namely talent management representing a system of work with employees having over-average potential and representing the source of competitive advantage for the company. The work introduces methodological tools for implementing the system of talent management in the following fields: defining the talent, identification of talents, creating the conditions, care at the side of management, individual or group related technical education, development by way of key competences and evaluation of results, both regarding the abilities and skills of individuals through key competences, and by way of indicators of working performance. Describes evaluation using key competences minimal, optimal and actual competence profile and the way of describing competences by behavioural scale. The paper is the part of the research grant MSM 6215648904.

  8. Nurturing the Young Shoots of Talent: Using Action Research for Exploration and Theory Building

    Science.gov (United States)

    Koshy, Valsa; Pascal, Christine

    2011-01-01

    This paper reports the outcomes of a set of action research projects carried out by teacher researchers in 14 local education authorities in England, working collaboratively with university tutors, over a period of three years. The common aim of all the projects was to explore practical ways of nurturing the gifts and talents of children aged…

  9. Title: The Impact of 2006-2012 CReSIS Summer Research Programs that Influence Student's Choice of a STEM Related Major in College Authors: Dr. Darnell Johnson Djohnson@mail.ecsu.edu Elizabeth City State University, Elizabeth City, North Carolina 27909 Dr. Linda Hayden Haydenl@mindspring.com Elizabeth City State University, Elizabeth City, North Carolina, 27909

    Science.gov (United States)

    Johnson, D.

    2013-12-01

    Abstract: Researchers, policymakers, business, and industry have indicated that the United States will experience a future shortage of professionals in the Science, Technology, Engineering, and Mathematics (STEM) fields. Several strategies have been suggested to address this impending shortage, one of which includes increasing the representation of females and minorities in the STEM fields. In order to increase the representation of underrepresented students in the STEM fields, it is important to understand the motivational factors that impact underrepresented students' interest in STEM academics and extracurricular programs. Research indicates that greater confidence leads to greater interest and vice versa (Denissen et al., 2007). In this paper, the mathematics research team examined the role of practical research experience during the summer for talented minority secondary students studying in STEM fields. An undergraduate research mathematics team focused on the link between summer research and the choice of an undergraduate discipline. A Chi Square Statistical Test was used to examine Likert Scale results on the attitude of students participating in the 2006-2012 Center for Remote Sensing of Ice Sheets (CReSIS) Summer Research Programs for secondary students. This research was performed at Elizabeth City State University located in northeastern North Carolina about the factors that impact underrepresented students' choices of STEM related majors in college. Results can be used to inform and guide educators, administrators, and policy makers in developing programs and policy that support and encourage the STEM development of underrepresented students. Index Terms: Science, Technology, Engineering, and Mathematics (STEM), Underrepresented students

  10. Sports pairs: insights on athletic talent; research reviews: twins with leukemia; parents and twins.

    Science.gov (United States)

    Segal, Nancy L

    2007-06-01

    Twin research exploring genetic and environmental influences on athletic interests and talents is reviewed. Illustrative examples of twin athletes representing a variety of sports activities are presented. This is followed by an overview of twin studies offering critical insights into the onset and progress of leukemia. In the last section, timely events involving twins and parents of twins will be described--each case provides a new look at an old question.

  11. The talent process of successful academic women scientists at elite research universities in New York state

    Science.gov (United States)

    Kaenzig, Lisa M.

    women scientists at elite research universities in New York. A criterion sample (n=94) was selected resulting in forty-one successful academic women scientists as the study participants, representing a response rate of 43.6%. Findings include the important roles of parents, teachers, mentors and collaborators on the talent development process of the participants. The perception of the study participants was that there were multiple facilitators to their talent development process, while few barriers were acknowledged. The most important barriers cited by participants were perceptions of institutional culture and sexism. Implications for practice in both gifted and higher education are suggested, based on the findings of the study. For gifted education, these suggestions include the need to provide parental education programs emphasizing the importance of intellectual engagement at home, providing dedicated time for science in primary education, and fostering science and mathematics opportunities, particularly for girls and young women. Stressing the importance of hard work, persistence and intelligent risk-taking are also important for encouraging girls in science. For higher education, the study provides models of success of academic women scientists, outlines the importance of mentors and collaborators, and emphasizes the critical role that institutions and departments play in facilitating or impeding women's career development as academics. The current study suggests several areas for further research to continue the exploration of the talent development influences on academic women scientists. Based on the findings of this study, recommended studies include examining the differences of generational cohorts; probing the roles of collaborators/mentor colleagues; exploring differences for women from various ethnic and racial backgrounds; replicating the current study with larger populations of women scientists; investigating the role of facilitative school environments

  12. Research on the Effectively Building Patterns of Talent Incentive and Cultural Atmosphere for Modern Enterprise Management

    Institute of Scientific and Technical Information of China (English)

    Zhang Penghui[1

    2016-01-01

    In this paper, we conduct research on the effectively building patterns of talent incentive and cultural atmosphere for modern enterprise management. Targeted incentive direction refers to the motivation, namely, to what kind of content to implement incentive. It has signifi cant effect on incentive effect. According to American psychologist Maslow’s hierarchy of needs theory, people’s behavior motives originated in fi ve kinds of need, namely: the physiological needs, security needs, belonging needs, respect for the needs and the self-actualization needs. People need not set in stone, which is a developing process from low to high, but the process is not a cascade of discontinuous jumping, but a continuous, the evolution of wave. Under this general basis, we propose the cultural atmosphere for modern enterprise management that is novel and innovative.

  13. Research on ERP Teaching Model Reform for Application-Oriented Talents Education

    Science.gov (United States)

    Fan, Chongjun; Zhang, Peng; Liu, Qin; Yang, Jianzheng; Xi, Wanyu

    2011-01-01

    Enterprise Resource Planning is one of the core courses of management. According to the educational characteristics of application-oriented talents training, this paper discussed the issues of ERP teaching for application-oriented talents training at present and proposed a number of ideas and strategies in the aspects of modifying the teaching…

  14. The influence of underlying philosophies on talent management : Theory, implications for practice, and research agenda.

    NARCIS (Netherlands)

    Meyers, M.C.; van Woerkom, M.

    2014-01-01

    In order to explain how and why talent management can contribute to a firm's sustained competitive advantage, we need to gain insights into the philosophies about talent that underpin talent management. This article introduces four talent philosophies that vary in their perception of talent as (a)

  15. Talent management

    OpenAIRE

    Lappyová, Nella

    2011-01-01

    This thesis deals with talent management. It is divided into two parts, a theoretical one and a practical one. The aim is to provide a comprehensive overview of talent management from a theoretical and practical point of view. The aim of the practical part is also to assess talent management at Alliance Healthcare Ltd. giving my own recommendations on the basis of theoretical knowledge. The theoretical part is based on theoretical knowledge and professional literature. It aims to explain basi...

  16. Parenting Talent: A Qualitative Investigation of the Roles Parents Play in Talent Development

    Science.gov (United States)

    Witte, Amanda L.; Kiewra, Kenneth A.; Kasson, Sarah C.; Perry, Kyle R.

    2015-01-01

    Previous research has linked talent development to four factors--early experience, coaching, practice, and motivation. In addition to these factors, contemporary talent experts suggest that parents play a critical role in talent development. The purpose of the present study was to uncover parents' in-time perspectives on the talent development…

  17. Dance Talent Development across the Lifespan: A Review of Current Research

    Science.gov (United States)

    Chua, Joey

    2014-01-01

    The aim of this study is to compile and synthesize empirically based articles published between 2000 and 2012 about the critical issues of developing dance talents across the lifespan of children, adolescents and adults. The present article updates and extends a review article related to the identification and development in dance written by…

  18. Representations of women researchers in Finnish print media: top researchers, multi-talents and experts

    Directory of Open Access Journals (Sweden)

    Liisa Husu

    2016-12-01

    Full Text Available Women’s underrepresentation in the scientific community is currently on the agenda of science policy both in Europe and internationally. The significance of media as a provider of female role models, on the one hand, and in reproducing stereotypical images of scientists, on the other hand, is often mentioned in this context. However, there is relative lack of research on how women researchers are depicted in the media, especially outside the US and UK contexts. Finland provides an interesting context to study media representations of women in research, as a relatively gender equal and research intensive setting seen from a global perspective. The media representations of women researchers in Finland were explored by analyzing person interviews in Finnish printed media: newspapers, women’s magazines and magazines aimed for general public. The data consists of 107 interviews of women researchers from all fields of research, published in 1997-2014. Overwhelming majority of the interviews was written by female journalists. The analysis focuses on both social and linguistic aspects of the interviews from a gender perspective. Women researchers were found to be represented by a variation of frames, the most common of which were the Expert and the Top Researcher. Their family context was frequently mentioned, and the interviews frequently commented their appearance (hair, physique, way of moving. The fact that the interviewees’ family context was often highlighted in the interviews may serve to convey a message that it is possible and common to combine a career in research and family. One main result of the study was the diversity of representations of female researchers, compared to the US and UK studies. The diversity of the media images of female researchers suggests that the media may provide important role models for young women, encouraging women to choose research as a profession.

  19. Psychological Factors in the Development of Football-Talent from the Perspective of an Integrative Sport-Talent Model

    Science.gov (United States)

    Orosz, Robert; Mezo, Ferenc

    2015-01-01

    This study presents a new, integrative model of sports talent. Following the theoretical part of the study a football-talent research is presented, in which a theoretical framework is provided by this new theory of sports talent. This research examines the role of psychological factors in football talent development. The sample was N = 425…

  20. Talent predictors

    Directory of Open Access Journals (Sweden)

    Raquel Lorenzo

    2007-07-01

    Full Text Available The knowledge of talent predictors is the initial point for building diagnosis and encouragement procedures in this field. The meaning of word predictor is to anticipate the future, to divine. Early prediction of high performance is complex problem no resolute by the science yet. There are many discrepancies about what measure and how to do. The article analyze the art state in this problematic because the excellence is determined by the interaction between internal and environmental factors.

  1. Yetenek Hiyerarşisi: Üstün Yetenek Türlerinin Toplumsal Değerleri Üzerine Bir Araştırma (Talent Hierarchy: A Research Study on the Social Value of Talent Types

    Directory of Open Access Journals (Sweden)

    Şule Demirel

    2011-12-01

    Full Text Available Purpose and significance: The purpose of this research study was to investigate social values of talent types that were identified based on the psychosocial classification of talents proposed by Tannenbaum (1983. According to this model talents can be classified based on their social values into scarcity talents that preserve and prolong life, surplus talents that elevate sensibilities and sensivities, quota talents that provide goods and services and anomalous talents that provide enjoyment. The societal value of a talent contributes to the degree to which parents in particular and governments and educational institutions in general make investment in the nurturance of this talent. Method: A likert-type questionnaire consisting of 60 different types of talents was developed based on the Tannenbaum Model. Talents were identified through reviewing inventions books, expert opinions and the Guinness Records. The questionnaire included 15 talent types for each class of the Tannenbaum Model. Each talent type was scored from 1 to 4 (1 = above-average; 2 = high; 3 = very high; 4= extraordinarily high based on its value as perceived by the participants. The questionnaire was administered to 601 people (female = %36.4; male = 63.6 in a major city in the middle part of Turkey. Two criteria were used for participation in the study: Volunteer participation and being over 18-years old. Their age ranged from 18 to 72 with a mean of 27.14 and standard deviation of 10.83. Their educational status also ranged from elementary school and high school graduates (%38 to university students and university graduates (%62. The scale was given to all participants face to face, taking 15 minutes for each participant. Paired-samples t-test was used to compare mean scores of the talent categories and independent-samples t-test was used to test gender differences. Results: Results showed that scarcity talents were rated as the highest (M = 3.06; SD = .57 followed by surplus

  2. Research on the development efficiency of regional high-end talent in China: A complex network approach.

    Science.gov (United States)

    Zhang, Zhen; Wang, Minggang; Tian, Lixin; Zhang, Wenbin

    2017-01-01

    In this paper, based on the panel data of 31 provinces and cities in China from 1991 to 2016, the regional development efficiency matrix of high-end talent is obtained by DEA method, and the matrix is converted into a continuous change of complex networks through the construction of sliding window. Using a series of continuous changes in the complex network topology statistics, the characteristics of regional high-end talent development efficiency system are analyzed. And the results show that the average development efficiency of high-end talent in the western region is at a low level. After 2005, the national regional high-end talent development efficiency network has both short-range relevance and long-range relevance in the evolution process. The central region plays an important intermediary role in the national regional high-end talent development system. And the western region has high clustering characteristics. With the implementation of the high-end talent policies with regional characteristics by different provinces and cities, the relevance of high-end talent development efficiency in various provinces and cities presents a weakening trend, and the geographical characteristics of high-end talent are more and more obvious.

  3. Detecting talent

    DEFF Research Database (Denmark)

    Nissen, Poul

    2016-01-01

    characteristics as other gifted individuals, and they may not appear to have the same observable differences. Depending on how their giftedness has been dealt with previously, they may even appear to be relatively “ungifted”. Many gifted students resist routine and exhibit nonconformist behavior. Others may...... schooling experience. Checklists for identifying ‘the upper’ 5% of students were distributed to 150 gifted and talented students, and to their parents and teachers, as well as to 188 ‘ordinary’ students and their parents and teachers, in order to determine the probability of giftedness. The results reveal...... the probability of giftedness from the perspectives of the students, parents, and teachers respectively....

  4. Cultivation mode research of practical application talents for optical engineering major

    Science.gov (United States)

    Liu, Zhiying

    2017-08-01

    talents and employer.

  5. Competencies and (global) talent management

    CERN Document Server

    2017-01-01

    This book covers the main issues on the study of competencies and talent management in modern and competitive organizations. The chapters show how organizations around the world are facing (global) talent management challenges and give the reader information on the latest research activity related to that. Innovative theories and strategies are reported in this book, which provides an interdisciplinary exchange of information, ideas and opinions about the workplace challenges.

  6. Hvad karakteriserer et talent?

    DEFF Research Database (Denmark)

    Raalskov, Jesper

    2012-01-01

    Debatten i medierne har i stigende grad fokus på talentfulde medarbejdere - men hvad er talent egentlig? I den akademiske litteratur inden for Talent Management (TM) gives der mange forskellige bud på, hvordan man som virksomhed kan udvikle og lede talenter, men færre af feltets inputgivere...... forholder sig til, hvad den overordnede definition af talent er. Der ses i litteraturen divergerende opfattelser af, hvilke konkrete egenskaber (attributter) som definerer et talent. I denne artikel gives et bud på en konsensusskabende tilgang til talent, idet talent kan ses som; det du har gjort (fortid...

  7. Holistic and Ecological Approaches in Talent Development

    DEFF Research Database (Denmark)

    Henriksen, Kristoffer

    the somewhat opposing talent discovery and development approaches by focusing on how an environment manages the balance between these two, and how this balance becomes a part of the environment’s identity. Ecological perspectives on talent development hold rich insights for developing theories, research......Research on athletic talent has evolved from talent detection to talent development with both perspectives focusing on an individual athlete. This individual focus has been mirrored in the applied work of the sport psychology practitioner in youth competitive sport who has primarily focused...... on equipping individual athletes with the psychosocial skills required in a sport career. In contrast, the holistic ecological approach (HEA) to talent development in sport (Henriksen, Stambulova & Roessler, 2010) acknowledges the role of the overall environment in athletes’ development. The HEA integrates...

  8. Concern about Lost Talent: Support Document

    Science.gov (United States)

    Sikora, Joanna; Saha, Lawrence J.

    2011-01-01

    This document was produced by the authors based on their research for the report "Lost talent? The occupational ambitions and attainments of young Australians", and is an added resource for further information. The purpose of this supplement is to provide greater detail about the background of research into the topic of human talent in…

  9. Talent Management: Working lines and key processes

    Directory of Open Access Journals (Sweden)

    Alvaro Alonso

    2014-12-01

    Full Text Available Purpose: Talent management represents today a challenge for companies, since the contribution of value comes increasingly from the area of intangible capital. The current paradigm of expanding technology and competitive dynamics, makes talent management that companies realize a critical success factor in today's markets. However, there is no generally accepted theoretical framework and empirical studies sufficient to demonstrate the role of talent management in creating competitive advantage. Therefore, the first objective of this paper is to analyze the evolution of talent management, to understand more deeply their fundamental dimensions: people and key positions in the organization. From these dimensions, as a second objective of the research is proposed to classify and characterize the literature about four alternative ways of study, according to the treatment they receive such dimensions and thus improve understanding of the role of talent management in business strategyDesign/methodology: To develop this paper we have selected the major contributions to the field of talent management, with particular emphasis on certain meta-analysis very quoted by the scientific community (Lewis and Heckman, 2006; Mellahi and Collings, 2009; Tarique and Schuler, 2010. In addition we have select additional papers published in high impact journals seen in ABI/Inform, Science Direct, SCOPUS, and EBSCO (Business Source Complete, through the keywords "Gestion del talento", "Plan de Gestion del Talento" and "Modelo de Gestion de Talento" and its English equivalent "Talent Management ", "Talent Management Plans/Systems" and "Talent Management Framework/Model ".Findings: From this review, we extracted the existence of different ways of understanding and talent management apply in organizations and even different understandings of what is talent itself. For this, we describe the basic dimensions of talent management (people and key positions and four alternative

  10. Demystifying talent management

    DEFF Research Database (Denmark)

    Adamsen, Billy

    In both business and sports, the recruitment and management of especially talented individuals has become central to obtaining competitive advantages and strengthening competitiveness, because only with them, the thinking goes, can results be produced, progress ensured and goals achieved....... Notwithstanding the legitimate importance of talent management, it is noteworthy how ambiguous the term is and how difficult it is to define. Of course, it refers to talent, but this term is also ambiguous. Within talent management, it is often explained with an adagium from the Gospel of Matthew to the effect...... that someone who “has more”, whether this denotes capability, aptitude or mental endowment, has a talent, and should be “given more”, and has abundance; this is exactly what managers do when they identify and recruit a talent. In Demystifying Talent Management – A Critical Approach to the Realities of Talent...

  11. Psychological Factors in the Development of Football-Talent from the Perspective of an Integrative Sport-Talent Model

    OpenAIRE

    Robert OROSZ; Ferenc MEZO

    2015-01-01

    This study presents a new, integrative model of sports talent. Following the theoretical part of the study a football-talent research is presented, in which a theoretical framework is provided by this new theory of sports talent. This research examines the role of psychological factors in football talent development. The sample was N=425 football-players of the First Division Men’s Junior and Adolescent Football Championships of the Hungarian Football League, and their coaches (N=21). The app...

  12. Understanding Graduate Recruitment, Development and Retention for the Enhancement of Talent Management: Sharpening “the edge” of Graduate Talent

    OpenAIRE

    McCracken, Martin; Currie, Denise; Harrison, Jeanette

    2016-01-01

    Graduates are deemed to be a key source of talent within many organisations and thus recruiting, developing and retaining them is viewed as a logical talent management (TM) strategy. However, there has been little attention paid to university graduates as part of an organisation’s TM strategy. Such a specific focus addresses the need for further research into the segmentation of talent pools and the specific challenges different talent pools are likely to create. This research, which utilised...

  13. Rethinking Giftedness and Talent in Sport

    Science.gov (United States)

    Tranckle, Peter; Cushion, Christopher J.

    2006-01-01

    The purpose of this paper is to understand how gifts are discovered and talents developed within sport. The current literature is critically discussed, highlighting contributions and gaps in current knowledge. Due to issues concerning terminology and the nature versus nurture debate, research on talent faces challenges relating to continuity and…

  14. Preservation of nuclear talented experts in Japan by cooperation of industries, research institutes and universities

    International Nuclear Information System (INIS)

    Mori, H.; Miura, K.

    2004-01-01

    Japan has enjoyed decades-long successful development of nuclear power generation and has a nuclear generating capacity of about 46,000,000 kilowatts at present. Construction of a commercial reprocessing plant in Rokkasho is nearing completion. The continuation of Japan's nuclear technology and experience, however, and the challenge of securing technically trained human resources for the future, present serious problems. Recognizing this, the nuclear industry, universities and research institutes have joined in new cooperative efforts to find network-oriented solutions. (author)

  15. Talent Management for Universities

    Science.gov (United States)

    Bradley, Andrew P.

    2016-01-01

    This paper explores human resource management practices in the university sector with a specific focus on talent pools and talent management more generally. The paper defines talent management in the context of the university sector and then explores its interdependence with organisational strategy, the metrics used to measure academic performance…

  16. Preservation of nuclear talented experts in Japan by co-operation of industries, research institutes and universities

    International Nuclear Information System (INIS)

    Mori, H.

    2004-01-01

    Full text: Nuclear power accounts for about 35% electric power generation in Japan, playing an important role of energy supply. In addition, a commercial scale reprocessing plant is under construction. A real nuclear fuel cycle is imminently close at hand in Japan. COP3 in Kyoto in 1997 called for every country's fight against global warming. Nuclear power in Japan is expected to take another important role from this viewpoint, too. In order to play these expected roles, it is absolutely needed to preserve nuclear talented experts, by maintaining, succeeding and newly developing nuclear technologies. The Atomic Energy Commission of Japan also points out in its report on 'Long-Term Program for Research, Development and Utilization of Nuclear Energy' that research-and development activities are very important to motivate young researchers and engineers who might choose to take nuclear careers. However, young generation capable students seem to avoid majoring nuclear engineering in view of nuclear industry uncertainties in future caused by stagnated Japanese economy since 1990, liberalization of electricity markets, future electricity demand modest forecasts, matured light water reactor technologies, and repeated nuclear accidents inside and outside the country, etc. Aging research facilities at universities are another de-motivating element of causing the reduction of qualifiable students. Consequently, preservation of knowledge and expertise is becoming a big concern for future. According to the survey conducted by the Japan Atomic Industrial Forum (JAIF) over two years since 2002, participated by the members from nuclear industries, universities, research organizations, electricity industries, nuclear plant suppliers and construction contractors, as well as the questionnaire sent to students, there are various issues for preservation of nuclear talented experts in Japan. Although the number of graduates on nuclear engineering is actually about 350 every year, and

  17. Research on the co-movement between high-end talent and economic growth: A complex network approach

    Science.gov (United States)

    Zhang, Zhen; Wang, Minggang; Xu, Hua; Zhang, Wenbin; Tian, Lixin

    2018-02-01

    The major goal of this paper is to focus on the co-movement between high-end talent and economic growth by a complex network approach. Firstly, the national high-end talent development efficiency from 1990 to 2015 is taken as the quantitative index to measure the development of high-end talent. The added values of the primary industry, secondary industry, tertiary industry are selected as economic growth indexes, and all the selected sample data are standardized by the mean value processing method. Secondly, let seven months as the length of the sliding window, and one month as the sliding step, then the grey correlation degrees between systems are measured using the slope correlation degrees, and the grey correlation degree sequence is mapped into the symbol series composed by three symbols { Y , O , N } based on the coarse graining method. Let three characters as a mode, the nodes are obtained by the modes according to the time sequence. Let the transformation between the modal be the edge, and the times of the transformation be weight, then the co-movement networks between national high-end talent development efficiency and the added values of the primary industry, secondary industry, tertiary industry are built respectively. Finally, the dynamic characteristics of the networks are analysed by the node strength, strength distribution, weighted clustering coefficient, conversion cycle of the modes and the transition between the co-movement modes. The results indicate that there are mutual influence and promotion relations between the national high-end talent development efficiency and the added values of the primary, secondary and tertiary industry.

  18. Talent identification in youth soccer.

    Science.gov (United States)

    Unnithan, Viswanath; White, Jordan; Georgiou, Andreas; Iga, John; Drust, Barry

    2012-01-01

    The purpose of this review article was firstly to evaluate the traditional approach to talent identification in youth soccer and secondly present pilot data on a more holistic method for talent identification. Research evidence exists to suggest that talent identification mechanisms that are predicated upon the physical (anthropometric) attributes of the early maturing individual only serve to identify current performance levels. Greater body mass and stature have both been related to faster ball shooting speed and vertical jump capacity respectively in elite youth soccer players. This approach, however, may prematurely exclude those late maturing individuals. Multiple physiological measures have also been used in an effort to determine key predictors of performance; with agility and sprint times, being identified as variables that could discriminate between elite and sub-elite groups of adolescent soccer players. Successful soccer performance is the product of multiple systems interacting with one another. Consequently, a more holistic approach to talent identification should be considered. Recent work, with elite youth soccer players, has considered whether multiple small-sided games could act as a talent identification tool in this population. The results demonstrated that there was a moderate agreement between the more technically gifted soccer player and success during multiple small-sided games.

  19. An Imperative: Programming for the Young Gifted/Talented.

    Science.gov (United States)

    Karnes, Merle B.; Johnson, Lawrence J.

    1987-01-01

    Different populations of young gifted/talented children are being served by three programs at the University of Illinois: The University Primary School, the "Retrieval and Acceleration of Promising Handicapped Talented" model program, and the "Bringing Out Head Start Talents" program. Research on the effectiveness of these…

  20. Psychological Science, Talent Development, and Educational Advocacy: Lost in Translation?

    Science.gov (United States)

    Robinson, Ann

    2012-01-01

    The talent development approach to the conceptualization of giftedness has historical precedent in the field. Examples of large-scale and longitudinal research studies from previous decades guided by the talent development approach are provided as illustrations. The implications of focusing on domain-specific talents in academics, the arts and…

  1. The Promises of Talent

    DEFF Research Database (Denmark)

    Strandvad, Sara Malou; Sommerlund, Julie

    2012-01-01

    In this paper we address the question of talent from a performative perspective. Instead of entering the discussion about whether talent should be considered an individual or a social construction, we suggest looking into how talents are performed. Inspired by the sociology of expectations, we ex...... in the individual. Self-technology describes the work which the individual carries out to cultivate his or her talent. Materialization refers to the objects that manifest the talent and the necessity of enrolling other participants to create these objects....

  2. AN APPLIED ONTOLOGY TO THE MID-ATLANTIC CABLE: HISTORICAL TO MODERN INFORMATICS CONSIDERATION FROM A MATH PERSPECTIVE KAIEM L. FRINK ELIZABETH CITY STATE UNIVERSITY(ECSU)KAIEM_FRINK@HOTMAIL.COM, DR. DEWAYNE B. BRANCH ECSU, DR. ROB RASKIN JET PROPULSIONS LABORATORY GLENDA THOMAS ECSU,KENNETH JONES ECSU

    Science.gov (United States)

    Frink, K.; Branch, B. D.; Raskin, R.

    2009-12-01

    As early as the 1600's scientists in various fields world to address a global human need of human communication on a global basis by implementing the trans-Atlantic cable. The Mid 4Trans-Atlantic cable is one of the earliest forms of global commutation. Here may be the first evidence of informatics needs where science, data, and engineering were collaborated across disciplines to advance a world standard of living. This work investigates what applied ontology may have been consisting with the thought pattern of such expertise who conducted informatics arguably without computers, ontology’s, and a cyber infrastructure. In modern context, an applied ontology may best represent the body of intentional learning, research and collaboration among scientists to achieve a human goal. Perhaps if such intentional non-partisan work can achieve a solution such as Trans-Atlantic Cable, climate change may benefit from intentional collaborative ontology’s and systems of multi user knowledgebase or expert informatics systems. 1Bruce C. Heezen 1924 -1977 American Geologist famous for mapping the Mid Atlantic Mountain Ridge in the 1950’s. Heezen died in 1977 on a submarine cruise to study the Mid-Atlantic ridge near Ice land aboard the NR-1 submarine. 7Marie Tharp academic background is Bachelors Degree in English, Master Degree in Geology University of Michigan, and Mathematics Degree at the University of Tulsa. Tharp worked at Lamont- Doherty Earth Observatory at Columbia University. History of the Digital Divide during the 1600’s touches on the availability of information. 3Issue of Mathematics during the 1600’s would be lack of communications and assessment. The scientific communities cannot address climate change most largely due to language barriers amongst humans. Weight per meter for the cable and the ships weight capacity in the 1600’sWeight/per meter 2w/m=X1 taking into account that maximum depths or Atlantic Ocean was unknown at that time and still is.

  3. Talent and Talent Management as Floating Ambiguities

    DEFF Research Database (Denmark)

    Adamsen, Billy

    I will approach the issues of subjective bias, and the obvious failure of talent management, from an interdisciplinary perspective that draws on methods and insights from cognition, philosophy, linguistics and sociology. I will demonstrate how the issues are connected by a lack of semantic clarity......, and explain how that lack affects the principles and rationale of talent management. All this is done with the intention of eliminating, or at least ameliorating, the subjective bias in talent management, and thereby to decrease its failures and improve its reliability in actual practice....

  4. The too-much-talent effect: team interdependence determines when more talent is too much or not enough.

    Science.gov (United States)

    Swaab, Roderick I; Schaerer, Michael; Anicich, Eric M; Ronay, Richard; Galinsky, Adam D

    2014-08-01

    Five studies examined the relationship between talent and team performance. Two survey studies found that people believe there is a linear and nearly monotonic relationship between talent and performance: Participants expected that more talent improves performance and that this relationship never turns negative. However, building off research on status conflicts, we predicted that talent facilitates performance-but only up to a point, after which the benefits of more talent decrease and eventually become detrimental as intrateam coordination suffers. We also predicted that the level of task interdependence is a key determinant of when more talent is detrimental rather than beneficial. Three archival studies revealed that the too-much-talent effect emerged when team members were interdependent (football and basketball) but not independent (baseball). Our basketball analysis also established the mediating role of team coordination. When teams need to come together, more talent can tear them apart. © The Author(s) 2014.

  5. Contents of Global Talent Evaluations: Baltics & Serbia

    Directory of Open Access Journals (Sweden)

    Antanas Buracas

    2015-05-01

    Full Text Available The study discuss the reliability of global talent competitiveness (GTC as framework of deter- minants based on multiple criteria assessment method- ology presenting the comparisons of Baltic States and Serbia as a case study. The multiple criteria evaluation principles are focused on the knowledge components interdependencies with global talent determinants as well as other criterial systems used for the innovation strategies. The approach in a research under review and de- tailing of GTC criterial system when evaluating the talent potential determinants revealed some benefits of multicriteria decision making analysis. The GTC index is a useful instrument for rational global talent management when using the EU structural funds, in- tersectorial distributing of limited resources for more rational development of labour & vocational skills, for evaluating the innovation and talent growth determi- nants.

  6. Investigating Talent Management Philosophies

    Directory of Open Access Journals (Sweden)

    Urbancova Hana

    2015-09-01

    Full Text Available This study, motivated by the recognition that organizational performance and success always hinges on employee competencies and management’s skill in utilizing their potentials, focuses on one of the key factors in organizational efficiency: the possibilities of development of talented employees within Czech organizations. The data was collected via two quantitative studies. The first study involved 100 organizations from every economic sector with a main focus on the topic from the organization’s perspective. The second study explored the approach from employees’ perspective. Our analysis shows that different talent management philosophies are used in practice. Almost half of the sample use inclusive and stable philosophy, 11% inclusive and developable philosophy and almost 10% exclusive and developable philosophy. Employees are mostly developed in generally recommended areas without any consideration for the specific individual’s characteristics or related opportunities. It is a stable approach. Limitations of this study may be found in the focus on analysis outcomes - on practitioners in particular. The present findings provide a basis for future hypotheses and research in this area.

  7. Talent Identification and Development in Dance: A Review of the Literature

    Science.gov (United States)

    Walker, Imogen J.; Nordin-Bates, Sanna M.; Redding, Emma

    2010-01-01

    Talent identification and development processes are important components of many dance programmes, yet talent is notoriously difficult to define and its identification may rely on intuitive judgements. Taking a systematic approach to the study of dance talent could enable researchers and educators to better determine what talent actually "is," the…

  8. Talent Management Programmes at British, American and Canadian Universities: Comparative Study

    Science.gov (United States)

    Boichenko, Maryna

    2015-01-01

    The article deals with the peculiarities of talent management programmes implementation at the top British, American and Canadian universities. The essence of the main concepts of research--talent and talent management--has been revealed. Talent management is referred to as the systematic attraction, identification, development, engagement,…

  9. How do we identify and foster talent in medical schools?

    DEFF Research Database (Denmark)

    Christensen, Mette Krogh; Cristiancho, Sayra; Jensen, Rune Dall

    2016-01-01

    moderated focus group interview, poster production, and group discussions regarding how to identify, recruit, and develop talents at their institutions. Intended Outcome: At the end of this workshop, participants will be armed with new strategies for securing and fostering talents at their institution......Background: Talent is highly regarded in high performance sports as a key feature for athletes to succeed. In medicine, talent is not a commonly held conversation, even though, medical students are usually identified as high achieving, internally motivated individuals. We suggest that bringing...... talent into the conversation of medical education research, will help us enrich how medical schools design selection processes. In this workshop we will bring awareness into the notion of talent from sports science research and invite discussion around how to embrace talent identification and development...

  10. An Eye for Talent

    DEFF Research Database (Denmark)

    Christensen, Mette Krogh

    2009-01-01

    The purpose of this study is to explore how top-level soccer coaches identify talent. I draw on Bourdieu's work to challenge a commonly held assumption that talent identification is a rational or objective process. Analysis of in-depth interviews with eight coaches of national youth soccer teams ...

  11. TALENT V ORGANIZAČNÍM PROSTŘEDÍ – TEORETICKÉ PŘÍSTUPY A IMPLIKACE PRO TALENT MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Dana Egerová

    2015-04-01

    Full Text Available Despite the growing importance of talent management as an important tool to gain competitive advantage its practical realization in organisations is still not to be very effective. One of the reasons is the sparse theoretical background for talent management. Without a consensus on the meaning of ‘talent’, talent management research cannot be advanced. On the other hand, talent management in organisations is determined by the definition of ‘talent’ itself, which is strongly influenced by the organisational context The purpose of this paper is to contribute to the theoretical understanding of talent management, more specifically to deepen the theoretical understanding of the concept of talent. The paper begins with an overview of the current views and approaches on talent, specifically object and subject and inclusive and exclusive approaches are discussed. Consequently our modified model of different approaches to the meaning talent which represent the holistic approach to talent is provided. Implications for those how organisation designs and implement talent management based on different approaches to talent are presented at the end of this paper.

  12. Talent selection and genetics in sport

    OpenAIRE

    OZVEREN, Yeliz; OZCALDIRAN, Bahtiyar; DURMAZ, Burak; ORAL, Onur

    2014-01-01

    Whether the performance demonstrated by talented sportsmen is hereditary or acquired later has become subject of research for physical education and sport scientists from past to present. However, training science and trainers wonder how far can reach the higher performance limits emerging as a result of talents available in sportsmen. Studies carried out suggested that the concept of higher performance comes true with aggregated environmental and genetic factors. The aim of our study is to d...

  13. Talent Characteristics among frontline bankers

    DEFF Research Database (Denmark)

    Raalskov, Jesper; Liempd, Dennis van; Warming-Rasmussen, Bent

    a talented frontline banker? The literature on talented bankers is scarce, implicit and takes a unilateral approach to the definition of talent. Based on a qualitative case study among talented frontline bankers in the Danish banking industry, this paper offers definitional characteristics that constitute...

  14. Reporting Talent Management

    DEFF Research Database (Denmark)

    Raalskov, Jesper; Liempd, Dennis van

    The purpose of Talent Management (TM) is to attract, retain and develop the right talented employees. This paper argues for the importance of both TM and the disclosure of TM initiatives and performance data to internal and external stakeholders. Based on the TM literature and disclosure rationales...... from the accounting literature, it is argued that Talent Management Reporting (TMR) is relevant for reasons of sociatal positioning, market positioning, risk management, innovation and learning, organisatioal performance, and ethical, legal and economic reasons. The paper also shows through...

  15. TALENT IDENTIFICATION IN FOOTBALL

    Directory of Open Access Journals (Sweden)

    Bojan Rakojević

    2008-08-01

    Full Text Available There is incerasing emphasis on clubs to detect players and nurture and guide them throught the talent identification proces. More over, different factors may contribute to performance prediction at different ages. Thus any such model would need to be agespecific (Reilly et al, 2000. The aim of this paper was to determine essential principles of proces talent identification and determine antropometric, physiological and psychological profile and football-specifc skills that could be used for talent identification in players aged 10-12 years.

  16. Talent Development in Chinese and Swiss Music Students

    Science.gov (United States)

    Petersen, Suse

    2018-01-01

    Musical talent development and the factors that influence it--such as family or peers--have been widely researched, especially in a Western setting. Despite the growing body of research in non-Western cultures and regions, there is still a lack of research comparing the factors and perceptions of musical talent development between Western and…

  17. Reporting Talent Management

    DEFF Research Database (Denmark)

    Raalskov, Jesper; Liempd, Dennis van

    The purpose of Talent Management (TM) is to attract, retain and develop the right talented employees. This paper argues for the importance of both TM and the disclosure of TM initiatives and performance data to internal and external stakeholders. Based on the TM literature and disclosure rationales...... from the accounting literature, it is argued that Talent Management Reporting (TMR) is relevant for reasons of sociatal positioning, market positioning, risk management, innovation and learning, organisatioal performance, and ethical, legal and economic reasons. The paper also shows through...... an empirical case study in the Danish banking industry, that the annual report could be a channel for communicating TM initiatives and status to stakeholders, and among them, talented potential employees. Finanlly, this paper presents exploratory and tentative suggestions as to how companies could report TM...

  18. Vi mangler talenter

    DEFF Research Database (Denmark)

    Rasch-Christensen, Andreas

    2016-01-01

    Inden for uddannelse tales der om talenter ud fra nogle meget traditionelle akademiske standarder. De er specielt begavede med flair for forskning. Det bør dog i lige så stor udstrækning både kunne være pædagogen som forskerspiren. Talenter er ikke kun dem, som man kan spotte ved første øjekast -...

  19. Second Chances: Investigating Athletes' Experiences of Talent Transfer.

    Directory of Open Access Journals (Sweden)

    Áine MacNamara

    Full Text Available Talent transfer initiatives seek to transfer talented, mature individuals from one sport to another. Unfortunately talent transfer initiatives seem to lack an evidence-based direction and a rigorous exploration of the mechanisms underpinning the approach. The purpose of this exploratory study was to identify the factors which successfully transferring athletes cite as facilitative of talent transfer. In contrast to the anthropometric and performance variables that underpin current talent transfer initiatives, participants identified a range of psycho-behavioral and environmental factors as key to successful transfer. We argue that further research into the mechanisms of talent transfer is needed in order to provide a strong evidence base for the methodologies employed in these initiatives.

  20. Second Chances: Investigating Athletes' Experiences of Talent Transfer.

    Science.gov (United States)

    MacNamara, Áine; Collins, Dave

    2015-01-01

    Talent transfer initiatives seek to transfer talented, mature individuals from one sport to another. Unfortunately talent transfer initiatives seem to lack an evidence-based direction and a rigorous exploration of the mechanisms underpinning the approach. The purpose of this exploratory study was to identify the factors which successfully transferring athletes cite as facilitative of talent transfer. In contrast to the anthropometric and performance variables that underpin current talent transfer initiatives, participants identified a range of psycho-behavioral and environmental factors as key to successful transfer. We argue that further research into the mechanisms of talent transfer is needed in order to provide a strong evidence base for the methodologies employed in these initiatives.

  1. Second Chances: Investigating Athletes’ Experiences of Talent Transfer

    Science.gov (United States)

    2015-01-01

    Talent transfer initiatives seek to transfer talented, mature individuals from one sport to another. Unfortunately talent transfer initiatives seem to lack an evidence-based direction and a rigorous exploration of the mechanisms underpinning the approach. The purpose of this exploratory study was to identify the factors which successfully transferring athletes cite as facilitative of talent transfer. In contrast to the anthropometric and performance variables that underpin current talent transfer initiatives, participants identified a range of psycho-behavioral and environmental factors as key to successful transfer. We argue that further research into the mechanisms of talent transfer is needed in order to provide a strong evidence base for the methodologies employed in these initiatives. PMID:26600303

  2. Reflection on the talent structure of knowledge-service oriented nuclear technology library

    International Nuclear Information System (INIS)

    Zhang Xue; Zhang Ruiping

    2010-01-01

    Nuclear technology library is the only authoritative organization in collection of nuclear technology literatures.It has exceptional advantage and a large number of customers with great requirement. With promotion of network and digitization of information resource, new situation is posed before nuclear technology library-transforming from traditional library to knowledge-service oriented library. In order to carry on knowledge service effectively and conveniently, a variety of talents are essential. So establishing a talent team with high quality and complete specialities is the fundamental guarantee. Based on a great deal research and discussion, requirements for establishment of a talent team are put forward in the paper and suggestion are present: 5 basic specialized talents are required in nuclear technology library, including organization and management talent, basic operation talent, search service talent, technology application talent, information development talent. (authors)

  3. Psychometric properties of the Talent Development Environment Questionnaire with Chinese talented athletes.

    Science.gov (United States)

    Li, Chunxiao; Martindale, Russell; Wu, Yandan; Si, Gangyan

    2018-01-01

    The development of talented athletes is a priority for many countries across the world, including China. A validated Chinese 5-factor Talent Development Environment Questionnaire (TDEQ-5) would go some way in helping researchers and practitioners investigate talent development systems within China from an evidence-based perspective. For this purpose, the 25-item English TDEQ-5 was translated to Chinese through a standardised process. The translated scale was then administered to 538 talented Chinese youth athletes. Confirmatory factor analysis revealed adequate model fit of the scale. The internal reliability, concurrent and discriminant validity, and test-retest reliability of the scale were adequately supported. The scale was also invariant across gender. It is recommended that the Chinese TDEQ-5 can be used with confidence in both applied and research settings.

  4. Talent Development in Physical Education: A National Survey of Policy and Practice in England

    Science.gov (United States)

    Bailey, Richard; Morley, David; Dismore, Harriet

    2009-01-01

    Background: Although there has been a great deal of research on talent development in sport and education, there has been a distinct lack of research on developing talent specifically in a curricular physical education context. Yet, all schools in England are expected to identify and support their talented pupils. Purpose: In order to investigate…

  5. The development of a talent management framework for the private sector

    OpenAIRE

    Ebben S. van Zyl; Rose B. Mathafena; Joyce Ras

    2017-01-01

    Orientation: Talent management is a strategic priority especially for profit-generating organisations in the private sector. Limited research has been conducted on the theoretical development of talent management. The need for talent management is also triggered by a need to align and integrate people management practices with those of the organisation in order to achieve strategic execution and operational excellence. Research purpose: The primary aim of the study was to develop a talent...

  6. Conceptions of Student Talent in the Context of Talent Development

    DEFF Research Database (Denmark)

    Rasmussen, Annette; Rasmussen, Palle

    2015-01-01

    discussion of school talent, the paper proposes a typology of talented students, encompassing the distinguished, the quiet, the versatile and the industrious students. For each type of talent, a student narrative illustrates the link between social backgrounds and student approaches and understandings...

  7. Conceptions of Student Talent in the Context of Talent Development

    Science.gov (United States)

    Rasmussen, Annette; Rasmussen, Palle

    2015-01-01

    This paper reports from a case study of a "talent class", a special development programme for talented pupils, established in a Danish municipality. It analyses student backgrounds and motives for joining this talent class programme, which is seen in relation to ordinary schooling in Denmark. Drawing on Bourdieu, the paper links social…

  8. New talents Novos talentos Nouveaux talents

    Directory of Open Access Journals (Sweden)

    Hervé Théry

    2012-11-01

    Full Text Available New talents are arriving: this note wishes to attract the attention of our readers to three posters chosen by an international jury at IGC2012, the World congress of the International Geographical UnionFour topics were chosen for the IGC2012 (Global Change & Globalization, Society and Environment, Risks & Conflicts, Urbanization and Demographic Change, these four key topics were also the guiding categories for the call for posters.The poster exhibitions were held on Tuesday August the 28th a...

  9. Between talent and migrant

    DEFF Research Database (Denmark)

    Mosneaga, Ana

    ’ agendas for internationalisation of higher education and talent attraction to boost national competitiveness. Concurrently, convergence is happening between migration management regimes, albeit with persistent variations in actual regulations, when it comes to attracting skilled migrants, while reducing...... by examining the management of the status transition of international students’ into foreign workers in the host country context. It takes its point of departure in understanding international student migration as a phenomenon evolving in the cross field between the global competition for talent...... that create discrepancies between them. The conclusion highlights the tensions inherent in promoting talent attraction and internationalisation vis-à-vis migration management, and draws overall policy implications through the case of the management of international student migration in Denmark....

  10. Talent management in a microeconomy

    OpenAIRE

    Gudmundsdottir, Svala; Aðalsteinsson, Gylfi Dalmann; Helgudóttir, Jessica

    2017-01-01

    In recent years, there has been a growing interest in talent management, but there is still considerable debate with regard to understanding of the meaning of talent. While talent management has been criticized for the lack of conceptual and intellectual foundation, this paper aimed at exploring the systematic approaches to talent management in Icelandic organizations. A qualitative study was performed and interviews were conducted with 10 human resources managers. The results ...

  11. Towards a Model of Talent Development in Physical Education

    Science.gov (United States)

    Bailey, Richard; Morley, David

    2006-01-01

    Traditional conceptions of talent generally emphasise the construction of threshold values and the development of relatively unitary abilities, and this approach still dominates talent development programmes for elite sport. Most researchers on high ability, however, now favour domain-specific, multidimensional conceptions of ability that stress…

  12. "She's a Natural": Identifying and Developing Athletic Talent

    Science.gov (United States)

    Gray, H. Joey; Plucker, Jonathan A.

    2010-01-01

    Similarities between the identification and development of athletic talent and that of gifted children are rarely compared. Interestingly, however, they share analogous processes. The purpose of this review is to investigate the progress of research regarding athletic talent identification and development, including current issues, and provide…

  13. Talent Management: Emphasis on Action

    Science.gov (United States)

    Butterfield, Barbara

    2008-01-01

    Recent discussions among HR practitioners in higher education have focused on talent management; specifically, the concept of developing a college or university talent management approach balanced between planning and action. Talent management as a planning tool looks very similar to workforce planning, but where HR will experience a real…

  14. ICT tools as support fort he management of human talent

    Directory of Open Access Journals (Sweden)

    Sandra Cristina Riascos Erazo

    2011-12-01

    Full Text Available The use of Information and Communication Technologies (ICT within the organizational context has revolutionized management and administrative thought; this is evidenced through various aspects, one is how human talent is managed. This article seeks to show the results of research related to the evaluation of ICT used as support to human talent management and its essential objective was to characterize the main ICT tools used in the operational processes involved in managing human talent. The research was developed in two phases; first, identification of ICT tools that support human management processes, and second, determination of software used for human talent management in 60 companies in the Industrial, Commercial, and Service sectors in the city of Santiago de Cali. The research results indicate that diverse tools are available that facilitate the activities in the area of human talent management and which are mostly used in the commercial and service sectors

  15. Academic Talent Selection in Grant Review Panels

    NARCIS (Netherlands)

    Arensbergen, P. van; Weijden, I. van der; Besselaar, P van den; Prpic, K.; Weijden, I. van der; Aseulova, N.

    2014-01-01

    Career grants are an important instrument for selecting and stimulating the next generation of leading researchers. Earlier research has mainly focused on the relation between past performance and success. In this study we investigate the evidence of talent and how the selection process takes place.

  16. The meaning of talent

    Directory of Open Access Journals (Sweden)

    Raquel Lorenzo

    2006-01-01

    Full Text Available The knowledge society gives a remarkable role to human potentialities into organizations. For this reason has emerged talent management. But it is necessary to know its meaning to put on practice programs. In this paper, the author analyzes different points of views about this topic.

  17. Gifts, Talents and Meritocracy

    Science.gov (United States)

    Radnor, Hilary; Koshy, Valsa; Taylor, Alexis

    2007-01-01

    This paper investigates aspects of policy implementation that relate to "Excellence in Cities", a UK government initiative. Local Education Authority (LEA) personnel and school teachers, responsible for implementing the Gifted and Talented (G&T) strand of that initiative, were interviewed. These co-ordinators were involved in the…

  18. Talent Management in Academies

    Science.gov (United States)

    Davies, Brent; Davies, Barbara J.

    2010-01-01

    Purpose: Academies are semi-autonomous schools set up outside the normal local government structures with sponsors from business and charity groups to create new and innovative ways of creating and sustaining school transformation. The aim of this paper is to assist in a strategic conversation within the academy movement on talent development.…

  19. Exploring the social and political aspects of talent management in organisations.

    OpenAIRE

    Zesik, Barbara

    2016-01-01

    Talent management has been an area of significant organisational focus since 1997 when McKinsey and Company first introduced the concept of the ‘war for talent’. What appears to have been neglected in many subsequent talent management publications, however, is the tension between the rhetoric and reality of talent management. The objective of the research is to explore this tension in the context of the social and political aspects of managing talent in organisations and to gain a deeper unde...

  20. Applicability of Talent Management with Special Reference to Automobile Industry of Krishnagiri District

    OpenAIRE

    R. Santoshkumar; Dr. N. Rajasekar

    2011-01-01

    This research paper examines the applicability of Talent Management in Automobile Industry in Krishnagiri district. The primary data collected from the 100 different levels of employees in automobile industry. Hypothesis test used to measure the applicability of talent management. This paper found the executives feel that Talent Management is the competitive Advantage for the company; they believe that their company’s recruitment policy is leveraged towards recruiting top talent. This study...

  1. Proposed Social Spending Innovation Research (SSIR) Program: Harnessing American Entrepreneurial Talent to Solve Major U.S. Social Problems

    Science.gov (United States)

    Coalition for Evidence-Based Policy, 2015

    2015-01-01

    The Social Spending Innovation Research (SSIR) proposal seeks to replicate, in social spending, the great success of the Small Business Innovation Research (SBIR) program in technology development. The SBIR program funds technology development by entrepreneurial small companies. The program has spawned breakthrough technologies in diverse areas…

  2. The PhD Ethos-Mythos: What Chances do Have Young Talented Researchers in Reality? (Invited Paper

    Directory of Open Access Journals (Sweden)

    Bernard Wallner

    2014-12-01

    Full Text Available The nuclear tasks of universities did not change in the course of time. However, new responsibilities are added mostly depending on the en vogue zeitgeist, which does not necessarily facilitate strategic planning in an easy way. Because changes following the ideology of the spirit of the time are frequently not really adaptable to established structures. The classical parameters of university achievements are research and its output as well as teaching concepts to educate young scientists. Both, teaching and research, represent the major performance columns for universities and are dependent from each other and cause each other mutually. Many institutions proclaim that research-led approaches of scientific teaching generates the best academically trained graduates, who succeed competitively in the working environment and in the research world of universities. However, during the last 100 years the developments in the academic world showed that teaching and research do not cause each other like Castor and Pollux in order to be successful.

  3. How Finland Serves Gifted and Talented Pupils

    Science.gov (United States)

    Tirri, Kirsi; Kuusisto, Elina

    2013-01-01

    The purpose of this article is to provide an overview of the ways gifted and talented pupils are served in Finland. The trend toward individualism and freedom of choice as well as national policy affecting gifted education are discussed. Empirical research on Finnish teachers' attitudes toward gifted education with respect to the national…

  4. Share your talent – Move the world

    NARCIS (Netherlands)

    Wolfensberger, Marca; Drayer, Lyndsay; Volker, Judith; Wolfensberger, Marca; Drayer, Lyndsay; Volker, Judith

    2014-01-01

    The Research Centre for Talent Development in Higher Education and Society, based at Hanze University of Applied Sciences in the Netherlands, organised the first international conference “Evoking Excellence in Higher Education and Beyond”. This conference brought together scholars and educators from

  5. Unnatural selection: talent identification and development in sport.

    Science.gov (United States)

    Abbott, Angela; Button, Chris; Pepping, Gert-Jan; Collins, Dave

    2005-01-01

    The early identification of talented individuals has become increasingly important across many performance domains. Current talent identification (TI) schemes in sport typically select on the basis of discrete, unidimensional measures at unstable periods in the athlete's development. In this article, the concept of talent is revised as a complex, dynamical system in which future behaviors emerge from an interaction of key performance determinants such as psychological behaviors, motor abilities, and physical characteristics. Key nonlinear dynamics concepts are related to TI approaches such as sensitivity to initial conditions, transitions, and exponential behavioral distributions. It is concluded that many TI models place an overemphasis on early identification rather than the development of potentially talented performers. A generic model of talent identification and development is proposed that addresses these issues and provides direction for future research.

  6. Competing on talent analytics.

    Science.gov (United States)

    Davenport, Thomas H; Harris, Jeanne; Shapiro, Jeremy

    2010-10-01

    Do investments in your employees actually affect workforce performance? Who are your top performers? How can you empower and motivate other employees to excel? Leading-edge companies such as Google, Best Buy, Procter & Gamble, and Sysco use sophisticated data-collection technology and analysis to answer these questions, leveraging a range of analytics to improve the way they attract and retain talent, connect their employee data to business performance, differentiate themselves from competitors, and more. The authors present the six key ways in which companies track, analyze, and use data about their people-ranging from a simple baseline of metrics to monitor the organization's overall health to custom modeling for predicting future head count depending on various "what if" scenarios. They go on to show that companies competing on talent analytics manage data and technology at an enterprise level, support what analytical leaders do, choose realistic targets for analysis, and hire analysts with strong interpersonal skills as well as broad expertise.

  7. Talent i skolen

    DEFF Research Database (Denmark)

    Nissen, Poul Erik

    Talent i skolen inddrager den nyeste danske og internationale forskning inden for talentpleje og byder ind med initiativer, der kan støtte op om de særligt begavede børn. Gennem konkrete cases og introduktion af begrebet "potentialeorienteret undervisningsdifferentiering" får læreren inspiration...... til planlægning og undervisning af fagligt indhold, der også udfordrer de særligt begavede elever. Endelig præsenteres en praksisnær ramme for identifikation og beskrivelse af børn, der antages at have særlige talenter eller forudsætninger samt forslag til, hvorledes man kan sikre, at talentudvikling...

  8. Talent management best practices: how exemplary health care organizations create value in a down economy.

    Science.gov (United States)

    Groves, Kevin S

    2011-01-01

    : Difficult economic conditions and powerful workforce trends pose significant challenges to managing talent in health care organizations. Although robust research evidence supports the many benefits of maintaining a strong commitment to talent management practices despite these challenges, many organizations compound the problem by resorting to workforce reductions and limiting or eliminating investments in talent management. : This study examines how nationwide health care systems address these challenges through best practice talent management systems. Addressing important gaps in talent management theory and practice, this study develops a best practice model of talent management that is grounded in the contextual challenges facing health care practitioners. : Utilizing a qualitative case study that examined 15 nationwide health care systems, data were collected through semistructured interviews with 30 executives and document analysis of talent management program materials submitted by each organization. : Exemplary health care organizations employ a multiphased talent management system composed of six sequential phases and associated success factors that drive effective implementation. Based on these findings, a model of talent management best practices in health care organizations is presented. : Health care practitioners may utilize the best practice model to assess and enhance their respective talent management systems by establishing the business case for talent management, defining, identifying, and developing high-potential leaders, carefully communicating high-potential designations, and evaluating talent management outcomes.

  9. Initiatives of the Belgian SCK•CEN Academy to attract young talent in nuclear research and technology

    International Nuclear Information System (INIS)

    Coeck, Michèle

    2014-01-01

    Our aim: • Explain/refresh basics of radioactivity; • Discuss several examples of nuclear applications → In nuclear, medical, non-nuclear industry, daily life, … • Present research activities of SCK•CEN, justify why nuclear research is important, how does it contribute to well-being of society in general; • Discuss with teachers how the standard education programs can integrate a pluralistic approach to complex technical issues such as applications of radioactivity. Conclusions: • Focus on knowledge, understanding, skills, attitudes, … and show “real-life” situations = added value; • Mention the whole picture: → ALL application fields, ALL issues; • Motivate to choose for scientific or technical studies can be one aim, but equally (or more) important: discuss risks and benefits of nuclear applications in general, develop an open and critical mind in order to gain more insight in multi-facetted issues such as risks and benefits of radioactivity and nuclear technology, and contribute in serene way to the societal debate; • Contribution to critical-intellectual nuclear capacities for society

  10. Who’s got TALENT?

    CERN Multimedia

    Joannah Caborn Wengler

    2012-01-01

    As part of a training initiative funded under the European Commission’s Seventh Framework Programme, 17 new Fellow positions have just been opened with three positions at CERN and the remainder around Europe. The mission is to contribute to the development of key sections of the ATLAS tracker upgrade.   As the LHC ramps up towards full capacity, the detectors will need to update their technology to meet the extra demands created by significantly increased levels of both radiation and signals reaching the sensors. This can only be done by ramping up research and development to create the new technologies needed. To meet this challenge, the Marie Curie Initial Training Network TALENT is currently seeking 17 researchers from the fields of applied physics, mechanical and software engineering, electronics and economics to work in five key areas: - Radiation-hard precision pixel sensors - Radiation-hard high-density electronics and interconnection technologies - New mechanical integrati...

  11. Research on Hospital Talent Cultivation Plan in the Information Era%信息化背景下医院人才培养计划研究

    Institute of Scientific and Technical Information of China (English)

    刘卉

    2016-01-01

    With the continuous development, the information technology has been applied in various fields, which puts for-wards a new requirement for the organizational management level, the talent management is the major link of promoting the hospital health development, and making the talent management more rational under the information background is the ma-jor topic of solving the issues such as hospital human resource shortage, ensuring the hospital work occurs in an orderly manner and improving the hospital service quality. The paper summarizes the talent management and cultivation experience of public hospitals in recent years and studying the hospital talent cultivation plan in the new era hoping that it can con-tribute to improving the hospital talent cultivation work in the future.%信息技术的不断发展使信息技术深入各行各业,对组织管理水平有新要求。人才管理是推进医院健康发展的重要环节,使人才管理在信息化大背景下更加合理是解决医院人力资源紧缺、保证院内工作有序进行、提高医院服务质量的重要课题。该文总结近年来公立医院人才管理与培养经验,探讨新时代背景(信息化时代)下医院人才培养计划,希望有助于今后医院人才培养工作提升。

  12. “You’re Not Born with Talent” Talented Girls’ and Boys’ Perceptions of Their Talents as Football Players

    Directory of Open Access Journals (Sweden)

    Stig Arve Sæther

    2016-01-01

    Full Text Available Generally in sports, there is a strong assumption of a connection between skill level in young age and adulthood. Studies have mainly focused on the coaches’ understanding and role in identifying and developing talent. In this article we turn our attention towards the athletes’ perspectives, interviewing talented young football players (five boys and five girls about their perceptions of their own talent and development. The objective of the article is to investigate how boys and girls perceive their talent and to discuss how various perceptions influence coaching practice in talent development. We introduce the following questions: (a do the players use a static or dynamic perception of their own talent and (b do the players consider specific or general skills to be most important in their skill development? Results show that the boys have a more static perception of talent compared to the girls. Furthermore, the boys in this study stress the importance of highly specified skills. The girls have a more balanced view on what is important, but tend to stress the importance of basic skills. The study suggests two potential implications. First, the coaches should be aware of the possible vulnerability following players’ static perception of talent. Second, an exclusive focus on specified skills might make for less optimal preparation for the changing demands young players meet when moving through the different levels of play on their way to high level football. In future research it would be interesting to investigate how players with a lower skill level, not yet regarded as talent, perceive their talent and skill development.

  13. Talent Development Gamification in Talent Selection Assessment Centres

    Science.gov (United States)

    Tansley, Carole; Hafermalz, Ella; Dery, Kristine

    2016-01-01

    Purpose: The purpose of this paper is to examine the relationship between the use of sophisticated talent selection processes such as gamification and training and development interventions designed to ensure that candidates can successfully navigate the talent assessment process. Gamification is the application of game elements to non-game…

  14. Talent development gamification in talent selection assessment centres

    NARCIS (Netherlands)

    Tansley, Carole; Hafermalz, Ella; Dery, Kristine

    2016-01-01

    Purpose: The purpose of this paper is to examine the relationship between the use of sophisticated talent selection processes such as gamification and training and development interventions designed to ensure that candidates can successfully navigate the talent assessment process. Gamification is

  15. Exploring Talenting: Talent Management as a Collective Endeavour

    Science.gov (United States)

    Gold, Jeff; Oldroyd, Tony; Chesters, Ed; Booth, Amanda; Waugh, Adrian

    2016-01-01

    Purpose: This paper seeks to show appreciation for the collective endeavour of work practices based on varying degrees of dependence, interdependence and mutuality between at least two people. Such dependencies have to be concerned with how talent is used and how this use is an interaction between people, a process called talenting. The aim of…

  16. Human talent forecasting

    Directory of Open Access Journals (Sweden)

    Nedelcu Bogdan

    2017-07-01

    Full Text Available The demand for talent has increased while the offer has declined and these worrying trends don’t seem to show any sign of change in the near future. According to Bloomberg Businessweek, USA, Canada, UK, and Japan (among many others will face varying degrees of talent shortages in almost every industry in the coming years. The performed study focuses on identifying patterns which relates to human skills. Recently, with the new demand and increasing visibility, human resources are seeking a more strategic role by harnessing data mining methods. This can be achieved by discovering generated patterns from existing useful data in HR databases. The main objective of the paper is to determine which data mining algorithm suits best for extracting knowledge from human resource data, when in it comes to determining how suited is a candidate for a specific job. First of all, it must be determined a way to evaluate a candidate as objective as possible and rate the candidate with a mark from 0 to 10. To do so, some data sets had to be generated with different numbers of values or different values and wore processed using Weka. The results had been plotted so that it would be easier to interpret. Also, the study shows the importance of using large volumes of data in order to take informed decisions has recently become extremely discussed in most organizations. While finances, marketing and other departments within a company receive data systems and customized analysis, human resources are still not supported by expert systems to process large data volumes. The software prototype designed for the experiment rates individuals (working for the company, or in trials on a scale from 0 to 10, offering the decision makers an objective analysis. This way, a company looking for talent will know whether the person applying for the job is suited or not, and how much the hiring will influence the overall rating of the department.

  17. TALENT ENGAGEMENT FRAMEWORK AS A JOURNEY TO PERFORMANCE

    Directory of Open Access Journals (Sweden)

    Maria Jakubik

    2016-10-01

    Full Text Available This conceptual paper proposes a framework for engaging talents at work that leads to business performance. The framework is built on concepts that are evolving and they are defined in several, in many cases confusing, ways in the literature. The research methodology is literature review. Therefore, the paper starts with overviewing the concepts of the knowledge economy, skills, knowledge, talents, work engagement, and organizational performance. Then, the suggested framework is presented and discussed. The paper contributes to a better understanding of the underlining conditions and processes of value creation through talent engagement, calling for more discussion around this phenomenon.

  18. Exploring talent development environments –inspirations to medical education at doctoral level

    DEFF Research Database (Denmark)

    Christensen, Mette Krogh; Lund, Ole; Mørcke, Anne Mette

    Introduction: Doctoral students may be considered some of our most talented students. In order to maintain high quality in doctoral education we should be aware of optimizing the talent development environment in which the students develop their competencies. In this paper we explore the features...... has been on cognitive skills of individual talents and to a minor degree on institutional conditions and constraints within talent development environments. However, recent studies on talent development in sport recognize ‘talent’ as a social construction (1) and institutional and environmental...... features playing a decisive role in talent development (2). Our research question is: do concepts and models for talent development environments in sport apply to medical education at doctoral level? Considering the uniqueness of the two domains (they refer to different overall social fields: education...

  19. Selected sports talent development models

    Directory of Open Access Journals (Sweden)

    Michal Vičar

    2017-06-01

    Full Text Available Background: Sports talent in the Czech Republic is generally viewed as a static, stable phenomena. It stands in contrast with widespread praxis carried out in Anglo-Saxon countries that emphasise its fluctuant nature. This is reflected in the current models describing its development. Objectives: The aim is to introduce current models of talent development in sport. Methods: Comparison and analysing of the following models: Balyi - Long term athlete development model, Côté - Developmental model of sport participation, Csikszentmihalyi - The flow model of optimal expertise, Bailey and Morley - Model of talent development. Conclusion: Current models of sport talent development approach talent as dynamic phenomenon, varying in time. They are based in particular on the work of Simonton and his Emergenic and epigenic model and of Gagné and his Differentiated model of giftedness and talent. Balyi's model is characterised by its applicability and impications for practice. Côté's model highlights the role of family and deliberate play. Both models describe periodization of talent development. Csikszentmihalyi's flow model explains how the athlete acquires experience and develops during puberty based on the structure of attention and flow experience. Bailey and Morley's model accents the situational approach to talent and development of skills facilitating its growth.

  20. The Arts and Talent Development.

    Science.gov (United States)

    Seeley, Ken

    1996-01-01

    Discusses the role of creative arts in developing talent among gifted students. Talent development strategies using the arts are identified. Also describes ways that teachers can support collaboration among the arts and that parents can advocate and foster arts programs. (CR)

  1. Talent's Network Way of Thinking

    Science.gov (United States)

    Gyarmathy, Éva

    2016-01-01

    In the 21st century support for gifted education and talent, as are many other earlier values and solutions, is being reassessed. In the age of rapidly changing values, keeping provision up-to-date is achieved through the continual rethinking, reviewing and challenging the concept of giftedness and talent. The perception and our understanding of…

  2. Transforming Education with Talent Management

    Science.gov (United States)

    Brandt, Julie

    2011-01-01

    Attracting, developing, and retaining employees, ensuring a pipeline of qualified people, and building a culture of engagement and productivity are important to the success of any organization. It is called "talent management." With the right technology support, talent management's real value is that it allows organizations to identify high…

  3. An Exploratory Study on Retaining Talents in Malaysia : A Case Study of Selected Malaysian Talents

    OpenAIRE

    Kok, Phui Fun

    2011-01-01

    This research is intended as an exploratory case study to convey a qualitative feel on the issue of retention of Malaysian talents still in Malaysia. It fills a gap not covered by the World Bank’s “Malaysia Economic Monitor: Brain Drain” report, in order to give some insights to individual companies in Malaysia concerning the retention of their existing talents, provide some food for thought for other stakeholders, and spur ideas for more in-depth study in the future.It examines how salary an...

  4. Applying talent management to nursing.

    Science.gov (United States)

    Haines, Sue

    To deliver the chief nursing officer for England's vision for compassionate care and embed the 6Cs effectively, the NHS must attract, develop and retain talented nurses with a diverse range of skills. This is particularly important given the predicted shortage of nurses and evidence that NHS providers need to increase skill mix ratios to deliver safe patient care. "Talent management" is increasingly discussed within the health service; we recently asked nurses and student nurses to identify their priorities for talent development. They highlighted the importance of strong ward leadership, effective personal appraisal, clearer career pathways, increased staff engagement and involvement in decision making, as well as a need for greater emphasis on the recognition and reward of nursing achievements. We concluded that these factors are crucial to attracting, retaining and developing talent in nursing. Nurse leaders can learn approaches to developing talent from business and wider healthcare settings.

  5. Perceived Family Influences in Talent Development among Artistically Talented Teenagers in Singapore

    Science.gov (United States)

    Garces-Bacsal, Rhoda Myra

    2013-01-01

    Though there have been quite a number of research studies focusing on how Singaporean families promote literacy and instill values of academic excellence inside the home, little has been written about how families nurture the gifts of teenagers talented in the arts in the Singaporean context. This article highlights how the family influences the…

  6. An employer brand predictive model for talent attraction and retention

    OpenAIRE

    Annelize Botha; Mark Bussin; Lukas de Swardt

    2011-01-01

    Orientation: In an ever shrinking global talent pool organisations use employer brand to attract and retain talent, however, in the absence of theoretical pointers, many organisations are losing out on a powerful business tool by not developing or maintaining their employer brand correctly. Research purpose: This study explores the current state of knowledge about employer brand and identifies the various employer brand building blocks which are conceptually integrated in a predictiv...

  7. The Inclusion of Multiple Exceptional Gifted Students in Talent Development Programmes: Interaction Synthesis of Both Provision Form and Content

    Science.gov (United States)

    Gyarmathy, Éva; Senior, John

    2018-01-01

    Models of giftedness in the 21st century tend to describe talent as a social construct. Research now indicates that certain talented populations that are composed of multiple exceptional individuals are excluded from talent development programmes. Recognizing how well the environment best fits individual needs at particular key developmental…

  8. Talent identification and development in soccer.

    Science.gov (United States)

    Williams, A M; Reilly, T

    2000-09-01

    In this review, we attempt to integrate the main research findings concerned with talent identification and development in soccer. Research approaches in anthropometry, physiology, psychology and sociology are considered and, where possible, integrated. Although some progress has been made in identifying correlates of playing success, it appears that no unique characteristics can be isolated with confidence. Both biological and behavioural scientists have indicated a strong genetic component in performance of sports such as soccer; nevertheless, the influence of systematic training and development programmes should not be underestimated. We conclude that the sport and exercise sciences have an important support role in the processes of identifying, monitoring and nurturing talented soccer players towards realizing their potential.

  9. Conventional and genetic talent identification in sports: will recent developments trace talent?

    Science.gov (United States)

    Breitbach, Sarah; Tug, Suzan; Simon, Perikles

    2014-11-01

    The purpose of talent identification (TI) is the earliest possible selection of auspicious athletes with the goal of systematically maximizing their potential. The literature proposes excellent reviews on various facets of talent research on different scientific issues such as sports sciences or genetics. However, the approaches of conventional and genetic testing have only been discussed separately by and for the respective groups of interest. In this article, we combine the discoveries of these disciplines into a single review to provide a comprehensive overview and elucidate the prevailing limitations. Fundamental problems in TI reside in the difficulties of defining the construct ‘talent’ or groups of different performance levels that represent the target variable of testing. Conventional and genetic testing reveal a number of methodological and technical limitations, and parallels are summarised in terms of the test designs, the point in time of testing, psychological skills or traits and unknown interactions between different variables. In conclusion, many deficiencies in the current talent research have gained attention. Alternative solutions include the talent development approach, while genetic testing is re-emphasised as a tool for risk stratification in sport participation. Future research needs to clearly define the group of interest and comprehensively implement all methodological improvement suggestions.

  10. Talent development: linking the stakeholders to the process.

    Science.gov (United States)

    Pankhurst, Anne; Collins, Dave; Macnamara, Áine

    2013-01-01

    The three stakeholders (coaches, parents and the National Governing Body) in Talent Identification and Development (TID) are important factors in athlete development. How each of them perceive the key constructs of Talent Identification and Development (i.e. sport specialisation and selection, practice, athlete development, junior and adult success, and the role of the stakeholders), and the coherence of that understanding is not well understood. This study focuses on junior performance tennis and investigates the perceptions of coaches, parents and sports organisations (a National Governing Body) of the five key constructs of Talent Identification and Development. We were interested in examining (a) the extent to which stakeholder perceptions relate to research, (b) the coherence of each stakeholder's perceptions and (c) the extent to which there is coherence between what stakeholders understand each other thinks. Seventy-five coaches, parents, and National Governing Body staff completed a questionnaire that asked participants to rate their degree of agreement/disagreement with researched 'principles' of Talent Identification and Development. The results suggest that stakeholders do not strongly agree with the research supporting principles of Talent Identification and Development. Furthermore, a significant lack of coherence of stakeholder perceptions was evident. This lack of coherence was also evident in each group's understanding of what the other stakeholders believed. The impact of these results on the Talent Identification and Development process is discussed.

  11. The development of a talent management framework for the private sector

    Directory of Open Access Journals (Sweden)

    Ebben S. van Zyl

    2017-04-01

    Full Text Available Orientation: Talent management is a strategic priority especially for profit-generating organisations in the private sector. Limited research has been conducted on the theoretical development of talent management. The need for talent management is also triggered by a need to align and integrate people management practices with those of the organisation in order to achieve strategic execution and operational excellence. Research purpose: The primary aim of the study was to develop a talent management framework for the private sector. The research proposed to conduct an in-depth exploration of talent management practices in key and leading organisations already in the mature stages of talent management implementation in South Africa. Motivation of the study: There is a need for the development of best practices in talent management – where talent management strategy is designed to deliver corporate and human resource management strategies. The formal talent management initiative would be linked to the human resources management function and will flow vertically from the corporate strategy-making process. Research approach, design and method: The modernist qualitative research approach was applied to the study. Data were collected through semi-structured interviews (18 persons were interviewed in total. Analytical induction method was instrumental in facilitating the overall data analysis, while constructivist grounded theory assisted with the operationalisation of the data analysis. Main findings: The study has mapped out key dimensions which are essential for the implementation of talent management. The dimensions of talent management are attraction, sourcing and recruitment, deployment and transitioning, growth and development, performance management, talent reviews, rewarding and recognising, engagement and retention. With each of the above-mentioned dimensions, the activities that are to be carried out to achieve the outcome of each

  12. Successful talent development in track and field

    DEFF Research Database (Denmark)

    Henriksen, K; Stambulova, N; Roessler, K K

    2010-01-01

    Track and field includes a number of high-intensity disciplines with many demanding practices and represents a motivational challenge for talented athletes aiming to make a successful transition to the senior elite level. Based on a holistic ecological approach, this study presents an analysis...... of a particular athletic talent development environment, the IFK Växjö track and field club, and examines key factors behind its successful history of creating top-level athletes. The research takes the form of a case study. Data were collected from multiple perspectives (in-depth interviews with administrators...... to elite athletes. A strong organizational culture, characterized by values of open co-operation, by a focus on performance process and by a whole-person approach, provided an important basis for the environment's success. The holistic ecological approach encourages practitioners to broaden their focus...

  13. Psychological Factors in the Development of Football-Talent from the Perspective of an Integrative Sport-Talent Model

    Directory of Open Access Journals (Sweden)

    Robert OROSZ

    2015-08-01

    Full Text Available This study presents a new, integrative model of sports talent. Following the theoretical part of the study a football-talent research is presented, in which a theoretical framework is provided by this new theory of sports talent. This research examines the role of psychological factors in football talent development. The sample was N=425 football-players of the First Division Men’s Junior and Adolescent Football Championships of the Hungarian Football League, and their coaches (N=21. The applied instruments were: Sporting Background Questionnaire, The Tennessee Self-Concept Scale (TSCS – Hungarian version, Psychological Immune Competence Inventory (PICI, Athletic Coping Skills Inventory (ACSI, Advanced Progressive Matrices (APM, Co-Player Questionnaire, and Coach Questionnaire. As a result, significant differences were found between talented and control groups in the case of 27 variables out of 48 (6 scales of the SBQ, 5 scales of the ACSI-28, 9 scales of the PISI, 5 subscales and the Total self-concept scale of the TSCS, and in APM. More talented players showed more favourable values in each of the 27 intra-, and interpersonal dimensions. According to our results, the development of psychological factors (e.g. concentration, lack of anxiety, self-confidence, coping skills, and social skills within an integrative approach can enhance personal efficiency in developing football giftedness.

  14. Selected sports talent development models

    OpenAIRE

    Michal Vičar

    2017-01-01

    Background: Sports talent in the Czech Republic is generally viewed as a static, stable phenomena. It stands in contrast with widespread praxis carried out in Anglo-Saxon countries that emphasise its fluctuant nature. This is reflected in the current models describing its development. Objectives: The aim is to introduce current models of talent development in sport. Methods: Comparison and analysing of the following models: Balyi - Long term athlete development model, Côté - Developmen...

  15. 4. Valorizations of Theoretical Models of Giftedness and Talent in Defining of Artistic Talent

    OpenAIRE

    Anghel Ionica Ona

    2016-01-01

    Artistic talent has been defined in various contexts and registers a variety of meanings, more or less operational. From the perspective of pedagogical intervention, it is imperative understanding artistic talent trough the theoretical models of giftedness and talent. So, the aim of the study is to realize a review of the most popular of the theoretical models of giftedness and talent, with identification of the place of artistic talent and the new meanings that artistic talent has in each on...

  16. CERN’s got TALENT

    CERN Multimedia

    Stefania Pandolfi

    2015-01-01

    TALENT is a Marie Curie Initial Training Network (ITN) project coordinated by CERN and funded under the European Commission’s Seventh Framework Programme. From 23 to 25 November, the project’s participants will present their achievements at the final event that will be held at IdeaSquare.   The IBL sub-detector during its insertion in the heart of the ATLAS detector (May 2014) (Image: Heinz Pernegger/CERN). TALENT’s acronym stands for “Training for cAreer deveLopment in high-radiation ENvironment Technologies”. Launched in 2012 by a collaboration of three research centres, seven universities and eight industrial partners and led by CERN, the project had the overall objective of building up the careers of young researchers in the field of instrumentation for future tracking detectors. The test bed for TALENT’s students has been the development of the Insertable B-Layer (IBL) sub-detector of ATLAS. The high-precision pixel detect...

  17. The Project TALENT Twin and Sibling Study.

    Science.gov (United States)

    Prescott, Carol A; Achorn, Deanna Lyter; Kaiser, Ashley; Mitchell, Lindsey; McArdle, John J; Lapham, Susan J

    2013-02-01

    Project TALENT is a US national longitudinal study of about 377,000 individuals born in 1942-1946, first assessed in 1960. Students in about 1,200 schools participated in a 2-day battery covering aptitudes, abilities, interests, and individual and family characteristics (Flanagan, 1962; www.projectTALENT.org). Follow-up assessments 1, 5, and 11 years later assessed educational and occupational outcomes. The sample includes approximately 92,000 siblings from 40,000 families, including 2,500 twin pairs and 1,200 other siblings of twins. Until recently, almost no behavior genetic research has been conducted with the sample. In the original data collection information was not collected with the intent to link family members. Recently, we developed algorithms using names, addresses, birthdates, and information about family structure to link siblings and identify twins. We are testing several methods to determine zygosity, including use of yearbook photographs. In this paper, we summarize the design and measures in Project TALENT, describe the Twin and Sibling sample, and present our twin-sib-classmate model. In most twin and family designs, the 'shared environment' includes factors specific to the family combined with between-family differences associated with macro-level variables such as socioeconomic status. The school-based sampling design used in Project TALENT provides a unique opportunity to partition the shared environment into variation shared by siblings, specific to twins, and associated with school- and community-level factors. The availability of many measured characteristics on the family, schools, and neighborhoods enhances the ability to study the impact of specific factors on behavioral variation.

  18. Spanish version of the Talent Development Environment Questionnaire for sport: Cultural adaptation and initial validation

    Science.gov (United States)

    Olivares, Pedro R.; Andronikos, Georgios; Martindale, Russell J. J.

    2017-01-01

    This study aimed to translate the Talent Development Environment Questionnaire into Spanish and provide an initial validation. A recommended methodology for translation and cultural adaptation of questionnaires was applied. Once this had been completed, three hundred and thirty-two young athletes completed the Talent Development Environment Questionnaire. The results revealed that the five factor solution Talent Development Environment Questionnaire was confirmed. With the exclusion of one item due to low factor loading, the Talent Development Environment Questionnaire-5 had robust statistical support for its factor structure (χ2 (df = 305) = 499.64, pTalent Development Environment Questionnaire-5 had a Cronbach α score of .877, and the reliability scores for individual factors 1–5 were .622; .761; .658; .605; .602 respectively. As such, it is recommended that the Spanish Talent Development Environment Questionnaire-5 can be used with confidence in Spain in both applied and research settings. PMID:28582387

  19. Spanish version of the Talent Development Environment Questionnaire for sport: Cultural adaptation and initial validation.

    Science.gov (United States)

    Brazo-Sayavera, Javier; Olivares, Pedro R; Andronikos, Georgios; Martindale, Russell J J

    2017-01-01

    This study aimed to translate the Talent Development Environment Questionnaire into Spanish and provide an initial validation. A recommended methodology for translation and cultural adaptation of questionnaires was applied. Once this had been completed, three hundred and thirty-two young athletes completed the Talent Development Environment Questionnaire. The results revealed that the five factor solution Talent Development Environment Questionnaire was confirmed. With the exclusion of one item due to low factor loading, the Talent Development Environment Questionnaire-5 had robust statistical support for its factor structure (χ2 (df = 305) = 499.64, pTalent Development Environment Questionnaire-5 had a Cronbach α score of .877, and the reliability scores for individual factors 1-5 were .622; .761; .658; .605; .602 respectively. As such, it is recommended that the Spanish Talent Development Environment Questionnaire-5 can be used with confidence in Spain in both applied and research settings.

  20. Should Leadership Talent Management in Schools Also Include the Management of Self-Belief?

    Science.gov (United States)

    Rhodes, Christopher

    2012-01-01

    International concerns about leadership shortages in schools have prompted a renewed research focus upon leadership talent and leadership talent management. The journey to leadership has been previously researched from the perspectives of professional development, equality of opportunity, work environment and personal characteristics. However, a…

  1. What Contributes to Gifted Adolescent Females' Talent Development at a High-Achieving, Secondary Girls' School?

    Science.gov (United States)

    Tweedale, Charlotte; Kronborg, Leonie

    2015-01-01

    The purpose of this research was to examine what contributes to gifted adolescent females' talent development at a high-achieving girls' school. Using Kronborg's (2010) Talent Development Model for Eminent Women as a theoretical framework, this research examined the conditions that supported and those that hindered the participants' talent…

  2. What the Savant Syndrome Can Tell Us about the Nature and Nurture of Talent

    Science.gov (United States)

    Miller, Leon K.

    2005-01-01

    Recent research has begun to illuminate the composition and development of exceptional skills in those with intellectual disability. I argue that this research is relevant to more general discussions of talent. First, it provides a special opportunity to deconstruct talent in different domains. Because savants typically lack the general…

  3. Talent development – dealing with potentiality

    DEFF Research Database (Denmark)

    Olesen, Jesper; Nielsen, Jens Christian; Søndergaard, Dorte Marie

    2017-01-01

    - and a talent development environment which, in their encounter, creates an affect that produces talent. Based on a case study on Jamie, a badminton player, we show that the combined talent/development assemblage is capable of maintaining a talent despite the fact that Jamie has a long-term injury...... and is completely unable to play badminton for long periods of time. We argue that talent development is a particular way of handling potentiality which, in the struggle to achieve the ultimate goal of excellence, results in a number of affects: it translates potential into a singular talent; it enables...

  4. Finding Your Voice: Talent Development Centers and the Academic Talent Search

    Science.gov (United States)

    Rushneck, Amy S.

    2012-01-01

    Talent Development Centers are just one of many tools every family, teacher, and gifted advocate should have in their tool box. To understand the importance of Talent Development Centers, it is essential to also understand the Academic Talent Search Program. Talent Search participants who obtain scores comparable to college-bound high school…

  5. Talent Management and Career Development

    DEFF Research Database (Denmark)

    Claussen, Jörg; Grohsjean, Thorsten; Luger, Johannes

    2014-01-01

    Based on the talent management literature, this paper investigates managerial skills that are essential for managers’ job promotion. Using arguments from the human and social capital literature and following tournament logic, we claim that a manager's own experience, expertise, and network size...... have implications for individual career development and talent management programs....... positively affect promotion odds, while strong colleagues decrease promotion odds. Studying 7003 promotions to middle management and 3147 promotions to senior management, we find broad support for our hypotheses, but find also that network size no longer predicts promotion to senior management. Our findings...

  6. Talent Management at Tenaga Nasional Berhad

    OpenAIRE

    Rozhan Othman; Wardah Azimah Sumardi

    2013-01-01

    This case describes the talent management practice of Tenaga Nasional Berhad (TNB). It describes how the company selects and develops future leaders to ensure a smooth succession for important positions. This is done through the creation of a talent pool consisting of high performance-high potential managers. Members of the talent pool are groomed for succession to key leadership positions at the corporate level and critical positions at the divisional level. Selection for TNB's talent pool i...

  7. Today's talented youth field hockey players, the stars of tomorrow? : a study

    NARCIS (Netherlands)

    Elferink-Gemser, Marije Titia

    2005-01-01

    The aim of the thesis was addressed by conducting research within a group of all talented field hockey players, measuring multidimensional performance characteristics in a sports-specific way, and following talented players across time by adopting a longitudinal study design. With caution because

  8. The Relationship of Time Perspective to Age, Gender, and Academic Achievement among Academically Talented Adolescents

    Science.gov (United States)

    Mello, Zena R.; Worrell, Frank C.

    2006-01-01

    Time perspective is a useful psychological construct associated with educational outcomes (Phalet, Andriessen, & Lens, 2004) and may prove fruitful for research focusing on academically talented adolescents. Thus, the relationship of time perspective to age, gender, and academic achievement was examined among 722 academically talented middle and…

  9. Talent management in context of educational management

    OpenAIRE

    Zápotocká, Monika

    2016-01-01

    The diploma thesis looks into talent management in context of educational management with the application of professional literature analysis. It describes talent acquisition, human resource development, career management and succession planning and points out the connection between these and other human resource processes and talent management. It specifies the approach of personality psychology, industrial organizational psychology, vocational psychology, positive psychology, social psychol...

  10. A Dynamical Systems Explanation of Talent Development in Sports

    NARCIS (Netherlands)

    den Hartigh, Jan Rudolf

    2015-01-01

    For decades, research on talent development in sports has attempted to detect the mechanisms explaining excellent performance. Although researchers generally agree that different personal and environmental factors play a role (e.g., genetic endowment, practice, family support), how these factors

  11. The destruction of talents and social security

    Directory of Open Access Journals (Sweden)

    Błażej Balewski

    2015-02-01

    Full Text Available Assuming O. Spengler’s remark, criticizing the enlightenment theory of linear, cumulative progress encompassing the whole of humanity and all manifestations of human activity, to be justified, an attempt should be made to search for ways to ensure the optimization of the path of development. Investigating the authors of the future progress of Europe’s regions unification appears especially relevant. It requires incessant research in order to identify the determinants of progress, which are considered to include processes, structure, as well as human beings themselves, especially the one considered to be a talent

  12. The floating signifier “talent” in talent management - and why talent management has become a religion

    DEFF Research Database (Denmark)

    Adamsen, Billy

    Within business life the term “talent” has been used by business leaders and consultants for decades to describe upcoming business managers with certain gifts and skills. Within science, especially within talent management, “talent” has been the fulcrum of most research and most research questions...... “talent” has changed semantically, and transformed itself into a floating signifier, and through its multiplicity of meaning, has turned the discipline of talent management into a religion, where believing seems to be more prevalent than knowing. The consequences of talent management being a religion...... have had - for years - focused on how the environment, culture, psychology and competencies influence the “talent”. To a certain extent science today can explain how certain internal and external variables can influence the development and the performance of a “talent”, but they are still unable...

  13. The long way towards the development of sportive talents

    Directory of Open Access Journals (Sweden)

    Lenamar Fiorese Vieira

    2008-05-01

    Full Text Available This study aimed at investigating the process of development of athletics talents from the State of Paraná, based on Bronfenbrenner (1992, 1995, 1996 ecological systems theory. The bioecological paradigm, person – process – context – time, was the study model. The personal form of the subjects, a semi-structured interview, the research diary, and other documents were used for data collecting. Athletics talents (14, some of their relatives (13, technicians (7, directors of Sport Paraná (3, and a sport secretary were subjects of this study. The categorial content analysis was used for data interpretation, by means of cuts enumeration, and categories. Concerning the involvement with motor activities, we observed that during the stimulation phase the experiences with varied activities were predominant; in the learning phase several sportive modalities were initiated; in the practice phase athletics was characterized as the most desirable modality; and during the specialization phase, the talents dedicated themselves only to athletics. The findings led us to the following conclusions: a the long way towards the development of each talent is a unique process, closely related to the training process during several years, depending on administrative structures; b the experiences in the different phases of the motor specialization process are related to the talent’s interest and motivation. The evidences showed that talent is a personal competence reached in the sportive environment, based on physical and psychological characteristics that allow the athletes to obtain a high efficiency considering the athletics modality.

  14. How to actualize potential: a bioecological approach to talent development.

    Science.gov (United States)

    Ceci, Stephen J; Williams-Ceci, Sterling; Williams, Wendy M

    2016-08-01

    Bioecological theory posits three interacting principles to explain developmental outcomes such as fluctuating achievement levels and changing heritability coefficients. Here, we apply the theory to the domain of talent development, by reviewing short-term and long-term cognitive interventions. We argue that macro-level analyses of cultural practices (e.g., matrilineal inheritance and property ownership) and national systems of education are consistent with the bioecological theory; when the findings from these analyses are unpacked, the engines that drive them are so-called proximal processes. This finding has implications for the design and delivery of instruction and the development of talent. We argue that talent is fostered by the same three bioecological mechanisms that explain the actualization of genetic potential. We conclude by discussing several self-descriptions and personal narratives by gifted students in which they spontaneously refer to these bioecological mechanisms in their own talent-development processes. Similar testimonials have been documented by historic talent researchers such as Benjamin Bloom, noting the importance of continual adjustments in feedback. © 2016 New York Academy of Sciences.

  15. Development of the talent development environment questionnaire for sport.

    Science.gov (United States)

    Martindale, Russell J J; Collins, Dave; Wang, John C K; McNeill, Michael; Lee, Kok Sonk; Sproule, John; Westbury, Tony

    2010-09-01

    As sporting challenge at the elite level becomes ever harder, maximizing effectiveness of the talent development pathway is crucial. Reflecting this need, this paper describes the development of the Talent Development Environment Questionnaire, which has been designed to facilitate the development of sporting potential to world-class standard. The questionnaire measures the experiences of developing athletes in relation to empirically identified "key features" of effective talent development environments. The first phase involved the generation of questionnaire items with clear content and face validity. The second phase explored the factor structure and reliability. This was carried out with 590 developing athletes through application of exploratory factor analysis with oblique rotation, principal axis factoring extraction and cronbach alpha tests. This yielded a 59-item, seven-factor structure with good internal consistency (0.616-0.978). The Talent Development Environment Questionnaire appears to be a promising psychometric instrument that can potentially be useful for education and formative review in applied settings, and as a measurement tool in talent development research.

  16. Training public health superheroes: five talents for public health leadership.

    Science.gov (United States)

    Day, Matthew; Shickle, Darren; Smith, Kevin; Zakariasen, Ken; Moskol, Jacob; Oliver, Thomas

    2014-12-01

    Public health leaders have been criticized for their policy stances, relationships with governments and failure to train the next generation. New approaches to the identification and training of public health leaders may be required. To inform these, lessons can be drawn from public health 'superheroes'; public health leaders perceived to be the most admired and effective by their peers. Members and Fellows of the UK Faculty of Public Health were contacted via e-newsletter and magazine and asked to nominate their 'Public Health Superhero'. Twenty-six responses were received, nominating 40 different people. Twelve semi-structured interviews were conducted. Thematic analysis, based on 'grounded theory', was conducted. Five leadership 'talents' for public health were identified: mentoring-nurturing, shaping-organizing, networking-connecting, knowing-interpreting and advocating-impacting. Talent-based approaches have been effective for leadership development in other sectors. These talents are the first specific to the practice of public health and align with some aspects of existing frameworks. An increased focus on identifying and developing talents during public health training, as opposed to 'competency'-based approaches, may be effective in strengthening public health leadership. Further research to understand the combination and intensity of talents across a larger sample of public health leaders is required. © The Author 2014. Published by Oxford University Press on behalf of Faculty of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  17. TALENT MANAGEMENT - A STRATEGIC PRIORITY

    Directory of Open Access Journals (Sweden)

    Matei Mirabela-Constanta

    2009-05-01

    Full Text Available Companies facing the new economic world, dominated by demographic, macroeconomic, and technological changes need to see talent management as a business priority in order to survive. At the same time, the world economic crisis ads pressure over managers, f

  18. Talent Complementarity and Organizational Stratification

    Science.gov (United States)

    Abrahamson, Mark

    1973-01-01

    Stratification within organizations as produced by the distribution of functional importance among positions is investigated. According to Stinchcombe's hypothesis from the functional theory of stratification, the rewards given to various positions are expected to be less equal when talent is complementary rather than additive. Actual differences…

  19. Expert performance in sport and the dynamics of talent development.

    Science.gov (United States)

    Phillips, Elissa; Davids, Keith; Renshaw, Ian; Portus, Marc

    2010-04-01

    Research on expertise, talent identification and development has tended to be mono-disciplinary, typically adopting genocentric or environmentalist positions, with an overriding focus on operational issues. In this paper, the validity of dualist positions on sport expertise is evaluated. It is argued that, to advance understanding of expertise and talent development, a shift towards a multidisciplinary and integrative science focus is necessary, along with the development of a comprehensive multidisciplinary theoretical rationale. Here we elucidate dynamical systems theory as a multidisciplinary theoretical rationale for capturing how multiple interacting constraints can shape the development of expert performers. This approach suggests that talent development programmes should eschew the notion of common optimal performance models, emphasize the individual nature of pathways to expertise, and identify the range of interacting constraints that impinge on performance potential of individual athletes, rather than evaluating current performance on physical tests referenced to group norms.

  20. Medical talent management: a model for physician deployment.

    Science.gov (United States)

    Brightman, Baird

    2007-01-01

    This article aims to provide a focused cost-effective method for triaging physicians into appropriate non-clinical roles to benefit both doctors and healthcare organizations. Reviews a validated career-planning process and customize it for medical talent management. A structured career assessment can differentiate between different physician work styles and direct medical talent into best-fit positions. This allows healthcare organizations to create a more finely tuned career ladder than the familiar "in or out" binary choice. PRACTICAL IMPLICATIONS--Healthcare organizations can invest in cost-effective processes for the optimal utilization of their medical talent. Provides a new use for a well-validated career assessment and planning system. The actual value of this approach should be studied using best-practices in ROI research.

  1. System Schema Analysis of County Economy Talents Shortages Based on the Perspective of Returning-home Entrepreneurship

    Institute of Scientific and Technical Information of China (English)

    2010-01-01

    According to the discussion of domestic scholars on county talents,we know that the researches concerning county human resources mainly focus on discussing the problems such as the total amount,distribution,quality and introduction of county talents though the analysis of coordination between talents and county economic development,and the research of relationship between industry adjustment and talents need.However,there have no relevant documents about the analysis and discussion of county talents problems based on system schema theory.In view of this reality,on the basis of the introduction of the system schema theory propounded by management guru Peter Senge,we conduct the feedback schema analysis of the restricted factors of talents shortages during county economic development;establish the growth limits schema of county talents system;analyze the functioning mechanism of the total amount,distribution,quality and introduction of county talents on the development of county economy;discuss the relationship between the individual quality,social relation and emotional need of returning-home start-up,and talents resource shortage;propose the countermeasures and suggestions to mitigate the shortage of county talents,in order to optimize the allocation of county human resources,and promote the county’s economic development.

  2. Research on the Countermeasures for High-end Talent Development in the New Material Industry from the Perspective of Four-dimensional Subject-With Hunan Province as an Example

    Science.gov (United States)

    Wen, Qiong

    2018-03-01

    In the context of the increasingly severe international economic situation, the new material industry is as one of the seven strategic emerging industries, and its development has become a major strategic decision of China that should be insisted at present and in the future. The implementation of this strategic decision cannot be achieved without talents. Based on the actual situation of Hunan Province, this paper points out the four major problems in high-end talent development of Hunan Province, namely, immaturity of industry development, unreasonable talent structure, imperfect training mechanism and unscientific incentive measures, and purposes the countermeasures in the perspective of four-dimensional subject involving government, enterprises, schools and students.

  3. Talented High School Football Players’ Perception of Talent Identification Criteria

    Directory of Open Access Journals (Sweden)

    Vazjwar Matin

    2017-06-01

    Full Text Available Talent identification (TID is a major part of top-level football. Even so, most studies of talented players are skewed towards exploring the work of coaches who are already dealing with pre-defined “talented performers” and not a broader range of players, such as high school students in sport specialisation programs (SSP and elite sport specialisation programs (ESSP. In this study, we explore which skills high school players find most important, how they assess their own skills compared to their schoolmates and which skills their school and club coaches find most important, comparing: girls and boys, an SSP and an ESSP school and players playing top-level versus low-level football. Included in this study were 111 high school football players (81 boys and 30 girls representing one SSP and one ESSP. The results showed that the players ranked mental and tactical skills as most important compared to the school and club coach who ranked, respectively, technical and physical, and tactical and technical skills as most important. Girls considered both tactical and physical skills significantly (<0.01 more important than boys. Players from SSP considered mental skills as significantly more important, while the ESSP players considered the tactical skills as significantly more important. Furthermore, the top-level players considered technical and mental skills as significantly more important. These results could indicate that gender, school type and playing level could affect the players’ perception of the most important skills in TID.

  4. Unlocking Student Talent: The New Science of Developing Expertise

    Science.gov (United States)

    Fogarty, Robin J.; Kerns, Gene M.; Pete, Brian M.

    2017-01-01

    How do we truly help "all" students achieve their fullest potential? What are the roles of motivation, deliberate practice, and coaching in developing talent and abilities in students? This hands-on guide examines each of these elements in detail providing definitions, relevant research, discussions, examples, and practical steps to take…

  5. Teachers\\' Perception of Giftedness and Talent Among Primary ...

    African Journals Online (AJOL)

    Teachers\\' Perception of Giftedness and Talent Among Primary School Children. Constantine Ngara. Abstract. No Abstract Available Zimbabwe Journal of Educational Research Vol.14(3) 2002: 213-228. Full Text: EMAIL FULL TEXT EMAIL FULL TEXT · DOWNLOAD FULL TEXT DOWNLOAD FULL TEXT.

  6. Mindfulness, psychological well-being and doping in talented young ...

    African Journals Online (AJOL)

    The primary aim of this research was to determine how mindfulness and psychological well-being relate to the propensity to use Performance-Enhancing Drugs (PEDs) in a sample of talented young athletes. A secondary aim was to determine how mindfulness and psychological well-being are related. This was a survey ...

  7. Talent Management - Case Study on Determining the Collective Pool of Talent

    Directory of Open Access Journals (Sweden)

    Mirabela-Constanta MATEI

    2012-11-01

    Full Text Available Our paper focuses on the importance of attracting and retaining talent in a company. Attracting talent refers not only to the selection of talented employees from outside the company, but also to their identification among existing employees by determining and developing the collective pool of talent. The aim of our paper is to get a better view on how companies understand, attract and retain talent. To achieve this aim, we first reviewed the literature in the field of interest and then conducted a case study on determining the collective pool of talent within a medium size company from Bihor County. Results are discussed.

  8. Reliability and validity of a talent identification test battery for seated and standing Paralympic throws.

    Science.gov (United States)

    Spathis, Jemima Grace; Connick, Mark James; Beckman, Emma Maree; Newcombe, Peter Anthony; Tweedy, Sean Michael

    2015-01-01

    Paralympic throwing events for athletes with physical impairments comprise seated and standing javelin, shot put, discus and seated club throwing. Identification of talented throwers would enable prediction of future success and promote participation; however, a valid and reliable talent identification battery for Paralympic throwing has not been reported. This study evaluates the reliability and validity of a talent identification battery for Paralympic throws. Participants were non-disabled so that impairment would not confound analyses, and results would provide an indication of normative performance. Twenty-eight non-disabled participants (13 M; 15 F) aged 23.6 years (±5.44) performed five kinematically distinct criterion throws (three seated, two standing) and nine talent identification tests (three anthropometric, six motor); 23 were tested a second time to evaluate test-retest reliability. Talent identification test-retest reliability was evaluated using Intra-class Correlation Coefficient (ICC) and Bland-Altman plots (Limits of Agreement). Spearman's correlation assessed strength of association between criterion throws and talent identification tests. Reliability was generally acceptable (mean ICC = 0.89), but two seated talent identification tests require more extensive familiarisation. Correlation strength (mean rs = 0.76) indicated that the talent identification tests can be used to validly identify individuals with competitively advantageous attributes for each of the five kinematically distinct throwing activities. Results facilitate further research in this understudied area.

  9. PRACTICAL APPLICATION OF EXCLUSIVE AND INCLUSIVE TALENT MANAGEMENT STRATEGY IN COMPANIES

    Directory of Open Access Journals (Sweden)

    Asta Savanevičienė

    2017-12-01

    Full Text Available The article deals with the practical application of exclusive and inclusive talent management strategies in order to form and maintain a competitive human resource potential of the company. The features of both exclusive and inclusive talent management strategies were defined and their practical appication in companies of various Lithuaniam industries was studied. The input from the respondents suggests that major companies prefer the inclusive talent management strategy, rather than exclusive. Summing up all the research results, the following conclusions were formulated: the features characteristic to inclusive talent management strategy dominate in the companies of manufacturing, banking, catering, consulting, trade, energy, transport, and agribusiness industries. In the company of technology industry, features of a mixed (having both exclusive and inclusive talent management strategy are apparent. The company in the construction-engineering industry has the dominating features of exclusive talent management strategy. Inclusive talent management strategy responds to the principles of human potential development-oriented expression and is an important message for the formulation of further insight into talent management, based on the use of internal potential.

  10. Future Assets, Student Talent (FAST)

    Science.gov (United States)

    1992-01-01

    Future Assets, Student Talent (FAST) motivates and prepares talented students with disabilities to further their education and achieve High Tech and professional employment. The FAST program is managed by local professionals, business, and industry leaders; it is modeled after High School High Tech project TAKE CHARGE started in Los Angeles in 1983. Through cooperative efforts of Alabama Department of Education, Vocational Rehabilitation, Adult and Children Services, and the President's Committee on Employment of People with Disabilities, north central Alabama was chosen as the second site for a High School High Tech project. In 1986 local business, industry, education, government agencies, and rehabilitation representatives started FAST. The program objectives and goals, results and accomplishments, and survey results are included.

  11. Human capital strategy: talent management.

    Science.gov (United States)

    Nagra, Michael

    2011-01-01

    Large organizations, including the US Army Medical Department and the Army Nurse Corps, are people-based organizations. Consequently, effective and efficient management of the human capital within these organizations is a strategic goal for the leadership. Over time, the Department of Defense has used many different systems and strategies to manage people throughout their service life-cycle. The current system in use is called Human Capital Management. In the near future, the Army's human capital will be managed based on skills, knowledge, and behaviors through various measurement tools. This article elaborates the human capital management strategy within the Army Nurse Corps, which identifies, develops, and implements key talent management strategies under the umbrella of the Corps' human capital goals. The talent management strategy solutions are aligned under the Nurse Corps business strategy captured by the 2008 Army Nurse Corps Campaign Plan, and are implemented within the context of the culture and core values of the organization.

  12. Developing satisfied and talented consultants

    International Nuclear Information System (INIS)

    Greenwood, Sarah; Higgs, Helen

    2007-01-01

    It has been well documented that the ageing, male dominated profile of the workforce in the UK nuclear industry will not support the forecasted nuclear renaissance. Based upon the aspects of age, gender and level of education, there is an existing shortfall in available knowledgeable resource to undertake and manage the extensive new build, operational and decommissioning programmes. The 2005 Nuclear Employers Survey advised the industry to recruit and train more: - young and qualified people. - experienced and qualified people from outside the industry. The future for the UK nuclear industry lies with people in their 20's and 30's. It is essential that not just technical talent but also managerial talent be identified early and that they are nourished and allowed to flourish. (authors)

  13. The Use of Talent Classes to Reproduce Differentiated Education

    Science.gov (United States)

    Rasmussen, Annette

    2012-01-01

    Talent and the development of talent have become increasingly dominant topics in the public sphere. Topics of talent also figure as important objectives for the education policies in Denmark, where various initiatives, including science centres for talents, annual talent camps and competitions, and not least resources and funding, are provided as…

  14. TALENT MANAGEMENT – TOWARDS THE NEW PERSPECTIVES

    Directory of Open Access Journals (Sweden)

    Dana Egerová

    2014-10-01

    Full Text Available Talent management has become one of the most important issues in organizations and one of the most debated themes in human resource management theory in recent years. The increasing attention to talent is affected by factors such as globalization, knowledge-based competition, changing the world of work, new forms of organizations and demographic changes. Organizations are nowadays becoming increasingly aware of the strategic value of talent and the impact of strong talent on their competitiveness on the global market. Talent is becoming recognised as a core competitive asset in business organizations (Silzer and Dowell, 2010. It has become clear that future competitiveness and prosperity of an organization depend strongly on the company’s ability to manage its talents effectively (Nilsson and Ellstrőm, 2012.

  15. The Tides of Talent.

    Science.gov (United States)

    Taylor, Craig R.

    2003-01-01

    Results of recent studies on why people leave or stay with an employer identified organizational, job, and leadership issues. Factors included job satisfaction, organizational climate, salary and benefits, loyalty, and anxiety about the economy and job market. Research showed three periods of highest risk of turnover: after the initial 30-60 days,…

  16. The role of psychological ownership in retaining talent: A systematic literature review

    Directory of Open Access Journals (Sweden)

    Chantal Olckers

    2012-02-01

    Full Text Available Orientation: Managing psychological ownership can have positive attitudinal and behavioural effects, promote organisational effectiveness and support talent retention.Research purpose: This paper seeks to explore and describe psychological ownership, distinguish it from other work-related attitudes and clarify the role that psychological ownership can play in retaining talent.Motivation for the study: Previous studies of human resource practices and organisational characteristics that affect organisational commitment and the retention of talent have reported that absent variables could be responsible for varied results. Psychological ownership could be one of them.Research design, approach and method: Based on a systematic review of the literature published over the last 20 years, the authors synthesised various research perspectives into a framework of psychological ownership and its links to retaining talent.Main findings: The authors found that psychological ownership was a comprehensive multidimensional construct. It is distinct from other work-related attitudes and seems capable of enabling organisations to retain the talents of skilled employees.Practical/managerial implications: Organisations can benefit from psychological ownership because it leads employees to feel responsible towards targets (like organisations and to show stewardship. It can help organisations to retain talent and influence the intentions of skilled employees to remain with their organisations.Contribution/value-add: Psychological ownership, as an integrated multidimensional construct, has expanded the existing theory about the organisational commitment and work-related attitudes that organisations need to retain talent in the 21st century.

  17. ROLL OUT THE TALENT : Final project report

    OpenAIRE

    Eerola, Tuomas; Tuominen, Pirjo; Hakkarainen, Riitta-Liisa; Laurikainen, Marja; Mero, Niina

    2014-01-01

    The ROLL OUT THE TALENT project was born out of the desire to recognise and support the strengths of vocational students and to develop new and innovative operating models. ROLL OUT THE TALENT promoted regional cooperation between institutes and companies. The project produced operating and study path models that take into consideration the individual strengths of vocational students and the principles of lifelong learning. This is the final report of the ROLL OUT THE TALENT project, and ...

  18. Seven Myths of Global Talent Management

    DEFF Research Database (Denmark)

    Minbaeva, Dana; Collings, David G.

    2013-01-01

    The challenges associated with managing talent on a global scale are greater than those faced by organisations operating on a domestic scale. We believe that the former relate to the fact that a number of key myths regarding talent management may undermine talent management's contribution...... to multinational corporation effectiveness and retard the development of management practice in this regard. Our aim is to unpack some of those myths and offer some suggestions for advancing the practice of talent management on the basis of insights from both practice and academic thinking in this area....

  19. Nationwide Network of TalentPoints: The Hungarian Approach to Talent Support

    Science.gov (United States)

    Csermely, Peter; Rajnai, Gabor; Sulyok, Katalin

    2013-01-01

    In 2006 a novel approach to talent support was promoted by several talent support programmes in Hungary. The new idea was a network approach. The nationwide network of so-called TalentPoints and its framework, the Hungarian Genius Program, gained substantial European Union funding in 2009, and today it is growing rapidly. A novel concept of talent…

  20. The Good, the Bad, and the Talented: Entrepreneurial Talent and Other-Regarding Behavior

    NARCIS (Netherlands)

    Weitzel, U.|info:eu-repo/dai/nl/276323394; Urbig, D.; Desai, S.; Acs, Z.; Sanders, M.|info:eu-repo/dai/nl/175620059

    Talent allocation models assume that entrepreneurial talent is selfish and thus allocates into unproductive or even destructive activities if these offer the highest private returns. This paper experimentally analyzes other-regarding preferences of entrepreneurial talent. We find that making a

  1. Talent identification model for sprinter using discriminant factor

    Science.gov (United States)

    Kusnanik, N. W.; Hariyanto, A.; Herdyanto, Y.; Satia, A.

    2018-01-01

    The main purpose of this study was to identify young talented sprinter using discriminant factor. The research was conducted in 3 steps including item pool, screening of item pool, and trial of instruments at the small and big size of samples. 315 male elementary school students participated in this study with mean age of 11-13 years old. Data were collected by measuring anthropometry (standing height, sitting height, body mass, and leg length); testing physical fitness (40m sprint for speed, shuttle run for agility, standing broad jump for power, multistage fitness test for endurance). Data were analyzed using discriminant factor. The result of this study found that there were 5 items that selected as an instrument to identify young talented sprinter: sitting height, body mass, leg length, sprint 40m, and multistage fitness test. Model of Discriminant for talent identification in sprinter was D = -24,497 + (0,155 sitting height) + (0,080 body mass) + (0,148 leg length) + (-1,225 Sprint 40m) + (0,563 MFT). The conclusion of this study: instrument tests that have been selected and discriminant model that have been found can be applied to identify young talented as a sprinter.

  2. Further development of the talent development environment questionnaire for sport.

    Science.gov (United States)

    Li, Chunxiao; Wang, Chee Keng John; Pyun, Do Young; Martindale, Russell

    2015-01-01

    Given the significance of monitoring the critical environmental factors that facilitate athlete performance, this two-phase research aimed to validate and refine the revised talent development environment questionnaire (TDEQ). The TDEQ is a multidimensional self-report scale that assesses talented athletes' environmental experiences. Study 1 (the first phase) involved the examination of the revised TDEQ through an exploratory factor analysis (n = 363). This exploratory investigation identified a 28-item five-factor structure (i.e., TDEQ-5) with adequate internal consistency. Study 2 (the second phase) examined the factorial structure of the TDEQ-5, including convergent validity, discriminant validity, and group invariance (i.e., gender and sports type). The second phase was carried out with 496 talented athletes through the application of confirmatory factor analyses and multigroup invariance tests. The results supported the convergent validity, discriminant validity, and group invariance of the TDEQ-5. In conclusion, the TDEQ-5 with 25 items appears to be a reliable and valid scale for use in talent development environments.

  3. Examining the ecological validity of the Talent Development Environment Questionnaire.

    Science.gov (United States)

    Martindale, Russell J J; Collins, Dave; Douglas, Carl; Whike, Ally

    2013-01-01

    It is clear that high class expertise and effective practice exists within many talent development environments across the world. However, there is also a general consensus that widespread evidence-based policy and practice is lacking. As such, it is crucial to develop solutions which can facilitate effective dissemination of knowledge and promotion of evidence-based talent development systems. While the Talent Development Environment Questionnaire (Martindale et al., 2010 ) provides a method through which this could be facilitated, its ecological validity has remained untested. As such, this study aimed to investigate the real world applicability of the questionnaire through discriminant function analysis. Athletes across ten distinct regional squads and academies were identified and separated into two broad levels, 'higher quality' (n = 48) and 'lower quality' (n = 51) environments, based on their process quality and productivity. Results revealed that the Talent Development Environment Questionnaire was able to discriminate with 77.8% accuracy. Furthermore, in addition to the questionnaire as a whole, two individual features, 'quality preparation' (P < 0.01) and 'understanding the athlete' (P < 0.01), were found to be significant discriminators. In conclusion, the results indicate robust structural properties and sound ecological validity, allowing the questionnaire to be used with more confidence in applied and research settings.

  4. Motivational programme for talents and benefits for employee and employer

    OpenAIRE

    Komárková, Andrea

    2011-01-01

    Master thesis is focused on the topic of talent management. It is divided into theoretical and practical part. The theoretical part defines basic terms of talent, talent management, talent management processes - acquisition, development and retention of talented employees in the organization. The second part of the thesis focuses firstly on the introduction of Unicorn and analysis of the current state of talent management in the company. Information was obtained by interviewing concerned peop...

  5. Developing talent for operational excellence.

    Science.gov (United States)

    Theadore, Jason C; O'Brien, Thaddeus J

    2012-01-01

    Many organizations have the expectation that their employees will prepare for their own professional development without much support or guidance. To achieve operational excellence, development of the people in an organization is just as important as the development of technologies and processes. Ohio Health Ambulatory Division in Columbus, OH created a plan to develop its people systematically in three distinct pillars: management development, staff engagement, and clinical excellence. Much was learned about talent development since work began on "The People Plan", perhaps the most critical lesson learned has been the importance of not giving up on the effort.

  6. An Overview of the Current Status of Talent Care and Talent Support in Hungary

    Directory of Open Access Journals (Sweden)

    Csilla Fuszek

    2014-09-01

    Full Text Available After a short historical introduction, the article provides an overview of the current talent support trends in Hungary. It gives an insight into the legislation, guidelines and institutional system associated with the national talent support strategy, and presents the main NGO initiatives present in the early 21st century, in particular the organisations brought to life by the Hungarian Talent Support Council and their effect on current education policy. At the same time, the article seeks to present the strengths and weaknesses of the national talent support strategy and the Hungarian talent support cooperation model.

  7. The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

    Directory of Open Access Journals (Sweden)

    Jimmy Sadeli

    2012-12-01

    Full Text Available A leadership-driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.

  8. Exploration on the training mode of application-oriented talents majoring in optoelectronic information

    Science.gov (United States)

    Lv, Hao; Liu, Aimei; Zhang, Shengyi; Xiao, Yongjun

    2017-08-01

    The optoelectronic information major is a strong theoretical and practical specialty. In view of the problems existing in the application-oriented talents training in the optoelectronic information specialty. Five aspects of the talent cultivation plan, the teaching staff, the teaching content, the practical teaching and the scientific research on the training mode of application-oriented talents majoring in optoelectronic information are putted forward. It is beneficial to the specialty construction of optoelectronic information industry which become close to the development of enterprises, and the depth of the integration of school and enterprise service regional economic optoelectronic information high-end skilled personnel base.

  9. Intergenerational talent transmission, inequality, and social mobility

    OpenAIRE

    Napel, Stefan; Schneider, Andrea

    2006-01-01

    The paper investigates the effects of intra-family talent transmission when human capital exhibits indivisibilities and parental financing of education involves borrowing constraints. Positive talent correlation reduces social mobility but steady state inequality and macroeconomic history-dependence are not affected.

  10. The Talent Search Model of Gifted Identification

    Science.gov (United States)

    Assouline, Susan G.; Lupkowski-Shoplik, Ann

    2012-01-01

    The Talent Search model, founded at Johns Hopkins University by Dr. Julian C. Stanley, is fundamentally an above-level testing program. This simplistic description belies the enduring impact that the Talent Search model has had on the lives of hundreds of thousands of gifted students as well as their parents and teachers. In this article, we…

  11. Talent management : Towards a more inclusive understanding

    NARCIS (Netherlands)

    Meyers, M.C.

    2016-01-01

    Talent management is an organization’s line of life: It is of vital importance to organizational viability and business success. In a majority of organizations, talent management aims at maximizing organizational profits by selectively investing in a small group of high-performing, high-potential

  12. Talent support at Kaposvár University, Faculty of Pedagogy

    Directory of Open Access Journals (Sweden)

    Bencéné-Fekete Andrea

    2015-12-01

    Full Text Available The shared aim of the professors working at the Faculty of Pedagogy is to help their students find the field, in which they are able to show extraordinary achievements. They help the students recognize what they are talented in and provide them the necessary support to act on this field. The talented students are most often helped by pedagogues; however, no one deals with the issue of pedagogues, who are talented and fulfill their jobs on the highest level. At Kaposvár University, Faculty of Pedagogy a three-step talent support program – based on the Czeizel-talent model – and mentorship for talented pedagogues have been introduced. During the sessions of Csokonai Student Talent Support Program each student is granted with the possibility to participate in research method lectures, rhetoric and personal development trainings and sessions how to create presentations. This new, three-step method has initiated cooperation in professional questions among not only students, but also pedagogues on our faculty.

  13. Discriminating talent-identified junior Australian football players using a video decision-making task.

    Science.gov (United States)

    Woods, Carl T; Raynor, Annette J; Bruce, Lyndell; McDonald, Zane

    2016-01-01

    This study examined if a video decision-making task could discriminate talent-identified junior Australian football players from their non-talent-identified counterparts. Participants were recruited from the 2013 under 18 (U18) West Australian Football League competition and classified into two groups: talent-identified (State U18 Academy representatives; n = 25; 17.8 ± 0.5 years) and non-talent-identified (non-State U18 Academy selection; n = 25; 17.3 ± 0.6 years). Participants completed a video decision-making task consisting of 26 clips sourced from the Australian Football League game-day footage, recording responses on a sheet provided. A score of "1" was given for correct and "0" for incorrect responses, with the participants total score used as the criterion value. One-way analysis of variance tested the main effect of "status" on the task criterion, whilst a bootstrapped receiver operating characteristic (ROC) curve assessed the discriminant ability of the task. An area under the curve (AUC) of 1 (100%) represented perfect discrimination. Between-group differences were evident (P talent-identified and non-talent-identified participants, respectively. Future research should investigate the mechanisms leading to the superior decision-making observed in the talent-identified group.

  14. The Dark Side of Wars for Talent and Layoffs: Evidence from Korean Firms †

    Directory of Open Access Journals (Sweden)

    Hee-jung Cho

    2018-04-01

    Full Text Available In this study, we examined the effects of layoffs and wars for talent on firms’ performance. The simultaneous use of layoffs and “war-for-talent” practices has become part of the management strategy for adjusting workforce competencies. We suggest that war-for-talent practices decrease organizational performance when laying people off at the same time. Moreover, we argue that investment in employees’ skill development during the same period as layoffs and a war for talent can enhance organizational sustainability in increasing employee commitment, trust and organizational flexibility. Using a longitudinal survey conducted at over 653 Korean firms by a government-sponsored research institution, the results show that war-for-talent practices do not have a significant impact on firms’ performance. Moreover, our findings indicate a negative relationship between war-for-talent practices and financial performance when conducting layoffs and, as expected, a positive effect of the interaction between a war for talent and layoffs on turnover. Lastly, the results indicate a negative effect on organizational performance in firms pursuing a war for talent is mitigated when investments in employee development are continued during periods of layoffs.

  15. Imported Talents: Demographic Characteristics, Achievement and Job Satisfaction of Foreign Born Full Time Faculty in Four-Year American Colleges

    Science.gov (United States)

    Lin, Zeng; Pearce, Richard; Wang, Weirong

    2009-01-01

    The information-based economy globalizes the competition for talents and has changed the nature of international migration in recent decades. The rise of America has historically benefited from imported talents, and higher education has played a crucial role. By using 2004 National Study of Postsecondary Faculty (NSOPF04), this research tries to…

  16. Differences in self-regulatory skills among talented athletes : The significance of competitive level and type of sport

    NARCIS (Netherlands)

    Jonker, Laura; Elferink-Gemser, Marije T.; Visscher, Chris

    2010-01-01

    Research has shown that talented athletes outscore their mainstream peers on the basis of self-regulation. Although valuable, this does not tell us more about the distinction between good athletes and the best, which is a prerequisite in talent development. Therefore, we examined the self-regulatory

  17. How Have I Come to Recognise and Develop My Talents Which Are My Gift to My Colleagues and Pupils

    Science.gov (United States)

    Kemp, Kate

    2016-01-01

    Using a Living Theory approach to action research I explore "Gifts, Talents and Education" by considering what my "unique talent" is, and I use my response as a lens through which to examine literature on the subject and my own professional and personal experience. I have used narratives, written over time, as data to which I…

  18. Physically Compromised and Physically Talented Children in Northeastern Slovenia

    Directory of Open Access Journals (Sweden)

    Planinšec Jurij

    2012-12-01

    Full Text Available The aim of our research was to determine the share of physically compromised and physically talented children in northeastern Slovenia. The sample comprised 621 children aged nine to eleven years, among which there were 316 girls (M=10; SD=0.8 and 305 boys (M=10; SD=0.81. In order to assess their motor skills, seven different tests were used, mostly from Eurofit test battery, which covered explosive power, repetitive power balance, eye–hand coordination, speed of simple movements, whole body coordination, and endurance. The assessment was made for each physical fitness test separately. The cut-off points for determination of physically compromised and physically talented children were set at -1SD and +1SD, respectively. The results of all physical fitness tests showed that the share of physically compromised children exceeded ten percent for both genders. The largest number of boys and girls were physically compromised with regard to endurance and balance, respectively. On the other hand, boys proved to be most physically talented with regard to endurance, and girls with regard to explosive power. Gender differences were most obvious with regard to general endurance, as 21 per cent of the boys were physically compromised as opposed to 13 per cent of the girls. As for physical talent, we observed less gender-related differences. The results indicate increasing differences in physical fitness among children from northeastern Slovenia. The implementation of curricular and extracurricular sports activities should aim at reducing the number of physically compromised children. On the other hand, it would make sense to encourage physically talented children to get involved in organized forms of exercise.

  19. Talent

    DEFF Research Database (Denmark)

    Mogensen, Arne

    2013-01-01

    Der redegøres for forskellige talenttyper og hvordan man får øje på dem i matematikundervisning. Der omtales nogle vigtige undersøgelser af matematisk potentiale og den beskedne danske talentsatsning i denne sammenhæng. Der præsenteres en række ideer, som kan overvejes og diskuteres med og i mate...

  20. Developing Talent from a Supply-Demand Perspective: An Optimization Model for Managers

    OpenAIRE

    Moheb-Alizadeh, Hadi; Handfield, Robert B.

    2017-01-01

    While executives emphasize that human resources (HR) are a firm's biggest asset, the level of research attention devoted to planning talent pipelines for complex global organizational environments does not reflect this emphasis. Numerous challenges exist in establishing human resource management strategies aligned with strategic operations planning and growth strategies. We generalize the problem of managing talent from a supply-demand standpoint through a resource acquisition lens, to an ind...

  1. Beijing Model of Gifted Education and Talent Development

    DEFF Research Database (Denmark)

    Fang, Zhongxiong; Zhang, Yi; Du, Xiangyun

    In China, talent development has been one of the key points in national plans for the development of science and technology, education, and other areas over the last three decades and is especially emphasized in the national outline for medium- and long-term educational reform and development....... Beijing is the leading city in educational reform, especially in the area of gifted education in mainland China. Over the past 35 years, through constant exploration and research, a comprehensive gifted education system called the Beijing Model of Gifted Education and Talent Development (BMGETD) has...... gradually been developed. This book is a summary of the educational practices used in and research done on the BMGETD over the decades. These include several patterns for gifted education, such as acceleration in special classes, special classes without acceleration, enrichment within regular classes...

  2. An employer brand predictive model for talent attraction and retention

    Directory of Open Access Journals (Sweden)

    Annelize Botha

    2011-11-01

    Full Text Available Orientation: In an ever shrinking global talent pool organisations use employer brand to attract and retain talent, however, in the absence of theoretical pointers, many organisations are losing out on a powerful business tool by not developing or maintaining their employer brand correctly. Research purpose: This study explores the current state of knowledge about employer brand and identifies the various employer brand building blocks which are conceptually integrated in a predictive model. Motivation for the study: The need for scientific progress though the accurate representation of a set of employer brand phenomena and propositions, which can be empirically tested, motivated this study. Research design, approach and method: This study was nonempirical in approach and searched for linkages between theoretical concepts by making use of relevant contextual data. Theoretical propositions which explain the identified linkages were developed for purpose of further empirical research. Main findings: Key findings suggested that employer brand is influenced by target group needs, a differentiated Employer Value Proposition (EVP, the people strategy, brand consistency, communication of the employer brand and measurement of Human Resources (HR employer branding efforts. Practical/managerial implications: The predictive model provides corporate leaders and their human resource functionaries a theoretical pointer relative to employer brand which could guide more effective talent attraction and retention decisions. Contribution/value add: This study adds to the small base of research available on employer brand and contributes to both scientific progress as well as an improved practical understanding of factors which influence employer brand.

  3. Conhecendo seus próprios talentos: jovens de escolas públicas em instituições de pesquisa no Rio de Janeiro Knowing one's own talents: public school youngsters in the research institutions of Rio de Janeiro

    Directory of Open Access Journals (Sweden)

    Ana Maria Amâncio

    2003-08-01

    Full Text Available Intervenções educativas com a juventude merecem ser sempre analisadas e é isto a que nos propomos neste artigo. Trazemos uma reflexão que inicia por uma demarcação fundamental sobre como entendemos o jovem. Seguimos pela apresentação de um projeto específico - Jovens Talentos -, iniciação à ciência dirigida à parcela de estudantes da escola pública no estado do Rio de Janeiro, para que realizem atividades científicas, sob orientação de um pesquisador, freqüentando um determinado laboratório. Procuramos analisar como os que passam por essa experiência indicam compreendê-la. Essa iniciativa foi percebida como fundamental em questões relativas à independência e à autonomia do estudante, mostrando a relevância de ações educativas dirigidas a jovens.Educational interventions related to youth always deserve being analyzed. This paper thus brings forward a reflection that begins with a fundamental delimitation of how we understand youngsters. It then presents a specific project - Jovens Talentos (Young Talents - that initiates the students of public schools in the State of Rio de Janeiro to science. They perform scientific activities under the direction of a researcher and use a laboratory. We tried to analyze how the students that underwent this experience understand it. This initiative is held as fundamental in some issues related to the independence and autonomy of the student, which shows the importance of educational actions directed to youngsters.

  4. Relationships between Talent Management and Organizational Performance: The Role of Climate for Creativity

    Directory of Open Access Journals (Sweden)

    Tomasz Ingram

    2016-09-01

    Full Text Available Objective: The objective of this paper is to explore the role of climate for creativity in mediating relationships between talent management and organizational performance. Research Design & Methods: A model relating talent management, organizational performance and climate for creativity was tested using structural equation modelling Based and data from 326 large organizations in Poland. It allowed the verification of two formulated hypotheses. Findings: Research results reveal that talent management is a three-dimensional construct (dimensions are: strategic, structural and ideological while climate for creativity and organizational performance are both unidimensional constructs. Results indicate that climate for creativity mediates the relationships between the dimensions of talent management and organizational performance. Implications & Recommendations: Research findings suggest that in order to enable organizations to achieve high performance through talent management it should focus on creating an appropriate climate supporting individual creativity of its employees. Contribution & Value Added: The originality of this work lies in studying unexplored relationships between talent management policies and organizational performance with the mediating role of climate for creativity. It is the first attempt to assess these relationships on the basis of empirical data in Poland.

  5. Conditions for developing a successful Talent Management Strategy

    OpenAIRE

    Naulleau , Mickaël

    2015-01-01

    International audience; The literature on Talent Management (TM) presupposes an exclusive alignment of TM with the organization's strategy, and the ability of any organization to engage a TM strategy. This article examines these principles by exploring the organizational contingency factors involved in the process of creation / development of TM strategy. We carried out a one-year Action-Research with the business leaders of a French medium-sized company (3 000 employees). We propose a comple...

  6. Depth vs. Breadth: Talent Management for Special Warfare

    Science.gov (United States)

    2016-12-01

    a valuable and important tool when it comes to managing officer talent. In the corporate world, business skill has been strongly linked to leader ...Taking Charge, Harvard Business Professor John Gabarro discusses his research into the process behind successful (and failed) leader rotation. Gabarro’s...spend five years in a leadership role, agrees with Google’s experience. He believes that strategic leaders , like the SOCOM Commander, benefit from

  7. Talent Identification and Development in Male Football: A Systematic Review.

    Science.gov (United States)

    Sarmento, Hugo; Anguera, M Teresa; Pereira, Antonino; Araújo, Duarte

    2018-04-01

    Expertise has been extensively studied in several sports over recent years. The specificities of how excellence is achieved in Association Football, a sport practiced worldwide, are being repeatedly investigated by many researchers through a variety of approaches and scientific disciplines. The aim of this review was to identify and synthesise the most significant literature addressing talent identification and development in football. We identified the most frequently researched topics and characterised their methodologies. A systematic review of Web of Science™ Core Collection and Scopus databases was performed according to PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-analyses) guidelines. The following keywords were used: "football" and "soccer". Each word was associated with the terms "talent", "expert*", "elite", "elite athlete", "identification", "career transition" or "career progression". The selection was for the original articles in English containing relevant data about talent development/identification on male footballers. The search returned 2944 records. After screening against set criteria, a total of 70 manuscripts were fully reviewed. The quality of the evidence reviewed was generally excellent. The most common topics of analysis were (1) task constraints: (a) specificity and volume of practice; (2) performers' constraints: (a) psychological factors; (b) technical and tactical skills; (c) anthropometric and physiological factors; (3) environmental constraints: (a) relative age effect; (b) socio-cultural influences; and (4) multidimensional analysis. Results indicate that the most successful players present technical, tactical, anthropometric, physiological and psychological advantages that change non-linearly with age, maturational status and playing positions. These findings should be carefully considered by those involved in the identification and development of football players. This review highlights the need for coaches

  8. Plan competitions reveal entrepreneurial talent

    Energy Technology Data Exchange (ETDEWEB)

    Madison, Alison L.

    2011-05-15

    Monthly economic diversity column for Tri-City Herald business section. Excerpt below: There’s something to be said for gaining valuable real-world experience in a structured, nurturing environment. Take for instance learning to scuba dive in the comfort of my resort pool rather than immediately hanging out with sharks while I figure out little things like oxygen tanks and avoiding underwater panic attacks. Likewise, graduate students are getting some excellent, supportive real-world training through university business plan competitions. These competitions are places where smart minds, new technologies, months of preparation and coaching, and some healthy pre-presentation jitters collide to reveal not only solid new business ideas, but also some promising entrepreneurial talent. In fact, professionals from around our region descend upon college campuses every spring to judge these events, which help to bridge the gap between academics and the real technology and business-driven economy.

  9. Executive Functioning in Highly Talented Soccer Players

    Science.gov (United States)

    Verburgh, Lot; Scherder, Erik J. A.; van Lange, Paul A.M.; Oosterlaan, Jaap

    2014-01-01

    Executive functions might be important for successful performance in sports, particularly in team sports requiring quick anticipation and adaptation to continuously changing situations in the field. The executive functions motor inhibition, attention and visuospatial working memory were examined in highly talented soccer players. Eighty-four highly talented youth soccer players (mean age 11.9), and forty-two age-matched amateur soccer players (mean age 11.8) in the age range 8 to 16 years performed a Stop Signal task (motor inhibition), the Attention Network Test (alerting, orienting, and executive attention) and a visuospatial working memory task. The highly talented soccer players followed the talent development program of the youth academy of a professional soccer club and played at the highest national soccer competition for their age. The amateur soccer players played at a regular soccer club in the same geographical region as the highly talented soccer players and play in a regular regional soccer competition. Group differences were tested using analyses of variance. The highly talented group showed superior motor inhibition as measured by stop signal reaction time (SSRT) on the Stop Signal task and a larger alerting effect on the Attention Network Test, indicating an enhanced ability to attain and maintain an alert state. No group differences were found for orienting and executive attention and visuospatial working memory. A logistic regression model with group (highly talented or amateur) as dependent variable and executive function measures that significantly distinguished between groups as predictors showed that these measures differentiated highly talented soccer players from amateur soccer players with 89% accuracy. Highly talented youth soccer players outperform youth amateur players on suppressing ongoing motor responses and on the ability to attain and maintain an alert state; both may be essential for success in soccer. PMID:24632735

  10. Executive functioning in highly talented soccer players.

    Directory of Open Access Journals (Sweden)

    Lot Verburgh

    Full Text Available Executive functions might be important for successful performance in sports, particularly in team sports requiring quick anticipation and adaptation to continuously changing situations in the field. The executive functions motor inhibition, attention and visuospatial working memory were examined in highly talented soccer players. Eighty-four highly talented youth soccer players (mean age 11.9, and forty-two age-matched amateur soccer players (mean age 11.8 in the age range 8 to 16 years performed a Stop Signal task (motor inhibition, the Attention Network Test (alerting, orienting, and executive attention and a visuospatial working memory task. The highly talented soccer players followed the talent development program of the youth academy of a professional soccer club and played at the highest national soccer competition for their age. The amateur soccer players played at a regular soccer club in the same geographical region as the highly talented soccer players and play in a regular regional soccer competition. Group differences were tested using analyses of variance. The highly talented group showed superior motor inhibition as measured by stop signal reaction time (SSRT on the Stop Signal task and a larger alerting effect on the Attention Network Test, indicating an enhanced ability to attain and maintain an alert state. No group differences were found for orienting and executive attention and visuospatial working memory. A logistic regression model with group (highly talented or amateur as dependent variable and executive function measures that significantly distinguished between groups as predictors showed that these measures differentiated highly talented soccer players from amateur soccer players with 89% accuracy. Highly talented youth soccer players outperform youth amateur players on suppressing ongoing motor responses and on the ability to attain and maintain an alert state; both may be essential for success in soccer.

  11. Adaption of Talent Management Scale into Turkish: Sinop University Case

    Science.gov (United States)

    Kilic, Elife Dogan; Serin, Huseyin; Karakus, Ozge; Ergene, Ozkan; Corbaci, E. Cihat; Kilic, Nayil

    2017-01-01

    As a result of globalization, talented employees have been needed in the workplace anymore. With being hired of talented employees, new understanding of management has appeared and talent management has gained importance due to this new understanding. Talent management is a kind of management understanding according to which employees feel…

  12. Effects of coaching supervision, mentoring supervision and abusive supervision on talent development among trainee doctors in public hospitals: moderating role of clinical learning environment.

    Science.gov (United States)

    Subramaniam, Anusuiya; Silong, Abu Daud; Uli, Jegak; Ismail, Ismi Arif

    2015-08-13

    Effective talent development requires robust supervision. However, the effects of supervisory styles (coaching, mentoring and abusive supervision) on talent development and the moderating effects of clinical learning environment in the relationship between supervisory styles and talent development among public hospital trainee doctors have not been thoroughly researched. In this study, we aim to achieve the following, (1) identify the extent to which supervisory styles (coaching, mentoring and abusive supervision) can facilitate talent development among trainee doctors in public hospital and (2) examine whether coaching, mentoring and abusive supervision are moderated by clinical learning environment in predicting talent development among trainee doctors in public hospital. A questionnaire-based critical survey was conducted among trainee doctors undergoing housemanship at six public hospitals in the Klang Valley, Malaysia. Prior permission was obtained from the Ministry of Health Malaysia to conduct the research in the identified public hospitals. The survey yielded 355 responses. The results were analysed using SPSS 20.0 and SEM with AMOS 20.0. The findings of this research indicate that coaching and mentoring supervision are positively associated with talent development, and that there is no significant relationship between abusive supervision and talent development. The findings also support the moderating role of clinical learning environment on the relationships between coaching supervision-talent development, mentoring supervision-talent development and abusive supervision-talent development among public hospital trainee doctors. Overall, the proposed model indicates a 26 % variance in talent development. This study provides an improved understanding on the role of the supervisory styles (coaching and mentoring supervision) on facilitating talent development among public hospital trainee doctors. Furthermore, this study extends the literature to better

  13. The Influence Of Leadership, Talent Management, Organizational Cultureand Organizational Support On Employee Engagement

    Directory of Open Access Journals (Sweden)

    Jimmy Sadeli

    2015-08-01

    Full Text Available A leadership driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.Keywords:Talent management practices, Employee engagement, Transformational and transactional Leadership behaviors, Leadership-driven model on employee engagement

  14. DISTINCT: Diversity in Solar Talent Through INnovative Curriculum and Training: An Integrated Research and Education Approach towards Creating Diversity and Advancing Utility-Scale Solar Technology

    Energy Technology Data Exchange (ETDEWEB)

    Krishnaswami, Hariharan [Univ. of Texas, San Antonio, TX (United States)

    2018-02-05

    The DISTINCT project research objective is to develop an innovative N-port power converter for a utility-scale PV system that is modular, compact and cost-effective and that will enable the integration of a high-frequency, high-voltage solid-state transformer. The novelty of the proposed research is the electrical power conversion architecture using an N-port converter system that replaces the output 60Hz transformer with an integrated high-frequency low-weight solid-state transformer reducing power electronics and BOS costs to meet SunShot goals through modularity and direct high-voltage interconnection. A challenge in direct integration with a 13.8kV line is the high voltage handling capacity of the converters combined with high efficiency operation. The front-end converter for each port is a Neutral-Point Clamped (NPC) Multi-Level dc-dc Dual-Active Bridge (ML-DAB) which allows Maximum Power Point Tracking (MPPT). The integrated high frequency transformer provides the galvanic isolation between the PV and grid side and also steps up the low dc voltage from PV source. Following the ML-DAB stage, in each port, is an inverter with H-bridge configuration or NPC configuration. N number of NPC inverters’ outputs are cascaded to attain the per-phase line-to-neutral voltage to connect directly to the distribution grid (i.e. 13.8 kV). The cascaded inverters have the inherent advantage of using lower rated devices, smaller filters and low Total Harmonic Distortion (THD) required for PV grid interconnection. Our analysis and simulation results show improved performance on cost, efficiency, service life with zero downtime and THD. A comprehensive control scheme is presented to ensure the maximum power from each port and each phase are sent to the grid. A functional prototype of a 2-port converter with ML-DAB and cascaded H-bridges has been designed, built, and tested in a laboratory setup to verify the target technical metrics. The N-port converter system due to its

  15. Dancing With the Stars: How Talent Shapes Firm Performance

    DEFF Research Database (Denmark)

    Eriksen, Bo

    In spite of the attention that attracting and retaining talent receives, little is known about effective talent management. What is the impact of talent on firm performance, among which employee types should firms build talent and do complementarities between employee talent and firm resources...... affect which talent management approach firms should follow? Our paper contributes with two insights using a rich panel of Danish matched employer-employee data. We identify a tradeoff between short term adjustment costs and longer term gains from increasing talent where initial gains appear of offset...... later benefits. We identify important complementarities between manager and worker talent, and between these and the firm’s capital resources and organizational design. These complementarities suggest that firms can create and appropriate rents from talent when their talent acquisition strategy is well...

  16. An Eye for Talent: Talent Identification and Practical Sense of Top-level Soccer Coaches

    OpenAIRE

    Christensen, Mette Krogh

    2009-01-01

    The purpose of this study is to explore how top-level soccer coaches identify talent. I draw on Bourdieu's work to challenge a commonly held assumption that talent identification is a rational or objective process. Analysis of in-depth interviews with eight coaches of national youth soccer teams indicated these coaches identified talent in three ways. Firstly, coaches use their practical sense and their visual experience to recognize patterns of movement among the players. Secondly, the coach...

  17. Talent identification and promotion programmes of Olympic athletes.

    Science.gov (United States)

    Vaeyens, Roel; Güllich, Arne; Warr, Chelsea R; Philippaerts, Renaat

    2009-11-01

    The start of a new Olympic cycle offers a fresh chance for individuals and nations to excel at the highest level in sport. Most countries attempt to develop systematic structures to identify gifted athletes and to promote their development in a certain sport. However, forecasting years in advance the next generation of sporting experts and stimulating their development remains problematic. In this article, we discuss issues related to the identification and preparation of Olympic athletes. We provide field-based data suggesting that an earlier onset and a higher volume of discipline-specific training and competition, and an extended involvement in institutional talent promotion programmes, during adolescence need not necessarily be associated with greater success in senior international elite sport. Next, we consider some of the promising methods that have been (recently) presented in the literature and applied in the field. Finally, implications for talent identification and promotion and directions for future research are highlighted.

  18. Acceleration, rythms and school trajectory: developing acamemic talent

    Directory of Open Access Journals (Sweden)

    Zenita C. Guenther

    2009-12-01

    Full Text Available The distribution of the school work into a serial sequence of interlocked years install negative conditions to learning, and everyday living, for students with intellectual ability and level of achievement higher than their peer group. Acceleration is a way to advance these students through school curriculum is less time than required, without submitting them to the minimum age limits established by school systems. The big conundrum is that although it is one of the most studied themes is both, Education and Gifted Education, the results of such research do not have an impact in the educational practice, still marked by strong resistance within the school milieu. This article discuss acceleration as a measure to develop academic talent, also the expression of intelligence as an ability domain most and perhaps better studied, in the area of giftedness and talent.

  19. Getting It Right: Revamping Army Talent Management

    Science.gov (United States)

    2015-06-01

    GE General Electric HR Human Resource HRM Human Resource Management KPI Key Performance Indicator KSAs Knowledge, Skills, and...discussions, key performance indicators ( KPIs ), and 360-degree feedback reports. Coaches bring out the best in their talent by helping employees

  20. Creating Optimal Environments for Talent Development

    DEFF Research Database (Denmark)

    Henriksen, Kristoffer; Storm, Louise Kamuk; Larsen, Carsten Hvid

    The holistic ecological approach (HEA) to talent development in sport shifts researchers’ attention from the individual athletes to the broader environment in which they develop. The HEA provides a theoretical grounding, ecologically inferred definitions of talent development, two working models......, and methodological guidelines. The HEA highlights two interconnected ways of analyzing athletic talent development environments (ATDE). First, there is a focus on the structure of the environment, particularly the roles and cooperation of key persons. Second, there is a focus on the organizational culture...... of the team. A number of in-depth case studies of successful talent development environments in Scandinavia have shown that while each environment is unique, they also share a number of features. They are characterized by proximal role modeling; an integration of efforts among the different agents (family...

  1. Talented Employees in the Field of Brownfields

    Directory of Open Access Journals (Sweden)

    Davidová Marcela

    2016-01-01

    Full Text Available The article is aimed at bringing information on one of the important terms for successful redevelopment, recovery and operation of brownfields – efficient people, employees. Not only brownfields, but generally all organizations that want to be competitive and successful, want to outperform their present rivals and considerably increase their added value have to pay attention to talent management. The article is concerned, on the basis of available theoretical information and the existing practical experience, at describing three particular processes of talents management (their identification, development and retention which are necessary for the successful use of talent. The purpose of the article is providing recommendation how to help operators of brownfields identify and retain highly talented employees, build on their strong points, reward their success, provide them with a chance to make progress, and increase their overall efficiency.

  2. Nurturing talents and creativity in youth: Challenge to contemporary world

    Directory of Open Access Journals (Sweden)

    Đorđević Bosiljka

    2005-01-01

    Full Text Available The paper reviews approaches to the development of talents and creativity using surveys communicated in the 1975-2005 period at world, European and regional scientific conferences on gifted children and youth. Methods of studying and treating the gifted over the past three decades were analyzed on the basis of data available in records, proceedings of papers and other publications of the mentioned conferences as well as of personal findings of the present paper’s authors who participated in some of those conferences. In addition to identifying the subjects that captured attention of researchers and practitioners in a certain period of time, an attempt was made to describe trends in studying them and those likely ones for future work. The results indicate that the most frequent subjects under study were problems facing conception and definition of giftedness, talents and creativity, instruments for identifying gifted individuals, and manners of providing adequate education for them. Over time there was an increase in the number of studies related to identifying specific personality traits of a gifted individual and his environment, critical for his development and achievement. It is noticeable that interest in gifted children and youth is growing all the time, involving not only researchers and teachers but parents, the gifted themselves and other important social groups and institutions. It is concluded that encouraging talents and creativity in youth is a challenge to contemporary world, which will determine its future.

  3. The gendered realities and talent management imperatives of women physicians.

    Science.gov (United States)

    Hoff, Timothy; Scott, Sarah

    2016-01-01

    U.S. medicine is increasingly a gender-balanced profession with half of all medical school graduates now female. Despite this reality and the potentially transformative nature of a large female physician cohort in U.S. health care, there is less examination of their workplace realities and the key talent management strategies for health care organizations employing women physicians. First, we identify current knowledge about U.S. women physician satisfaction, role challenges, and work tradeoffs. Gender theory is used to help interpret these workplace realities. Second, we use this information to identify talent management strategies health care organizations might consider to mitigate the realities and provide greater support for women physicians. To facilitate our analysis, we conducted a narrative review of published research that includes analysis focused on U.S. women physicians for the time period 2006-2014. Applying ideas from gender theory, we extrapolated key findings from that research related to three issues: satisfaction, role challenges, and tradeoffs. Then we synthesized the findings to identify general talent management strategies that could address these dynamics proactively while enhancing recruitment and retention with respect to women physicians. U.S. women physicians express strong levels of satisfaction, particularly with their careers, at the same time they continue to experience gender-based inequities, role challenges, and lack of work-life balance in their chosen specialty fields. Lack of suitable role models and appropriate mentoring for women physicians, in addition to barriers to career advancement, are also prevalent across different medical specialties. Similar to other occupations and industries, gender-based inequities and role strains are very real issues for women physicians. Health care organizations must acknowledge these issues and employ effective talent management strategies aimed at women doctors if they are to be viewed as an

  4. Talent Management in the Humanitarian Aid Context

    OpenAIRE

    Lumme-Tuomala, Riitta

    2017-01-01

    Talent management is currently seen as a high-priority issue in organizations worldwide, and a critical determinant of organizational success. Organizations spend a great deal of resources on identifying and developing talent necessary for strategy implementation and to achieve strategic targets. When looking at critical factors for competitive advantage and business success, ‘talent’ is gaining status as an important element, almost equal to financial resources. Furthermore, both management ...

  5. Management of Talent Development Process in Sport

    OpenAIRE

    SEVİMLİ, Dilek

    2015-01-01

    In the development of elite athletes, talent identification and education, is a complex and multidimensional process. It is difficult to predict the future performance depending on the increasing amount of technical, tactical, conditioning and psychological needs in a sport. Factors such as children’s developmental stages and levels, gender, athlete development programs, social support, the quality of coaches, access to equipment and facilities can affect talent development process.Phases of ...

  6. What aspects of autism predispose to talent?

    Science.gov (United States)

    Happé, Francesca; Vital, Pedro

    2009-05-27

    In this paper, we explore the question, why are striking special skills so much more common in autism spectrum conditions (ASC) than in other groups? Current cognitive accounts of ASC are briefly reviewed in relation to special skills. Difficulties in 'theory of mind' may contribute to originality in ASC, since individuals who do not automatically 'read other minds' may be better able to think outside prevailing fashions and popular theories. However, originality alone does not confer talent. Executive dysfunction has been suggested as the 'releasing' mechanism for special skills in ASC, but other groups with executive difficulties do not show raised incidence of talents. Detail-focused processing bias ('weak coherence', 'enhanced perceptual functioning') appears to be the most promising predisposing characteristic, or 'starting engine', for talent development. In support of this notion, we summarize data from a population-based twin study in which parents reported on their 8-year-olds' talents and their ASC-like traits. Across the whole sample, ASC-like traits, and specifically 'restricted and repetitive behaviours and interests' related to detail focus, were more pronounced in children reported to have talents outstripping older children. We suggest that detail-focused cognitive style predisposes to talent in savant domains in, and beyond, autism spectrum disorders.

  7. Spanish version of the Talent Development Environment Questionnaire for sport: Cultural adaptation and initial validation.

    Directory of Open Access Journals (Sweden)

    Javier Brazo-Sayavera

    Full Text Available This study aimed to translate the Talent Development Environment Questionnaire into Spanish and provide an initial validation. A recommended methodology for translation and cultural adaptation of questionnaires was applied. Once this had been completed, three hundred and thirty-two young athletes completed the Talent Development Environment Questionnaire. The results revealed that the five factor solution Talent Development Environment Questionnaire was confirmed. With the exclusion of one item due to low factor loading, the Talent Development Environment Questionnaire-5 had robust statistical support for its factor structure (χ2 (df = 305 = 499.64, p<0.01, CFI = 0.90, RMSEA = 0.045, SRMR = 0.055. It also demonstrated adequate convergent and discriminant validity. While the internal reliability was lower than in previous studies, it revealed acceptable levels. Specifically the overall 27 item Talent Development Environment Questionnaire-5 had a Cronbach α score of .877, and the reliability scores for individual factors 1-5 were .622; .761; .658; .605; .602 respectively. As such, it is recommended that the Spanish Talent Development Environment Questionnaire-5 can be used with confidence in Spain in both applied and research settings.

  8. Parenting gifted and talented children: what are the key child behaviour and parenting issues?

    Science.gov (United States)

    Morawska, Alina; Sanders, Matthew R

    2008-09-01

    The literature on gifted and talented children is limited. Little is known about the types and nature of difficulties experienced by gifted and talented children, and even less known about parenting issues related to parenting a gifted and talented child. The aim of the present study was to describe children's behavioural and emotional adjustment, and the factors that contribute to children's difficulties, as well as to examine the styles of discipline used by parents of gifted and talented children and their level of confidence in managing specific parenting tasks. A survey of parents of gifted and talented children was conducted, with 211 parents meeting criteria for the study. For a community sample, in general gifted and talented children exhibit no more behavioural difficulties than do other children. But children in this sample seemed to show higher levels of emotional symptoms and peer problems. Children's behavioural and emotional difficulties were best predicted by parenting factors, particularly parental confidence. Parents reported that they were less likely to be permissive with their child, but they tended to use a more authoritarian style of parenting characterized by lecturing and a strong reaction to any problems. There are a number of implications for future research, clinical practice, and the development of parenting interventions for this group of parents.

  9. An Overview of the Current Status of Talent Care and Talent Support in Hungary

    Science.gov (United States)

    Fuszek, Csilla

    2014-01-01

    After a short historical introduction, the article provides an overview of the current talent support trends in Hungary. It gives an insight into the legislation, guidelines and institutional system associated with the national talent support strategy, and presents the main NGO initiatives present in the early 21st century, in particular the…

  10. Star Power: Providing for the Gifted & Talented. Module 1. Characteristics of the Gifted/Talented.

    Science.gov (United States)

    Heinemann, Alison

    The document presents Module 1, characteristics of the gifted/talented student, of the Star Power modules, developed for school personnel who have an interest in or a need to explore the area of gifted and talented education. It is explained in an introductory section that the modules can be used for independent study, for small group interaction,…

  11. Star Power: Providing for the Gifted & Talented. Module 6. Underachievers Among the Gifted/Talented.

    Science.gov (United States)

    Heinemann, Alison

    The document presents Module 6, underachievers among the gifted/talented, of the Star Power modules developed for school personnel who have an interest in or a need to explore the area of gifted and talented education. It is explained in an introductory section that the modules can be used for independent study, for small group interaction, or for…

  12. Star Power: Providing for the Gifted & Talented. Module 9. Programs for the Gifted/Talented.

    Science.gov (United States)

    Mallis, Jackie; Heinemann, Alison

    The document presents Module 9, programs for the gifted/talented, of the Star Power modules developed for school personnel who have an interest in or a need to explore the area of gifted and talented education. It is explained in an introductory section that the modules can be used for independent study, for small group interaction, or for a large…

  13. Talent : Innate or acquired? Theoretical considerations and their implications for talent management

    NARCIS (Netherlands)

    Meyers, M.C.; van Woerkom, M.; Dries, N.

    2013-01-01

    In order to contribute to the theoretical understanding of talent management, this paper aims to shed light on the meaning of the term ‘talent’ by answering the following question: Is talent predominantly an innate construct, is it mostly acquired, or does it result from the interaction between

  14. Developing Managerial Talent: Exploring the Link between Management Talent and Perceived Performance in Multinational Corporations (MNCs)

    Science.gov (United States)

    Sheehan, Maura

    2012-01-01

    Purpose: To examine the association between talent management (TM) and perceived subsidiary performance. Focus is given to the development of one key talent group--line managers--in subsidiaries of multinational corporations (MNCs). Specifically, the paper examines: whether there is a positive relationship between Management Development (MD) and…

  15. Do we really know what the term talent and talent management means?

    DEFF Research Database (Denmark)

    Adamsen, Billy

    2015-01-01

    to something beyond real life, something indefinite and indefinable. In other words, today we do not know specifically what the term “talent” in talent management really means or refers to. Indeed, this is problematical, because in late modernity the term “talent” has become a popular and frequently used key...... term among business consultants and, within the science of human resource management, a cornerstone in the discipline of “talent management”, and not knowing what the term really means will turn any talent discussion, talent identification and talent recruitment into a question of subjectivity......Over the centuries the term “talent” has changed semantically and slowly transformed itself into a floating signifier or become an accidental designator. The term “talent” no longer has one single meaning and a “referent” in real life, but instead a multiplicity of meaning and references...

  16. Make your company a talent factory.

    Science.gov (United States)

    Ready, Douglas A; Conger, Jay A

    2007-06-01

    Despite the great sums of money companies dedicate to talent management systems, many still struggle to fill key positions - limiting their potential for growth in the process. Virtually all the human resource executives in the authors' 2005 survey of 40 companies around the world said that their pipeline of high-potential employees was insufficient to fill strategic management roles. The survey revealed two primary reasons for this. First, the formal procedures for identifying and developing next-generation leaders have fallen out of sync with what companies need to grow or expand into new markets. To save money, for example, some firms have eliminated positions that would expose high-potential employees to a broad range of problems, thus sacrificing future development opportunities that would far outweigh any initial savings from the job cuts. Second, HR executives often have trouble keeping top leaders' attention on talent issues, despite those leaders' vigorous assertions that obtaining and keeping the best people is a major priority. If passion for that objective doesn't start at the top and infuse the culture, say the authors, talent management can easily deteriorate into the management of bureaucratic routines. Yet there are companies that can face the future with confidence. These firms don't just manage talent, they build talent factories. The authors describe the experiences of two such corporations - consumer products icon Procter & Gamble and financial services giant HSBC Group -that figured out how to develop and retain key employees and fill positions quickly to meet evolving business needs. Though each company approached talent management from a different direction, they both maintained a twin focus on functionality (rigorous talent processes that support strategic and cultural objectives) and vitality (management's emotional commitment, which is reflected in daily actions).

  17. Talent Identification in Sport: A Systematic Review.

    Science.gov (United States)

    Johnston, Kathryn; Wattie, Nick; Schorer, Jörg; Baker, Joseph

    2018-01-01

    Talent identification (TID) programs are an integral part of the selection process for elite-level athletes. While many sport organizations utilize TID programs, there does not seem to be a clear set of variables that consistently predict future success. This review aims to synthesize longitudinal and retrospective studies examining differences between performance variables in highly skilled and less-skilled athletes in elite-level sport. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines were used to identify relevant studies (N = 20). There was a clear overrepresentation of studies that (1) examined physical profiles of athletes (60%); (2) focused on male samples (65%); (3) examined athletes between the ages of 10 and 20 years (60%); and (4) were published between the years 2010 and 2015 (65%). On closer examination, there was a high degree of variability in the factors that were found to discriminate between skilled and less-skilled individuals. Findings from this review highlight how little is known about TID in elite sport and emphasize the need for greater diversity in TID research.

  18. Strategy-driven talent management a leadership imperative

    CERN Document Server

    Silzer, Rob

    2009-01-01

    A Publication of the Society for Industrial and Organizational Psychology Praise for Strategy-Driven Talent Management ""Silzer and Dowell''s Strategy-Driven Talent Management provides a comprehensive overview of the different elements of the best talent management processes used in organizations today. This is a valuable resource for leaders and managers, HR practitioners and anyone involved in developing leadership talent.""-Ed Lawler, Professor, School of Business, University of Southern California ""Talent is the key to successful execution of a winning business strategy. Strategy-Driven T

  19. International perspectives on the profile of highly talented international business professionals

    NARCIS (Netherlands)

    van Heugten, Petronella; Heijne-Penninga, Marjolein; Robbe, Patricia; Jaarsma, Debbie

    2017-01-01

    There is a global demand for talented managers and leaders. To meet this demand, higher education institutions are developing talent programs. However, international perception of talent is diffuse. In this study, our profile of highly talented international business professionals was

  20. MANAGEMENT OF CAREER GROWTH OF TALENTED EMPLOYEES IN THE STRATEGIC DEVELOPMENT OF THE ENTERPRISE

    Directory of Open Access Journals (Sweden)

    Tatiana Valerevna Bolshunova

    2018-02-01

    Full Text Available Purpose. Modern business is constantly seeking new resources to optimize and improve their own processes. In this context, particular attention is paid to staff, but rather opportunities for its development. Man becomes the most important condition for the victory in the competition. Given the conditions of economic globalization, companies are becoming increasingly difficult to compete in technology and finance – these resources are becoming more and more accessible, and as a consequence of the same. The main opportunity to gain a competitive advantage becomes a staff, his skills and his attitude to work. In this case, the concept of talent management is to constantly identify talented personnel and their application is best for the company. Methodology. The basis of the research is the comparative and phenomenological methods and such methods of sociological research as expert survey, in-depth interviews, questionnaires, analyze of documents. Results. The author proposes to maintain a high level of innovativeness of the organization due to the activation of talented employees. The proposed organizational practices of career development are aimed at retaining talents of the organization. With some correction, the research results сan be used to develop a strategy of talent management in enterprises with a similar profile of activity. Practical implications. The results of the study can be applied in the sphere of sociology of management and human resources management.

  1. Psychological Characteristics in Talented Soccer Players - Recommendations on How to Improve Coaches' Assessment.

    Science.gov (United States)

    Musculus, Lisa; Lobinger, Babett H

    2018-01-01

    Psychological characteristics, including personality traits and psychological skills, have been shown to be relevant predictors of soccer performance. In research, general and sport specific standardized self-report questionnaires have been applied in psychological diagnostics of sports talent. However, with regard to the assessment of psychological characteristics of talented soccer players, a gap between research and practice is apparent. While soccer clubs often ask their coaches to assess their players on self-designed, unevaluated scouting sheets, research widely neglects expert coaches' and clubs' perspectives on relevant performance characteristics. As we believe that expert coaches' assessments could be a valid predictor of a player's current performance and future success, we provide recommendations on how to improve coaches' assessment of psychological characteristics. As the quality of the assessment of psychological characteristics is crucial, we provide recommendations on how to ensure the central diagnostic standards: objectivity, reliability, and validity in talent assessment. Further, we argue that assessing psychological characteristics should combine self ratings of players and external ratings of coaches in talent development. Sport psychologists should assist clubs and coaches in improving the diagnostics of psychological characteristics as well as in embedding psychological diagnostics and interventions in the talent development process.

  2. Psychological Characteristics in Talented Soccer Players – Recommendations on How to Improve Coaches’ Assessment

    Science.gov (United States)

    Musculus, Lisa; Lobinger, Babett H.

    2018-01-01

    Psychological characteristics, including personality traits and psychological skills, have been shown to be relevant predictors of soccer performance. In research, general and sport specific standardized self-report questionnaires have been applied in psychological diagnostics of sports talent. However, with regard to the assessment of psychological characteristics of talented soccer players, a gap between research and practice is apparent. While soccer clubs often ask their coaches to assess their players on self-designed, unevaluated scouting sheets, research widely neglects expert coaches’ and clubs’ perspectives on relevant performance characteristics. As we believe that expert coaches’ assessments could be a valid predictor of a player’s current performance and future success, we provide recommendations on how to improve coaches’ assessment of psychological characteristics. As the quality of the assessment of psychological characteristics is crucial, we provide recommendations on how to ensure the central diagnostic standards: objectivity, reliability, and validity in talent assessment. Further, we argue that assessing psychological characteristics should combine self ratings of players and external ratings of coaches in talent development. Sport psychologists should assist clubs and coaches in improving the diagnostics of psychological characteristics as well as in embedding psychological diagnostics and interventions in the talent development process. PMID:29459839

  3. Psychological Characteristics in Talented Soccer Players – Recommendations on How to Improve Coaches’ Assessment

    Directory of Open Access Journals (Sweden)

    Lisa Musculus

    2018-02-01

    Full Text Available Psychological characteristics, including personality traits and psychological skills, have been shown to be relevant predictors of soccer performance. In research, general and sport specific standardized self-report questionnaires have been applied in psychological diagnostics of sports talent. However, with regard to the assessment of psychological characteristics of talented soccer players, a gap between research and practice is apparent. While soccer clubs often ask their coaches to assess their players on self-designed, unevaluated scouting sheets, research widely neglects expert coaches’ and clubs’ perspectives on relevant performance characteristics. As we believe that expert coaches’ assessments could be a valid predictor of a player’s current performance and future success, we provide recommendations on how to improve coaches’ assessment of psychological characteristics. As the quality of the assessment of psychological characteristics is crucial, we provide recommendations on how to ensure the central diagnostic standards: objectivity, reliability, and validity in talent assessment. Further, we argue that assessing psychological characteristics should combine self ratings of players and external ratings of coaches in talent development. Sport psychologists should assist clubs and coaches in improving the diagnostics of psychological characteristics as well as in embedding psychological diagnostics and interventions in the talent development process.

  4. Artistic talent in dyslexia--a hypothesis.

    Science.gov (United States)

    Chakravarty, Ambar

    2009-10-01

    The present article hints at a curious neurocognitive phenomenon of development of artistic talents in some children with dyslexia. The article also takes note of the phenomenon of creating in the midst of language disability as observed in the lives of such creative people like Leonardo da Vinci and Albert Einstein who were most probably affected with developmental learning disorders. It has been hypothesised that a developmental delay in the dominant hemisphere most likely 'disinhibits' the non-dominant parietal lobe to unmask talents, artistic or otherwise, in some such individuals. The present hypothesis follows the phenomenon of paradoxical functional facilitation described earlier. It has been suggested that children with learning disorders be encouraged to develop such hidden talents to full capacity, rather than be subjected to overemphasising on the correction of the disturbed coded symbol operations, in remedial training.

  5. Nurturing Gifted and Talented Students to Become Future Leaders: The Innovative Curriculum for the Gifted and/or Talented at GT College in Hong Kong

    Science.gov (United States)

    Tam, Raymond Kwok-Wai

    2017-01-01

    In the previous literature on gifted education in Hong Kong, there has been little mention of special schools for gifted and/or talented students in Hong Kong except for GT College, Hong Kong's first college for the gifted. Some notable researchers in gifted education in Hong Kong have described the college briefly with regard to its admission…

  6. Parents – their changing role in developing talent for sport

    African Journals Online (AJOL)

    the best style of parenting to achieve these goals? Many athletes performing ... in supporting children in their quest to develop their athletic talent. During the foundation ... not have a major effect on the development of talent'. In a society such.

  7. Evaluating Motivational Barriers of Talented Students & Providing Motivational Strategies in Kerman University of Medical Sciences in 2013

    Directory of Open Access Journals (Sweden)

    S Mirzaee

    2015-09-01

    Full Text Available Introduction : Human capital is regarded as an important tool for development. In fact, human talents involve one of the important human resources in Iran sporadically in higher education and research institutions. Within the measures taken in this regard in Iran, establishing the Office of Gifted and Talented can be mentioned aiming to identify the top talents. Therefore, the role of university as an organization, in which scholars are engaged in scientific activities, is taken significantly in to account. The present study aims to investigate the barriers and factors motivating the students are in Kerman University of Medical Sciences. Method : This qualitative cross-sectional study was conducted in 2013. The study Sample was via convenience sampling method and the study data was gleaned by a semi-structured interview with 30 persons. Moreover, the study data was analyzed by framework analysis. Results : The findings of this study involve the two original codes of motivational barriers as well as motivational factors. In the first section motivational barriers with three codes including structural problems, poor communication, performance problems as well as 8 minor codes were proposed. Moreover, in The second secti o n of this study, motivational strategies were mentioned intended to ameliorate the functioning of the Office in terms of the individuals, attitude participating in this study. Conclusion : The Talented Office necessitates to be reformed identify the top talents and to alter such talents into elite talents.

  8. Leadership Talent: A Study of the Potential of People in the Australian Rail Industry

    Directory of Open Access Journals (Sweden)

    Janene Piip

    2015-09-01

    Full Text Available This paper discusses the importance of leadership talent in the rail industry in Australia. Like many other countries around the world, rail is troubled by its ability to attract new talent as older leaders with specialized knowledge retire. This study sought to identify whether the sector is making the most of the talent already existing within, knowing the barriers faced in attracting new industry entrants, and questions what can be done to strengthen current approaches to developing leaders. In exploring the meaning of leadership talent, from a skills based perspective with three levels of leaders, blended methods using semi-structured interviews and a survey were utilized. The study is important because it focuses on the people aspects of the industry, a little researched area of rail that has major implications for how employees are engaged and retained. The findings identified a certain mindset, culture and approach about leadership talent in organizations that overlooked the heterogeneity of rail organization populations, precluding certain groups of people from becoming leaders. The project identified that leadership and other soft skills required in the rail industry are both under researched, and often undervalued, for the impact that they can have on performance and productivity of companies. There are key messages from this study for both organizations as well as inspiring rail industry leaders.

  9. TALENT user's manual.

    Energy Technology Data Exchange (ETDEWEB)

    Merchant, Bion John

    2012-01-01

    The Ground-Based Monitoring R and E Component Evaluation project performs testing on the hardware components that make up Seismic and Infrasound monitoring systems. The majority of the testing is focused on the Digital Waveform Recorder (DWR), Seismic Sensor, and Infrasound Sensor. The software tool used to capture and analyze the data collected from testing is called TALENT: Test and Analysis Evaluation Tool. This document is the manual for using TALENT. Other reports document the testing procedures that are in place (Kromer, 2007) and the algorithms employed in the test analysis (Merchant, 2011).

  10. Promoting Diversity in Undergraduate Research in Robotics-Based Seismic

    Science.gov (United States)

    Gifford, C. M.; Arthur, C. L.; Carmichael, B. L.; Webber, G. K.; Agah, A.

    2006-12-01

    The motivation for this research was to investigate forming evenly-spaced grid patterns with a team of mobile robots for future use in seismic imaging in polar environments. A team of robots was incrementally designed and simulated by incorporating sensors and altering each robot's controller. Challenges, design issues, and efficiency were also addressed. This research project incorporated the efforts of two undergraduate REU students from Elizabeth City State University (ECSU) in North Carolina, and the research staff at the Center for Remote Sensing of Ice Sheets (CReSIS) at the University of Kansas. ECSU is a historically black university. Mentoring these two minority students in scientific research, seismic, robotics, and simulation will hopefully encourage them to pursue graduate degrees in science-related or engineering fields. The goals for this 10-week internship during summer 2006 were to educate the students in the fields of seismology, robotics, and virtual prototyping and simulation. Incrementally designing a robot platform for future enhancement and evaluation was central to this research, and involved simulation of several robots working together to change seismic grid shape and spacing. This process gave these undergraduate students experience and knowledge in an actual research project for a real-world application. The two undergraduate students gained valuable research experience and advanced their knowledge of seismic imaging, robotics, sensors, and simulation. They learned that seismic sensors can be used in an array to gather 2D and 3D images of the subsurface. They also learned that robotics can support dangerous or difficult human activities, such as those in a harsh polar environment, by increasing automation, robustness, and precision. Simulating robot designs also gave them experience in programming behaviors for mobile robots. Thus far, one academic paper has resulted from their research. This paper received third place at the 2006

  11. TALENT final Conference - 23-25 November 2015 - IdeaSquare at CERN

    CERN Multimedia

    Marcelloni De Oliveira, Claudia

    2015-01-01

    TALENT is a Marie Curie Initial Training Network, funded by the European Commission Seventh Framework Programme. TALENT aims at career development of young researchers in the field of instrumentation for radiation detection. The project focuses on piloting new state-of-the-art technologies on the new precision pixel detector ATLAS Insertable B-Layer detector (IBL) and for future precision tracking detectors. The project will strengthen the co-operation between research and multidisciplinary industry in the fields of advanced radiation sensors, fast and low power consumption read-out and data acquisition electronics, new cooling technologies and ultra light mechanical support structures

  12. Education, Meritocracy and the Global War for Talent

    Science.gov (United States)

    Brown, Phillip; Tannock, Stuart

    2009-01-01

    Talk of the rise of a global war for talent and emergence of a new global meritocracy has spread from the literature on human resource management to shape nation-state discourse on managed migration and immigration reform. This article examines the implications that the global war for talent have for education policy. Given that this talent war is…

  13. Talent Management for Creating a Performance Work Environment ...

    African Journals Online (AJOL)

    This article examines the extent to which talent management can contribute towards creating a performance work environment (PWE) that can enhance sustainable talent identifi cation and development in the public service. The literature analysis results reveal that talent management is essential in creating a PWE in the ...

  14. Lost Talent? The Occupational Ambitions and Attainments of Young Australians

    Science.gov (United States)

    Sikora, Joanna; Saha, Lawrence J.

    2011-01-01

    Given ongoing interest in increasing productivity and participation in the workforce, understanding when talent is lost is a useful exercise. The term "lost talent" describes the underutilisation or wastage of human potential. Focusing on young people, Sikora and Saha define lost talent as occurring when students in the top 50% of…

  15. 29 CFR 778.225 - Talent fees excludable under regulations.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Talent fees excludable under regulations. 778.225 Section... Payments That May Be Excluded From the âRegular Rateâ Talent Fees in the Radio and Television Industry § 778.225 Talent fees excludable under regulations. Section 7(e)(3) provides for the exclusion from the...

  16. Academic Talent Development Programs: A Best Practices Model

    Science.gov (United States)

    Gagné, Françoys

    2015-01-01

    This article aims to describe how schools should structure the development of academic talent at all levels of the K-12 educational system. Adopting as its theoretical framework the "Differentiating Model of Giftedness and Talent," the author proposes (a) a formal definition of academic talent development (ATD) inspired by the principles…

  17. Exploring the recognition of talents : Identifying the prototype

    NARCIS (Netherlands)

    Hammer, M.H.M.

    2014-01-01

    To be successful and survive, entrepreneurs are encouraged to exploit their talents as element of their human capital nourishing the entrepreneurial process. Since education became an important aspect of society, teachers have a prelove for highly talented students. Especially young talented people

  18. Employability and Talent Management: Challenges for HRD Practices

    Science.gov (United States)

    Nilsson, Staffan; Ellstrom, Per-Erik

    2012-01-01

    Purpose: The purpose of this conceptual paper is to illuminate the problems that are associated with defining and identifying talent and to discuss the development of talent as a contributor to employability. Design/methodology/approach: The world of work is characterised by new and rapidly changing demands. Talent management has recently been the…

  19. Place-Based Investment Model of Talent Development: A Proposed Model for Developing and Reinvesting Talents within the Community

    Science.gov (United States)

    Paul, Kristina Ayers; Seward, Kristen K.

    2016-01-01

    The place-based investment model (PBIM) of talent development is a programming model for developing talents of high-potential youth in ways that could serve as an investment in the community. In this article, we discuss the PBIM within rural contexts. The model is grounded in three theories--Moon's personal talent development theory, Sternberg's…

  20. Teachers'Skills in Identification and Management of Students'Talents in Ondo State Secondary Schools

    Directory of Open Access Journals (Sweden)

    M. A. Yusuf

    2016-12-01

    Full Text Available The study examined the teachers' skills in identification and management of secondary school students' talent in Ondo State. The study adopted a descriptive survey research design for the study. The population of the study com-prised 3462 secondary schools' teachers in Ondo Central Senatorial District while the sample consisted of 360 teachers. Multi-stage sampling technique was used to select the sample. The first stage was a simple random technique to select three Local Government Areas from six Local Government Areas in the District. Proportionate sampling technique was used to select 24 secondary schools from the three Local Government Areas selected. The last stage in-volved using proportionate stratified random sampling to select a total of 360 teachers. Data for the study were collected using questionnaire tagged Teachers Shills in Identifying Students' Talents Questionnaire (TSITQ.Data collected were analysed using frequency count and simple percentages. The results showed that the predominant skill used by teachers in identifying students' talents were Guidance and Counselling, Motivation, Creative teaching and Pedagogical. It was found out that motivational strategy (in form of gifts, prizes and scholarship was predominantly used by teachers in managing students' talents followed by independent study, creative teaching and pro-gramme planning. Based on the findings of the study it was therefore recommended that teachers should improve on their strategies such as independent study, creative teaching, individualised instructions and programme planning in managing secondary school students' talents.

  1. Creating Employee Engagement Through Talent Management: 4 Links Between Talent Management And Employee Engagement

    OpenAIRE

    ONDAY, Ozgur

    2016-01-01

    Talent management is one of the main management tools for 21st century human assets management (Cappelli, 2008) because the crucial resource for firms competing in this century is no longer land, capital, and other tangible assets but the human capital necessary to adapt organizations to global competition and maximize the benefits related to the current technological boom. Talent management (TM) and Employee Engagement (EE) concepts have been extensively studied in management literature in t...

  2. Desktop Publishing for the Gifted/Talented.

    Science.gov (United States)

    Hamilton, Wayne

    1987-01-01

    Examines the nature of desktop publishing and how it can be used in the classroom for gifted/talented students. Characteristics and special needs of such students are identified, and it is argued that desktop publishing addresses those needs, particularly with regard to creativity. Twenty-six references are provided. (MES)

  3. Talent hebben of zijn: poging tot segmentatie

    NARCIS (Netherlands)

    R.C. (Ronald) Visser

    2011-01-01

    Een nadeel van de toegenomen populariteit van talentmanagement is de grote mate van conceptuele onduidelijkheid (Collings & Mellahi, 2009). Op hoofdlijnen zijn er twee brede stromingen te onderscheiden (Visser, 2002). Binnen de eerste stroming ligt het accent op talent als zijnde een eigenschap. De

  4. Preparing for talent: Towards transformed indigenous African ...

    African Journals Online (AJOL)

    The post-levels of the total numbe of respondents support the claim that universities neglect young talent. The generation gap shows that African language departments are steered by aging staff members. The long service periods of current staff members indicate that human resource managers at universities have put a ...

  5. Raising Expectations: Talent Development in Belfast

    Science.gov (United States)

    Ryan, David; Wilson, Joanne

    2009-01-01

    A unique talent development project took place in Belfast, Northern Ireland over the autumn (fall) term of 2007 that developed 60 young people from ten diverse schools (Special, Secondary, Grammar, Controlled (state schools) and Catholic Maintained). The project culminated in Manchester on 3 December 2007 when the Young People undertook a journey…

  6. "Blessed": Musical Talent, Smartness, & Figured Identities

    Science.gov (United States)

    Hoffman, Adria R.

    2015-01-01

    The purpose of this study is to explore smartness and talent as social constructs. Drawing on Holland et al.'s (1998) figured identities, this article explores the figuring of abilities by elucidating the voices of African American high school chorus students. Critical Race Theory (CRT) helps to unpack normalized language and practices that…

  7. Invest to Improve: The Cybersecurity Talent Deficit

    Science.gov (United States)

    Business-Higher Education Forum, 2017

    2017-01-01

    "Invest to Improve: The Cybersecurity Talent Deficit" provides recommendations for cybersecurity stakeholders--employers, government agencies, and higher education institutions--to enable regional partnerships to meet today's cybersecurity skills needs. This report combines data from a 2017 Gallup survey of business executives and higher…

  8. Superstars without talent? The Yule distribution controversy

    NARCIS (Netherlands)

    Spierdijk, L.; Voorneveld, M.

    2009-01-01

    Chung and Cox (1994) provided an intuitively appealing stochastic model indicating that superstars may exist regardless of talent, giving rise to the Yule distribution. We adopt a different empirical approach and test its goodness of fit using a parametric bootstrap and several powerful test

  9. Superstars without talent? The Yule distribution controversy

    NARCIS (Netherlands)

    Spierdijk, Laura; Voorneveld, Mark

    Chung and Cox (1994) provided an intuitively appealing stochastic model indicating that superstars may exist regardless of talent, giving rise to the Yule distribution. We adopt a different empirical approach and test its goodness of fit using a parametric bootstrap and several powerful test

  10. New Trends in Talent Development in Peru

    Science.gov (United States)

    Blumen, Sheyla

    2013-01-01

    A comprehensive portrait of the current status of gifted and talented concepts, identification of the gifted, and associated provisions within Peru is presented. The major purposes of this article are (a) to analyze the primary conception of giftedness in Peru; (b) to describe the beliefs that people have about gifted individuals; (c) to present…

  11. Nakula's Extraordinary Talent Mathematics From the Mahabharatha

    Indian Academy of Sciences (India)

    Home; Journals; Resonance – Journal of Science Education; Volume 2; Issue 1. Nakula's Extraordinary Talent Mathematics From the Mahabharatha. C Musili. General Article Volume 2 Issue 1 January 1997 pp 44-52. Fulltext. Click here to view fulltext PDF. Permanent link:

  12. Rural Math Talent, Now and Then

    Science.gov (United States)

    Howley, Craig B.; Showalter, Daniel; Klein, Robert; Sturgill, Derek J.; Smith, Michael A.

    2013-01-01

    This article interprets inequality evident at the intersection of three realms: (a) mathematical talent (as a cultural phenomenon); (b) rural place and rural life; and (c) future economic, political, and ecological developments. The discussion explains this outlook on inequality, contextualizes interest in rural mathematics education, presents the…

  13. Motor Learning as Young Gymnast's Talent Indicator.

    Science.gov (United States)

    di Cagno, Alessandra; Battaglia, Claudia; Fiorilli, Giovanni; Piazza, Marina; Giombini, Arrigo; Fagnani, Federica; Borrione, Paolo; Calcagno, Giuseppe; Pigozzi, Fabio

    2014-12-01

    Talent identification plans are designed to select young athletes with the ability to achieve future success in sports. The aim of the study was to verify the predictive value of coordination and precision in skill acquisition during motor learning, as indicators of talent. One hundred gymnasts, both cadets (aged 11.5 ± 0.5 yr.) and juniors (aged 13.3 ± 0.5 years), competing at the national level, were enrolled in the study. The assessment of motor coordination involved three tests of the validated Hirtz's battery (1985), and motor skill learning involved four technical tests, specific of rhythmic gymnastics. All the tests were correlated with ranking and performance scores reached by each gymnast in the 2011, 2012, and 2013 National Championships. Coordination tests were significantly correlated to 2013 Championships scores (p talent identification and selection procedures it is better to include the evaluation of coordination and motor learning ability.Motor learning assessment concerns performance improvement and the ability to develop it, rather than evaluating the athlete's current performance.In this manner talent identification processes should be focused on the future performance capabilities of athletes.

  14. Talent Identification in Track and Field.

    Science.gov (United States)

    Henson, Phillip; And Others

    Talent identification in most sports occurs through mass participation and the process of natural selection; track and field does not enjoy such widespread participation. This paper reports on a project undertaken for the following purposes: improve the means by which youth with the potential for high level performance can be identified; develop…

  15. Developing leadership talent in healthcare organizations.

    Science.gov (United States)

    Wells, Wendy; Hejna, William

    2009-01-01

    Effective initiatives for developing and retaining leadership talent are built around five supporting elements: Identification of key leader competencies. Effective job design. A strong focus on leadership recruitment, development, and retention. Leadership training and development throughout all levels of the organization. Ongoing leadership assessment and performance management.

  16. A comparison of educational barriers from talented and other students’ point of view at Arak University of Medical Sciences in 2011

    Directory of Open Access Journals (Sweden)

    S Changizi Ashtiyani

    2012-11-01

    Full Text Available Introduction: Gifted and talented students are human assets. This study aims to compare educational barriers of this group of students compare to other students of Arak University of Medical Sciences. Methods: This cross-sectional analytical study carried out on 180 normal and 56 talented students in Arak University of Medical Sciences in 2011. Data were collected through questionnaire including items related to barriers of education, research, individual-family relationship, psycho-spritual needs and finding career. Results: The mean of total problem score in talented and normed student was 52.9 ±11.4 and 48.5±10.8 respectively. Results also showed that the mean score of educational, research and psycho-spritual difficulties between talented students and other student were significantly different (P<0/05. Conclusions: Support of academic authorities in all above mentioned fields would be helpful to improve the motivation of the gifted and talented students.

  17. Top-level football coaches' practical sense of talent

    DEFF Research Database (Denmark)

    Christensen, Mette Krogh

    process of identification, development and selection takes place. Therefore, it is a much-desired quality in top-level coaches to be able to identify "true" talent. This study explores the ways in which talent identification is carried out among top-level football coaches, and it aims to identify specific...... structures of expert knowledge related to talent identification. The underlying basis of the study is the assumption that "talent can only be talent and recognized as such where it is values" [1], and that talent identification in top-level football is a question of the coaches' trained eye [2] and tacit...... this point of view, the study explores eight Danish National Youth Team football coaches' expert knowledge and ways of identifying talents. The data compile from biographical, in-depth interviews [5] with the coaches. The in-depth interviews are conducted and analyzed using meaning condensation and meaning...

  18. Talent development in adolescent team sports: a review.

    Science.gov (United States)

    Burgess, Darren J; Naughton, Geraldine A

    2010-03-01

    Traditional talent development pathways for adolescents in team sports follow talent identification procedures based on subjective games ratings and isolated athletic assessment. Most talent development models are exclusive rather than inclusive in nature. Subsequently, talent identification may result in discontentment, premature stratification, or dropout from team sports. Understanding the multidimensional differences among the requirements of adolescent and elite adult athletes could provide more realistic goals for potential talented players. Coach education should include adolescent development, and rewards for team success at the adolescent level should reflect the needs of long-term player development. Effective talent development needs to incorporate physical and psychological maturity, the relative age effect, objective measures of game sense, and athletic prowess. The influences of media and culture on the individual, and the competing time demands between various competitions for player training time should be monitored and mediated where appropriate. Despite the complexity, talent development is a worthy investment in professional team sport.

  19. Growing talent as if your business depended on it.

    Science.gov (United States)

    Cohn, Jeffrey M; Khurana, Rakesh; Reeves, Laura

    2005-10-01

    Traditionally, corporate boards have left leadership planning and development very much up to their CEOs and human resources departments-primarily because they don't perceive that a lack of leadership development in their companies poses the same kind of threat that accounting blunders or missed earnings do. That's a shortsighted view, the authors argue. Companies whose boards and senior executives fail to prioritize succession planning and leadership development end up experiencing a steady attrition in talent and becoming extremely vulnerable when they have to cope with inevitable upheavals- integrating an acquired company with a different operating style and culture, for instance, or reexamining basic operating assumptions when a competitor with a leaner cost structure emerges. Firms that haven't focused on their systems for building their bench strength will probably make wrong decisions in these situations. In this article, the authors explain what makes a successful leadership development program, based on their research over the past few years with companies in a range of industries. They describe how several forward-thinking companies (Tyson Foods, Starbucks, and Mellon Financial, in particular) are implementing smart, integrated, talent development initiatives. A leadership development program should not comprise stand-alone, ad hoc activities coordinated by the human resources department, the authors say. A company's leadership development processes should align with strategic priorities. From the board of directors on down, senior executives should be deeply involved in finding and growing talent, and line managers should be evaluated and promoted expressly for their contributions to the organization-wide effort. HR should be allowed to create development tools and facilitate their use, but the business units should take responsibility for development activities, and the board should ultimately oversee the whole system.

  20. Managing talent flow : 2006 energy and resources talent pulse survey report

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2006-08-15

    The Canadian energy sector is experiencing a labour shortage. It is expected that by 2025, the province of Alberta could face a shortfall of 332,000 workers. The impending shortage has already caused concern among energy sector organizations. This survey was conducted among 55 Canadian oil and gas, utilities, and mining organizations to better understand the extent of the talent crisis. The survey examined specific resources shortages, talent issues and their impacts on performance. Efforts on behalf of organizations to address the labour shortage were also reviewed. Respondents to the survey identified a clear link between talent management and organizational performance. Nearly 80 per cent of the respondents indicated that the talent shortage has limited productivity and efficiency in their organization. Fifty-five per cent indicated that the talent shortage will limit the ability to meet production requirements and customer demand, while 47 per cent said that the lack of skilled workers will affect their organization's ability to innovate. Attracting specific types of labour was seen as one of the top 3 issues facing organizations. The survey indicated that some organizations have increased their investment in recruiting experienced staff, but are relying on old recruiting tactics to meet changing needs. It was also noted that employees are now placing greater importance on opportunities for growth, development and communication, rather than on pay alone. It was stated that Deloitte's model for talent management was designed to optimize the employee experience in an environment where employees expect opportunities for personal growth. It was concluded that the future success of Canada's energy and resources sector will rely on how well organizations address the talent shortage. 8 figs.

  1. Managing talent flow : 2006 energy and resources talent pulse survey report

    International Nuclear Information System (INIS)

    2006-08-01

    The Canadian energy sector is experiencing a labour shortage. It is expected that by 2025, the province of Alberta could face a shortfall of 332,000 workers. The impending shortage has already caused concern among energy sector organizations. This survey was conducted among 55 Canadian oil and gas, utilities, and mining organizations to better understand the extent of the talent crisis. The survey examined specific resources shortages, talent issues and their impacts on performance. Efforts on behalf of organizations to address the labour shortage were also reviewed. Respondents to the survey identified a clear link between talent management and organizational performance. Nearly 80 per cent of the respondents indicated that the talent shortage has limited productivity and efficiency in their organization. Fifty-five per cent indicated that the talent shortage will limit the ability to meet production requirements and customer demand, while 47 per cent said that the lack of skilled workers will affect their organization's ability to innovate. Attracting specific types of labour was seen as one of the top 3 issues facing organizations. The survey indicated that some organizations have increased their investment in recruiting experienced staff, but are relying on old recruiting tactics to meet changing needs. It was also noted that employees are now placing greater importance on opportunities for growth, development and communication, rather than on pay alone. It was stated that Deloitte's model for talent management was designed to optimize the employee experience in an environment where employees expect opportunities for personal growth. It was concluded that the future success of Canada's energy and resources sector will rely on how well organizations address the talent shortage. 8 figs

  2. A Project-Based Course on Newton's Laws for Talented Junior High-School Students

    Science.gov (United States)

    Langbeheim, Elon

    2015-01-01

    Research has shown that project-based learning promotes student interest in science and improves understanding of scientific content. Fostering student motivation is particularly important in accelerated science and technology programmes for talented students, which are often demanding and time-consuming. Current texts provide little guidance on…

  3. The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

    OpenAIRE

    Jimmy Sadeli

    2012-01-01

    A leadership driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional) on employee engagement, mediated by three intangible organizational factors: (1) talent management practices, (2) organizational culture, and (3) perceived organizational support (POS). Results of this research show that leadership behaviors (transformational and interaction b...

  4. Parental Influence on Children's Talent Development: A Case Study with Three Chinese American Families

    Science.gov (United States)

    Wu, Echo H.

    2008-01-01

    This paper explores the influence of parenting beliefs and practices on children's talent development through a specific perspective of several Chinese American families with gifted children. In-depth interviews were employed to collect data from the parents, and research questions focused on the daily practice of parenting and parents' beliefs…

  5. Socioeconomic Stratification and Its Influences on Talent Development: Some Interdisciplinary Perspectives.

    Science.gov (United States)

    Ambrose, Don

    2002-01-01

    In this analysis, socioeconomic barriers to talent development are explored from the vantage points of major thinkers and recent research findings in context-sensitive disciplines such as economics, sociology, and ethical philosophy. Insights drawn from these perspectives provide the basis for recommendations for educators of the gifted. (Contains…

  6. Career decision-making of the gifted and talented | Ozcan | South ...

    African Journals Online (AJOL)

    The purpose of this study is to determine how gifted and talented students think about future careers with regard to both the awareness and especially process of such career decision-making. Particular attention is given to their perceptions about having the best career they can imagine. A qualitative research model is used ...

  7. The Implications of Talent Management for Diversity Training: An Exploratory Study

    Science.gov (United States)

    Stewart, Jim; Harte, Victoria

    2010-01-01

    Purpose: The paper seeks to explore the proposition that there is a need for research to address the connections between talent management (TM) and managing diversity as one example of achieving better integration and less separation in academic work on human resource (HR). Design/methodology/approach: An exploratory study of one organisation at a…

  8. Information Pathways for the Competence Foresight Mechanism in Talent Management Framework

    Science.gov (United States)

    Siikaniemi, Lena

    2012-01-01

    Purpose: The purpose of this paper is to contribute to the research and literature through the development of the theme of competence foresight. In addition, the aim is to construct information pathways for the foresight mechanism, for the use of practitioners, to enable them to manage talent and competences with an anticipatory perspective.…

  9. Gifted education and talent development for all

    Directory of Open Access Journals (Sweden)

    Joseph S. Renzulli

    2008-06-01

    Full Text Available Traditional methods of schooling can fail to bring about schools as places for developing the broadest and richest experiences for creating talent in the young. The field of gifted education has put forward many innovations that have become mainstays of the American educational system. The Schoolwide Enrichment Model comprises strategies for increasing student effort, enjoyment, and performance, and for integrating a range of advanced-level learning experiences and thinking skills into all curricular areas. Every school has students within it who possess the highest potential for advanced-level learning, creative problem solving, and the motivation to pursue rigorous and rewarding work. Rather than being sources for the acquisition of information, schools should be places for developing the talents of all students.

  10. Female Leadership Talent Development: The Brazilian Context

    Directory of Open Access Journals (Sweden)

    Renata Muniz Prado

    2018-05-01

    Full Text Available Women’s participation in leadership positions is increasing all over the world. Nevertheless, an analysis of the top positions of several careers shows that this progress has been insufficient to equitably drive the professional rise of women to the highest levels of responsibility, power and prestige. In Brazil the situation is not different. Various factors contribute to this phenomenon. Social and cultural influences play a particularly important role in the development of female leadership talent, impacting not just the behavioral patterns incorporated and displayed by women, but also the structure of their professional fields. Hence, this study aimed to analyze the development of talent in the light of gender studies, with an emphasis on factors that interfere in the rise of Brazilian women towards positions of power and leadership. This approach is hoped to elicit a reflection on how the unequal conditions experienced by women are perpetuated and often made to seem natural by valuing their “difference”

  11. Barcelona - Talent Latent 09 / Ahto Sooaru

    Index Scriptorium Estoniae

    Sooaru, Ahto

    2010-01-01

    Fotonäitusest "Talent Latent 09" Barcelonas Arts Santa Monica kunstikeskuses. Loetletud näitusel eksponeeritud fotode autorid. Pikemalt Rafael Milach'i (sünd. 1978), Lucia Ganieva, Javier Marquerie Thomas'i (sünd. 1986), Amaury da Cunha (sünd. 1976) töödest. Lühidalt ka teistest näitustest Arts Santa Monica kunstikeskuses

  12. Musical Interests and Talent: Twin Jazz Musicians and Twin Studies/Twin Research: Loss of a Preterm Multiple; Conjoined Twin Conception; Depression in Fathers of Twins; Twin-to-Twin Transfusion Syndrome/Twin News: High-Achieving Twins; Twin Children of a Tennis Star; Conjoined Twin Separation; Twin Delivery to a Giant Panda.

    Science.gov (United States)

    Segal, Nancy L

    2017-12-01

    Findings from twin studies of musical interests and talent are reviewed as a backdrop to the lives and careers of twin jazz musicians, Peter and Will Anderson. The Anderson twins exemplify many aspects of twin research, namely their matched musical abilities, shared musical interests, and common career. This overview is followed by reviews of studies and case reports of bereavement in families who have lost a preterm multiple birth infant, the conception of conjoined twins following in vitro fertilization (IVF), depression in fathers of twins, and twin-to-twin transfusion incidence in monochorionic-diamniotic IVF twin pairs. Twins highlighted in the media include high-achieving identical female twins with nearly identical academic standing, tennis star Roger Federer's two sets of identical twin children, surgical separation of craniopagus conjoined twins, and the rare delivery of twins to a 23-year-old giant panda.

  13. TRENDS AND CHALLENGES IN THE MODERN HRM – TALENT MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Elena G. ZAMCU

    2014-06-01

    Full Text Available Identifying and developing talents is, in the context of the current economy, a necessity which implemented in the strategy of the company , may confer a competitive advantage. Common for multinational companies, the talent management could represent an advantage for SMEs, too. The purpose of talent management is to create an adaptable and flexible company to motivate its own human resources, all of these in order to develop the overall business. Starting from the definition of talent management that includes the idea that attracting, developing and retaining employees with a high qualification represents the very essence of talent management, we consider that it is applied by the Romanian SMEs but yet, it is not specified in their strategies. This paper tries to demonstrate the importance of continuous training for attracting, developing and retaining highly qualified employees, as a good start in implementing talent management.

  14. EDUCATION AND FAMILY INCOME: CAN POOR CHILDREN SIGNAL THEIR TALENT?

    OpenAIRE

    Gonzalo Olcina Vauteren; Luisa Escriche

    2006-01-01

    The aim of this paper is to explain how financial constraints and family background characteristics affect the signalling educational investments of individuals born in low-income families. We show that talented students who are poor are unable to signal their talent, as the maximum level of education they can attain may also be achieved by less talented students who are rich. Under this approach, a de-crease in inequalities across generations cannot be expected. The paper also shows that an ...

  15. Factors contributing to a supportive sport talent development environment

    OpenAIRE

    L. Van Den Berg; J. Surujlal

    2013-01-01

    Sport organisations face serious challenges such as technological, economic, social and organisational change in a competitive environment. One of the ways in which sport organisations can address these challenges is through the implementation of a talent development environment. For such an environment to exist, sport organisations need to identify, develop and retain talent. Talent identification involves a process of recognising athletes with the potential to excel in a particular sport, r...

  16. Creating a corporate image in the context of talent management

    OpenAIRE

    Huk, Katarzyna

    2011-01-01

    The term "employer branding" is relatively new. It shows the trend in the labor market, to attract high-potential employees, with highly specialized knowledge – so called talents. Talent management is a relatively new concept that shows the company’s management of its strategic capital which is human capital. An employer’s brand which is positively perceived helps to attract talent into the ranks of employees, which is the main goal of the considerations contained in t...

  17. Best Practices in Talent Management How the World's Leading Corporations Manage, Develop, and Retain Top Talent

    CERN Document Server

    Goldsmith, Marshall

    2010-01-01

    Comprehensive in scope, this book features more than 15 case studies and dozens of competency models, tools, instruments, and training material from the world's best global talent management systems and campaigns that show how thy successfully implemented and maintained talent management programs. Each case study includes tools, templates, competency models, guidelines, and training materials that can easily transfer to the real-world work of HR professionals. In addition the book is written by leading-edge contributions from the top thinkers in the field.

  18. And if we forget the talent detection… And if we individualize the development of his Talent

    OpenAIRE

    Alberto LORENZO; Jorge LORENZO; Sergio JIMÉNEZ

    2015-01-01

    For many years, it has been understood that the process of sport talent identification as a close to magic process (although it is understood in many cases as well), in which the coach was able, by some tests and test batteries, able to predict the future of athletes, and discern among them, who are the graceful people that would be World Champions. What ideas and arguments can lead to think that this is possible? Similarly, under the idea of talent development, it is also thought that, knowi...

  19. “You’re Not Born with Talent” Talented Girls’ and Boys’ Perceptions of Their Talents as Football Players

    OpenAIRE

    Stig Arve Sæther; Ingar Mehus

    2016-01-01

    Generally in sports, there is a strong assumption of a connection between skill level in young age and adulthood. Studies have mainly focused on the coaches’ understanding and role in identifying and developing talent. In this article we turn our attention towards the athletes’ perspectives, interviewing talented young football players (five boys and five girls) about their perceptions of their own talent and development. The objective of the article is to investigate how boys and girls perce...

  20. High ability: Giftedness and talent

    Directory of Open Access Journals (Sweden)

    María Dolores Prieto Sánchez

    2010-04-01

    Full Text Available This special issue of the journal aims at putting together national and international research on high abilities, and is divided into three sections: 1 Roles and cognitive, emotional and professional competences of high ability students’ teachers, 2 Identification and assessment of high ability students, 3 Analysis of practices, programs and mentoring of high ability students’ attention to diversity.The articles are authored by scholars from nine different countries (Spain, Argentina, UK, USA, Russia, Brazil, Saudi Arabia, Portugal and Poland, from sixteen different Spanish and international universities: Alicante (Spain, Autónoma de Barcelona (Spain, Málaga (Spain, Murcia (Spain, Navarra (Spain, Oviedo (Spain, Tufts University (USA, Yale University (USA, Moscow State University (Russia, Nacional de La Plata (Argentina, University of Connecticut (USA, Universidade do Minho (Portugal, Universidade da Beira Interior (Portugal, Universidade do Estado do Rio de Janeiro (Brazil, King Faisal University (Saudi Arabia and Universidad de Szczecin (Poland.

  1. India: 'brain drain' or the migration of talent?

    Science.gov (United States)

    Oommen, T K

    1989-09-01

    2 views on "brain drain" exist: 1) LDCs lose their enormous investments on higher education when skilled people migrate to other countries and 2) LDCs are exaggerating the problem and only a few skilled people migrate at 1 time. India does not completely lose its investment in education when professionals migrate, since the migrants still contribute to knowledge and also send remittances to relatives in India. Unemployed educated people would cause a greater drain on India's resources than educated migrants. The author prefers the phrase migration of talent to brain drain, since the former indicates a 2-way movement. Most migrants from LDCs are students. About 11,000 university graduates leave India every year for advanced study and/or work. A conservative estimate is that 2500 will remain abroad permanently. Most professionals who migrate go to the US and Canada. Factors promoting migration include 1) unemployment, 2) immigration rules, 3) colonial links, 4) financial incentives and material benefits, 5) pursuit of higher education, 6) improvement of working conditions and facilities, 7) avoidance of excessive bureaucratic procedures, and 8) compensation for the mismatch between Indian education and employment. Reasons for returning to India include 1) deference to wives who were unable to adjust to a foreign way of life, 2) contributing to Indian development, and 3) racial discrimination. It will probably not be possible to lure back migrants who left for material reasons. Attractive job offers could entice back those who left for advanced training. To encourage the return of those who left to pursue high quality research, India must 1) increase expenditure on research and development, possibly through the private industrial sector, 2) promote travel to other countries for professional enrichment, and 3) improve conditions of research work. The article concludes with an analysis of migration of talent from 3 perspectives: 1) the individual, 2) the nation

  2. Research on the improving strategy of business English translation talents knowledge level%商务英语翻译人才知识水平提高策略研究

    Institute of Scientific and Technical Information of China (English)

    薛金祥

    2013-01-01

      The development of translation industry in China makes the translator team expand ceaselessly, but unqualified translator is not in the minority. In order to ensure the quality of the translators, on the one hand, the occupational translator should constantly improve their own level, on the other hand, the quality of the translation of business English personnel training need improve. A qualified translator must have a wealth of knowledge and a solid cultural foundation. Knowledge is the prerequisite of the qualified translator, the translator needs long-term training, and constantly improve the level of knowledge in the language knowledge, cultural knowledge, professional knowledge, the knowledge of translation, industry knowledge and computer and network knowledge, thus becoming the business English translation talents of high quality.%  我国翻译产业化的发展使得译者队伍不断扩大,然而不合格的翻译也不在少数。为了保证译者队伍质量,一方面职业译者要不断提高自身水平;另一方面高校商务英语翻译人才培养要提高质量。一个合格的译者必须具备丰富的相关知识和坚实的语言文化功底。知识储备是成为合格译者的前提条件,译者需要长期的训练,在语言知识、文化知识、专业知识、翻译知识、行业知识和电脑及网络知识等方面不断提高知识水平,从而成为高素质的商务英语翻译人才。

  3. Global Dimensions of Gifted and Talented Education: The Influence of National Perceptions on Policies and Practices

    Directory of Open Access Journals (Sweden)

    Brian L. Heuser

    2017-04-01

    Full Text Available We examine recent research across countries and cultures in regard to the issues related to the formation of gifted and talented education perspectives, policies, and practices. Many modern cultures and subcultures have developed formal and informal definitions of what it means to be gifted and talented, and when we compare the perceptions, policies, and practices across nations, we discover very different constructs of intelligence and ability. These understandings of giftedness and gifted and talented education can be grouped into four binary dimensions, scholarly versus co-curricular capabilities, aptitude versus achievement, nature versus nurture, and individualistic versus collective, that have significant implications for policy and practice. These constructs can serve as a foundation for countries that are looking to formalize or expand their gifted and talented education models or can be used to challenge the norms of established systems. We put forward recommendations to address some of the challenges in advancing gifted education cross-nationally, an area that is often assumed to introduce risks of enlarging social inequity. We also provide a cross-national matrix that captures known elements of gifted education policies and programs from over 20 subnational jurisdictions, countries, and world regions.

  4. Human factors assessment in PRA using task analysis linked evaluation technique (TALENT)

    International Nuclear Information System (INIS)

    Wells, J.E.; Banks, W.W.

    1990-01-01

    Human error is a primary contributor to risk in complex high-reliability systems. A 1985 U.S. Nuclear Regulatory Commission (USNRC) study of licensee event reports (LERs) suggests that upwards of 65% of commercial nuclear system failures involve human error. Since then, the USNRC has initiated research to fully and properly integrate human errors into the probabilistic risk assessment (PRA) process. The resulting implementation procedure is known as the Task Analysis Linked Evaluation Technique (TALENT). As indicated, TALENT is a broad-based method for integrating human factors expertise into the PRA process. This process achieves results which: (1) provide more realistic estimates of the impact of human performance on nuclear power safety, (2) can be fully audited, (3) provide a firm technical base for equipment-centered and personnel-centered retrofit/redesign of plants enabling them to meet internally and externally imposed safety standards, and (4) yield human and hardware data capable of supporting inquiries into human performance issues that transcend the individual plant. The TALENT procedure is being field-tested to verify its effectiveness and utility. The objectives of the field-test are to examine (1) the operability of the process, (2) its acceptability to the users, and (3) its usefulness for achieving measurable improvements in the credibility of the analysis. The field-test will provide the information needed to enhance the TALENT process

  5. Direct-to-consumer genetic testing for predicting sports performance and talent identification: Consensus statement

    Science.gov (United States)

    Webborn, Nick; Williams, Alun; McNamee, Mike; Bouchard, Claude; Pitsiladis, Yannis; Ahmetov, Ildus; Ashley, Euan; Byrne, Nuala; Camporesi, Silvia; Collins, Malcolm; Dijkstra, Paul; Eynon, Nir; Fuku, Noriyuki; Garton, Fleur C; Hoppe, Nils; Holm, Søren; Kaye, Jane; Klissouras, Vassilis; Lucia, Alejandro; Maase, Kamiel; Moran, Colin; North, Kathryn N; Pigozzi, Fabio; Wang, Guan

    2015-01-01

    The general consensus among sport and exercise genetics researchers is that genetic tests have no role to play in talent identification or the individualised prescription of training to maximise performance. Despite the lack of evidence, recent years have witnessed the rise of an emerging market of direct-to-consumer marketing (DTC) tests that claim to be able to identify children's athletic talents. Targeted consumers include mainly coaches and parents. There is concern among the scientific community that the current level of knowledge is being misrepresented for commercial purposes. There remains a lack of universally accepted guidelines and legislation for DTC testing in relation to all forms of genetic testing and not just for talent identification. There is concern over the lack of clarity of information over which specific genes or variants are being tested and the almost universal lack of appropriate genetic counselling for the interpretation of the genetic data to consumers. Furthermore independent studies have identified issues relating to quality control by DTC laboratories with different results being reported from samples from the same individual. Consequently, in the current state of knowledge, no child or young athlete should be exposed to DTC genetic testing to define or alter training or for talent identification aimed at selecting gifted children or adolescents. Large scale collaborative projects, may help to develop a stronger scientific foundation on these issues in the future. PMID:26582191

  6. Assessing personal talent determinants in young racquet sport players: a systematic review.

    Science.gov (United States)

    Faber, Irene R; Bustin, Paul M J; Oosterveld, Frits G J; Elferink-Gemser, Marije T; Nijhuis-Van der Sanden, Maria W G

    2016-01-01

    Since junior performances have little predictive value for future success, other solutions are sought to assess a young player's potential. The objectives of this systematic review are (1) to provide an overview of instruments measuring personal talent determinants of young players in racquet sports, and (2) to evaluate these instruments regarding their validity for talent development. Electronic searches were conducted in PubMed, PsychINFO, Web of Knowledge, ScienceDirect and SPORTDiscus (1990 to 31 March 2014). Search terms represented tennis, table tennis, badminton and squash, the concept of talent, methods of testing and children. Thirty articles with information regarding over 100 instruments were included. Validity evaluation showed that instruments focusing on intellectual and perceptual abilities, and coordinative skills discriminate elite from non-elite players and/or are related to current performance, but their predictive validity is not confirmed. There is moderate evidence that the assessments of mental and goal management skills predict future performance. Data on instruments measuring physical characteristics prohibit a conclusion due to conflicting findings. This systematic review yielded an ambiguous end point. The lack of longitudinal studies precludes verification of the instrument's capacity to forecast future performance. Future research should focus on instruments assessing multidimensional talent determinants and their predictive value in longitudinal designs.

  7. A Talent for Tinkering: Developing Talents in Children from Low-Income Households through Engineering Curriculum

    Science.gov (United States)

    Robinson, Ann; Adelson, Jill L.; Kidd, Kristy A.; Cunningham, Christine M.

    2018-01-01

    Guided by the theoretical framework of curriculum as a platform for talent development, this quasi-experimental field study investigated an intervention focused on engineering curriculum and curriculum based on a biography of a scientist through a comparative design implemented in low-income schools. Student outcome measures included science…

  8. The Analysis of Talent Management Strategy Using Organizational Competency Approach in PT Pindad (Persero) Bandung City

    OpenAIRE

    Sukoco, Iwan; Fadillah, Ashar Rijal

    2016-01-01

    The biggest challenge of management today is wining talent war. Talent war is a situationwhen the company beat their competitors vying with each other to obtain the best talent in thelabor market. One strategy to win this war talent with talent management is implemented to define,discover, develop, and manage and retain talented employees in an effort to achievestrategic goalsand future business needs. The results showed the company has been able to align talentmanagement strategies with busi...

  9. A Strategic Differentiator in Global Competition: Talent Management

    Directory of Open Access Journals (Sweden)

    Mehmet Saim Aşçı

    2017-05-01

    Full Text Available When the gift called talent meets success, it becomes so intense that no force in the world can stop it. If one works with a team with the right talents, the decision-making and implementation processes will be much faster. Companies focus on capital, information technologies, equipment and top quality processes and act accordingly, but the most important factor of all is “human”. What makes good companies truly big is their ability to attract and keep the right talents. It is difficult to find young talents, and it is even more difficult to retain them. To maintain a competitive advantage in today’s world, retaining the best talents in the organization with commitment is just as important as finding them. Today, the best and the brightest must be included in the team to maintain a competitive advantage. Companies that lose their key employees may miss very important business opportunities. The realization that the most important source that feeds the sustai-nable competitive advantage is talent has led the management to focus all its attention on talents. The increase in the importance attached to talent has helped employees have improved self-confidence and allowed them to turn their creativity into a competitive advantage. From this perspective, talents have allowed for the introduction of new approaches for employees in the management process. This study attempts to explain concepts of functionality, vitality, developing commitment, creating engagement, accountability, which are the key success factors of talent management processes, as well as obstacles to and disadvantages of talent management.

  10. Innovation Types and Talent Management for Innovation

    Directory of Open Access Journals (Sweden)

    Juan A. Marin-Garcia

    2011-12-01

    Full Text Available Companies need to become innovative and in order to do so, they must learn how to be able to manage the talent of their workforce In this working paper we have reviewed the literature concerning the concept of innovation as a key for the challenge for change in companies to establish a synthesis and a classification of the types of innovation required. We propose a number of competencies needed by the different staff members (support, technicians, managers, etc as well, so that they can succeed in being innovative in different ways.

  11. Gifted and talented children: heterogeneity and individual differences

    Directory of Open Access Journals (Sweden)

    María Pereira Da Costa

    Full Text Available Giftedness is a large topic, covering many domains of activity and diverse manifestations. In this paper, we examine two specific topics: (a cognitive profiles of gifted children and, (b musical talent development. The common point of these studies is the observation of the heterogeneity of individual profiles. The results of the first study performed on 99 children with an IQ equal to or higher than 130, shows a large heterogeneity in intellectual potential, which is masked if we look only on the overall IQ. A hierarchical clustering analysis identifies six classes of children with contrasting means profiles. The second study is an exploratory research, in which we try to describe the environment of music pupils and to evaluate the importance that parents and teachers give to the main success factors for musical training. Our results highlight several differentiated profiles relating to the contexts of training, centred on the representation that the child has of music.

  12. Personality correlates of Managerial talent: Cross cultural comparison

    Directory of Open Access Journals (Sweden)

    A. D. de Bod

    1983-11-01

    Full Text Available In spite of the worldwide use of the Managerial Assessment Centre, little, if any, cross-cultural research has been done on the method. Another neglected area of AC-research, is the study of personality. This study is aimed at making a contribution towards both these areas by investigating the relationship between the managerial dimensions and personality attributes for a group of Canadian (N = 1199 and a group of South African (N = 177 middle level managers. The first step was to compare the measuring instruments which were used to test the two groups, so as to ascertain any similarities and/or differences between the two instruments. The data which was generated by the application of the instruments was then subjected to a correlational and discriminant function analysis. The result of these analyses was used to (a define the personality correlates of managerial talent and (b to identify broad tendencies with regard to the relative influence of culture on the relationship between personality and managerial talent. Opsomming Ten spyte van die wêreldwye gebruik van die bestuursbeoordelingsentrum (AC is daar tot dusver weinig kruiskulturele navorsing hieroor gedoen. 'n Verdere verwaarloosde area van AC-navorsing, is die bestudering van persoonlikheid. Hierdie studie ondersoek die verwantskap tussen bestuursdimensies en persoonlikheidsattribute van 'n groep Kanadese (N = 1199 en 'n groep Suid-Afrikaanse (N = 177 middelvlakbestuurders. Die eerste stap was om die meetinstrumente wat gebruik is te toets en die twee groepe te vergelyk. Die ingesamelde data vir beide groepe is aan 'n korrelatiewe en diskriminant-funksie ontleding onderwerp. Die ontledings is gebruik om (a die persoonlikheidskorrelate van bestuurstalent te omlyn en (b breë tendense bloot te lê ten opsigte van die relatiewe invloed van kultuur op die verwantskap tussen persoonlikheid en bestuurstalent.

  13. Talent management: An empirical study of selected South African ...

    African Journals Online (AJOL)

    This article sheds light on the use of talent-management practices in some of the major hotel groups in South Africa. Growing numbers of organisations globally as well as in South Africa are embracing the concept of talent management, as it has a major impact on the company's competitive advantage. Results reported in ...

  14. Whiti Ki Runga! Gifted and Talented Maori Learners

    Science.gov (United States)

    Macfarlane, Angus; Moltzen, Roger

    2005-01-01

    The importance of identifying and nurturing the gifts and talents of young people is now more widely accepted in New Zealand than it has been in the past. In this country the approach to meeting this challenge must reflect an understanding and acknowledgement of Maori conceptions of giftedness and talent. It is proposed here that the…

  15. Case Study of a Gifted and Talented Catholic Dominican Nun

    Science.gov (United States)

    Lavin, Angela

    2017-01-01

    The case of a gifted and talented Catholic Dominican nun is described and analysed in the context of Renzulli's Three-Ring Conception of Giftedness and Gagne's Differentiated Model of Giftedness and Talent. Using qualitative methods, semi-structured interviews of relevant individuals were conducted and analysed. Based on the conclusions of this…

  16. Illinois Innovation Talent Project: Implications for Two-Year Institutions

    Science.gov (United States)

    Tyszko, Jason A.; Sheets, Robert G.

    2012-01-01

    There is a growing consensus that the United States and its regions, including the Midwest region, will increasingly compete on innovation. This also is widely recognized in the business world. There is also growing consensus that innovation talent--the human talent to drive and support innovation--will be a major key. Despite this consensus,…

  17. Using Human Capital Planning to Predict Future Talent Needs

    Science.gov (United States)

    Ruse, Donald; Jansen, Karen

    2008-01-01

    Human capital planning is an important tool in predicting future talent needs and sustaining organizational excellence over the long term. This article examines the concept of human capital planning and outlines how institutions can use HCP to identify the type and number of talent needed both now and in the future, recognize and prioritize talent…

  18. Talent management: An empirical study of selected South African ...

    African Journals Online (AJOL)

    the concept of talent management, as it has a major impact on the company's .... Talent must be viewed by senior management as a strategic asset, and its .... public. In many cases, these hotel groups have a presence in all the provinces of the.

  19. Want Superstar Teachers? Scout for Talent, and Recruit Like Crazy.

    Science.gov (United States)

    Bateman, C. Fred

    1986-01-01

    A school can assemble a winning teaching team by taking lessons from sports talent recruitment programs. Schools should search for early talent and ask education professors to identify promising student teachers. Contracts should be offered immediately to final round draft choices. (CJH)

  20. Parent Identification of the Talents of Gifted Students.

    Science.gov (United States)

    Jin, Suk-un; Feldhusen, John F.

    2000-01-01

    A survey of 204 parents of gifted students (ages 3-14) found a majority reported their child showed high potential in more than two talent domains. Twenty-seven percent of parents reported that their child's school offers services for special talents and 60 percent reported their child participates regularly in sports activities. (Contains five…

  1. Nurturing Talent in the Australian Context: A Reflective Approach.

    Science.gov (United States)

    Frydenberg, Erica; O'Mullane, Anne

    2000-01-01

    This article discusses historical and contemporary educational provisions for gifted and talented students in Australia. Five young adults reflect on their educational and career paths in the creative arts, sports, music, medicine, and business to illustrate how talents are nurtured in Australia at the end of the 20th century. (Contains extensive…

  2. Practices of Talent Management in Organisations in the Czech Republic

    Directory of Open Access Journals (Sweden)

    Lucie Vnoučková

    2016-01-01

    Full Text Available As theory still lacks consistent definition of successful talent management, the praxis is characterized by dissimilar interpretations of the term talent. The lack of integrity of definitions appears to be the reason to analyse talent management practices. The article focuses on consistency of suggested practices in management of organisational strategies. The aim is to reveal current approach of Czech organisations towards talent management practices and to specify the main factors affecting employee development in talent management in the tested organisations. Bivariate and multivariate statistical methods and analyses were used to lower the number of possible single approaches and practices. Analyses formed valid factors, which influence and determine employee development as key principles of talent management: alignment with strategy, internal consistency, cultural embeddedness, management involvement, and employer branding through differentiation. Results identified and verified different ways of support of talented employees. Firstly, it is Talent management in its original shape (25.9%, secondly, Learning organisation based on common learning (23.5% and the third factor name is Plain promises (12.4%. Organisations grouped in the factor only declare possibility of development, but do not practically use it.

  3. Common Core State Standards for Students with Gifts and Talents

    Science.gov (United States)

    VanTassel-Baska, Joyce

    2015-01-01

    As many states have adopted the Common Core State Standards (CCSS), teachers can look to these standards as a framework for supporting students with gifts and talents. Differentiation of curriculum and instruction to address the CCSS will be necessary to meet the unique learning needs of learners with high ability and those with gifts and talents.…

  4. Talent Development as a Framework for Gifted Education

    Science.gov (United States)

    Olszewski-Kubilius, Paula; Thomson, Dana

    2015-01-01

    When used informally, talent development refers to the deliberate cultivation of ability or giftedness in a specific domain. However, recent discussions have used talent development to refer to a particular framework for viewing giftedness and the education of gifted children. In this article, the authors will present their views on the meaning of…

  5. Ud over skole-centrisme: talent i erhvervsuddannelserne

    DEFF Research Database (Denmark)

    Christensen, Suna Møller

    2015-01-01

    I artiklen argumenteres der for, at erhvervsfagene deler et empirisk begreb om talent, som rummer en kritisk kommentar til velkendte, hierarkiserede og hierarkiserende dikotomier mellem viden og kunnen. Erhvervsskolernes arbejde med at udvikle markører for talent og tilrettelægge undervisning...

  6. Identifying and Developing Inventive Talent in the Republic of Korea

    Science.gov (United States)

    Lee, Seungmo

    2016-01-01

    In the 21st century, the need to develop creative potential through education is more critical than ever. Invention-gifted education is one approach that can both foster creativity and develop inventive talent. Invention-gifted education in the Republic of Korea is distinctive in its systematic approach to talent identification and talent…

  7. Beyond Talent: John Irving and the Passionate Craft of Creativity.

    Science.gov (United States)

    Amabile, Teresa M.

    2001-01-01

    Uses the thoughts and work of novelist John Irving to illustrate the prominence of non-talent components in the componential model of creativity, explaining that raw talent, clever imagination, and a creative personality are insufficient to ensure creative success and that hard work and love of a craft (intrinsic motivation) are at least as…

  8. "talent search-program": Thusa Bana-studie

    African Journals Online (AJOL)

    Due to the differences in compared results, it is recommended that the NW province should develop their own set of norms for talent identification purposes. It is further suggested that norms be compiled for each racial group as well as for the entire group when the general sport talent (TID) of boys in the NW province are ...

  9. Strategies for Talent Management: Greater Philadelphia Companies in Action

    Science.gov (United States)

    Council for Adult and Experiential Learning (NJ1), 2008

    2008-01-01

    Human capital is one of the critical issues that impacts the Greater Philadelphia region's ability to grow and prosper. The CEO Council for Growth (CEO Council) is committed to ensuring a steady and talented supply of quality workers for this region. "Strategies for Talent Management: Greater Philadelphia Companies in Action" provides…

  10. A Model for Talent Management and Career Planning

    Science.gov (United States)

    Waheed, Sajjad; Zaim, A. Halim

    2015-01-01

    This paper discusses a talent management and career planning system designed based on the performance and qualifications of a group of interns working for an emerging social media company located in Istanbul. The proposed model is dynamic, comparative, and perceptional in constructing a talent pool for an organization. This system was developed…

  11. Talent identification in Hungary: From identification to investigation

    Directory of Open Access Journals (Sweden)

    Szilvia Péter-Szarka

    2015-03-01

    Full Text Available This article provides an outline of talent identification practices and challenges in Hungary. First, it gives a summary of gifted education in the country; then the general challenges of talent identification are introduced: difficulties of defining talent, talent as potential, environmental factors, the role of perseverance and motivation, and individual variety. Later, recent Hungarian identification practices are shown, followed by a summary and a conclusion about how our identification practice should be developed into an investigation of individual characetristics. We propose stronger focus on the use of cognitive profile tests, investigation of interest-based characteristics, the use of observation and dynamic assessment methods, teacher nomination and emphasizing the need for effort. The focus from identification toward investigation exploring individual needs and characteristics to provide the most appropriate pathway for development in the 21st century seems to be a more effective way of talent support than mere selection.

  12. Dream Team - A pregraduate surgical talent development project

    DEFF Research Database (Denmark)

    Jensen, Rune Dall; Seyer-Hansen, Mikkel; Christensen, Mette Krogh

    Dream Team is an extracurricular pregraduate surgical talent development project founded in 2009 at Aarhus University Hospital, Denmark. It aims to identify and develop laparoscopic surgical talents during medical school. Dream Team contains two parts: 1) a weeklong boot camp where app. 10 % of 8th...... the mentorship the students will be in operation room at least once a week and participate as much as their skills allow. Dream Team differs from similar pregraduate programs as it selects the most talented students, but does the boot camp select the best and does the mentorship program provide optimal learning......? A PhD project aims to critically analyze and develop Dream Team. The PhD project is based on theories about deliberate practice[1] and social learning[2]. In addition, we compare surgical talent development[3][4] with talent development in elite sport in order to inspire, refine and develop Dream Team...

  13. A multi-dimensional approach to talent: An empirical analysis of the definition of talent in Dutch academia

    NARCIS (Netherlands)

    Thunissen, M.; Arensbergen, P. van

    2015-01-01

    - Purpose – The purpose of this paper is to contribute to the development of a broader, multi-dimensional approach to talent that helps scholars and practitioners to fully understand the nuances and complexity of talent in the organizational context. - Design/methodology/approach – The data were

  14. Star Power: Providing for the Gifted & Talented. Module 4. Applications of Theories of Creativity to the Gifted/Talented.

    Science.gov (United States)

    Heinemann, Alison; Mallis, Jackie

    The document presents Module 4, applications of theories of creativity to the gifted/talented, of the Star Power modules developed for school personnel who have an interest in or a need to explore the area of gifted and talented education. It is explained in an introductory section that the modules can be used for independent study, for small…

  15. Star Power: Providing for the Gifted & Talented. Module 10. Guidance and Counseling for the Gifted/Talented.

    Science.gov (United States)

    Heinemann, Alison; Mallis, Jackie

    The document presents Module 10, guidance and counseling for the gifted/talented, of the Star Power modules developed for school personnel who have an interest in or a need to explore the area of gifted and talented education. It is explained in an introductory section that the module can be used for independent study, for small group interaction,…

  16. Star Power: Providing for the Gifted & Talented. Module 3. Applications of Theories of Intelligence to the Gifted/Talented.

    Science.gov (United States)

    Heinemann, Alison; Mallis, Jackie

    The document presents Module 3, applications of theories of intelligence to the gifted/talented, of the Star Power modules developed for school personnel who have an interest in or a need to explore the area of gifted and talented education. It is explained in an introductory section that the modules can be used for independent study, for small…

  17. The Longer They Stay the Less Talented They Perceive They Are: Females' Talent Based on Approaches to Learning

    Science.gov (United States)

    Bowles, Terry

    2012-01-01

    A cohort of female adolescents from 11 to 18 Years of age (n = 325) completed a questionnaire based on Gardner's theory of multiple intelligences (Gardner, 1999) to examine their perception of their talents as they progressed through secondary school. Results showed that the highest ranking talents were Physical and Sport Activity, and Language…

  18. Management perceptions of a higher educational brand for the attraction of talented academic staff

    Directory of Open Access Journals (Sweden)

    Musa Saurombe

    2017-02-01

    Full Text Available Orientation: Academic staff members have a crucial role in the success of higher education institutions (HEIs. Therefore, it is imperative to cultivate an appealing organisational brand that will attract them to HEIs as an employer of choice. Research purpose: The main objective of this study was to explore management perceptions on a higher educational institution as a brand for the attraction of talented academic staff. Motivation for the study: Although a substantial amount of research has been conducted on organisational branding, not much has emphasised the higher educational sector. Research approach, design and method: A qualitative research approach was adopted, using semi-structured interviews to collect data from management (N = 12 of a merged South African HEI. Main findings: The findings revealed six themes that should form the core of a higher educational brand for academic staff: reputation and image, organisational culture and identity, strategic vision, corporate social responsibility and work and surrounding environment. Practical/managerial implications: The findings of the study will assist higher education management to create a compelling organisational brand and work environment to attract and retain talented academic staff members. Contribution/value-add: This research makes a valuable contribution towards creating new knowledge in the key that should form part of an appealing higher education brand that will attract and retain current and future talent.

  19. Differences in self-regulatory skills among talented athletes: the significance of competitive level and type of sport.

    Science.gov (United States)

    Jonker, Laura; Elferink-Gemser, Marije T; Visscher, Chris

    2010-06-01

    Research has shown that talented athletes outscore their mainstream peers on the basis of self-regulation. Although valuable, this does not tell us more about the distinction between good athletes and the best, which is a prerequisite in talent development. Therefore, we examined the self-regulatory skills of 222 male and female talented athletes aged 12-16 years as a function of competitive sport level (junior international or junior national athletes) and type of sport (individual or team sports). Multivariate analyses of covariance in combination with a discriminant function analysis revealed that "reflection" distinguishes between athletes at the highest levels of excellence. Furthermore, athletes playing individual sports had higher scores on "planning" and "effort" than team sport athletes, highlighting the importance of differences between types of sport. In conclusion, we emphasize the importance of reflection as a self-regulatory skill. Reflection facilitates the development of sport-specific characteristics, which may vary by type of sport. This means that an advanced sense of reflection may help talented athletes to acquire desirable characteristics during their "talent" years to ultimately reach adult elite levels of competition.

  20. Editorial: The War for Talent: Technologies and solutions toward competency and skills development and talent identification

    Directory of Open Access Journals (Sweden)

    Fanny Klett (IEEE Fellow

    2013-03-01

    Full Text Available This special issue is dedicated to advanced technological solutions and novel methodical approaches toward human capital management in terms of career development, assessment and recruitment as a driver for innovation and sustainable competitive advantage for academia and business in the changing conditions of the global employment market, and the War for Talent. Latest competitiveness-driven developments in productivity and services move forward human capital management and assessment technology and services alongside with talent identification as a driver for innovation and key source of maximizing the Return-On-Investment in people and technology in academia and business. Governments and business start thinking about competency and skills development as the critical issue for the workforce, and the workplaces. Against this background, a complex interrelationship arises between strategic management, human capital management, and the overall quality management in every educational and enterprise setting. In addition, identifying highly competent human capital develops into a challenging issue of the recruitment process.

  1. Talent management for developing leadership: an empirical investigation

    Directory of Open Access Journals (Sweden)

    Rinku Sanjeev

    2017-09-01

    Full Text Available In the current situation where Indian IT Companies are facing high growth trajectory, getting good talents and retaining them is increasingly becoming difficult. Talent management and tapping potential leaders’ is becoming one of the key responsibilities of HR Managers. Though leadership development has always been rated as the most important need of IT Companies, it lacks proper address by top level management. To address this gap it is pertinent for the management to know the factors that impacts the talent management and leadership development within the company. The basic emphasis of this paper is to analyze the factors influencing talent management in IT organization and also to understand the impact of talent management on overall leadership development. The study is descriptive and exploratory in nature. To identify factors influencing talent management factor analysis was used. To examine the hypothesis of the study Karl Pearson Coefficient correlation and regression analysis was done. The findings of the study suggests that potential identification, employee retention and rewards contributes significantly in leadership development It also suggests that there is a positive relation between talent management and leadership development

  2. 34 CFR 643.1 - What is the Talent Search program?

    Science.gov (United States)

    2010-07-01

    ... 34 Education 3 2010-07-01 2010-07-01 false What is the Talent Search program? 643.1 Section 643.1... EDUCATION, DEPARTMENT OF EDUCATION TALENT SEARCH General § 643.1 What is the Talent Search program? The Talent Search program provides grants for projects designed to— (a) Identify qualified youths with...

  3. International Perspectives on the Profile of Highly Talented International Business Professionals

    Science.gov (United States)

    van Heugten, Petra; Heijne-Penninga, Marjolein; Robbe, Patricia; Jaarsma, Debbie; Wolfensberger, Marca

    2017-01-01

    There is a global demand for talented managers and leaders. To meet this demand, higher education institutions are developing talent programs. However, international perception of talent is diffuse. In this study, our profile of highly talented international business professionals was internationally validated by 172 participants, representing…

  4. Exploring Talent Management through Competency-based Profiling Model for More Effective Training and Development Planning – Case Herman IT

    OpenAIRE

    Nguyen Hong, Hanh

    2016-01-01

    Human resource management is a pivotal part in driving a company to success. This stands true for all companies in every industry, including the currently booming technology industry. Herman IT - a Kajaani-based technology company - is planning to establish its own human resource management (HRM) department and needs of a competency-based talent management model as a guideline for its HRM. The purpose of this research is to explore Herman IT’s current talent management and compare it to a com...

  5. Talented Students' Satisfaction with the Performance of the Gifted Centers

    Directory of Open Access Journals (Sweden)

    Suhail Mamoud Al–Zoubi

    2016-06-01

    Full Text Available Abstract This study aimed to identify talented students' levels of satisfaction with the performance of the gifted centers. The sample of the study consisted of (142 gifted and talented students enrolled in the Najran Centers for Gifted in the Kingdom of Saudi Arabia. A questionnaire was developed and distributed to the sample of the study. The results revealed that talented students were highly satisfied with the administration and teachers, whereas they were only moderately satisfied with enrichment activities, teaching methods, student relationships and facilities and equipment. Moreover, results also showed that there were no significant differences could be attributed to gender or to the level of schooling.

  6. MANAGEMENT OF QUALITY OF THE HUMAN TALENT IN THE INTELLIGENT EDUCATIVE ORGANIZATIONS

    Directory of Open Access Journals (Sweden)

    Margareth Genesi

    2010-11-01

    Full Text Available The purpose of the study was to determine the incidence of human talent in smart commercial technical school educational organizations Robinsoniana "Hermágoras Chávez" in the municipality Cabimas quality management. Theoretically, it is based on input from Ivancevich (2005 among others. The research was descriptive analytic transeccional non-experimental field. Population and sample consisted of 55 coordinators. The technique used to obtain information was observation by survey and as a tool, a questionnaire designed by the author in two versions. The data were processed using descriptive statistics allowing to establish the existence of recognizing that human talent does not develop fully elements and management capacity in the studied variables.

  7. The 15-Minute Audition: Translating a Proof of Concept into a Domain-Specific Screening Device for Mathematical Talent

    Science.gov (United States)

    Subotnik, Rena F.; Worrell, Frank C.; Olszewski-Kubilius, Paula

    2017-01-01

    In 2011, Subotnik, Olszewski-Kubilius, and Worrell proposed a conceptual model for talent development applicable to all domains. Although grounded in available psychological research, significant questions remain regarding practical applications of each tenet of the model. In this article, we highlight a method of implementing the model's focus on…

  8. The Fastest Humans on Earth: Environmental Surroundings and Family Influences That Spark Talent Development in Olympic Speed Skaters

    Science.gov (United States)

    Ott Schacht, Carol L.; Kiewra, Kenneth A.

    2018-01-01

    This qualitative research study addressed this question: What influence did early environmental surroundings and family have on the talent development of a cohort of American speed skaters who each competed in four Olympic Games during the 1980s and 1990s? The skaters were Bonnie Blair, Dave Cruikshank, and Dan Jansen. Independent interviews with…

  9. Talent Management in Higher Education: Identifying and Developing Emerging Leaders within the Administration at Private Colleges and Universities

    Science.gov (United States)

    Riccio, Steven J.

    2010-01-01

    This research focused on identifying a series of successful practices relating to administrative talent management within the higher education setting. The field study included a thorough examination of seven small to mid-size private colleges and universities that have incorporated employee development strategies. These strategies were aimed at…

  10. Philosophical Talent : Empirical investigations into philosophical features of adolescents' discourse

    NARCIS (Netherlands)

    Rondhuis, N.T.W.

    2005-01-01

    This study tests the hypothesis that a philosophical talent exists in thinking patterns, uttered through oral expressions during philosophical discussions. A systematic study on the philosophical quality of thinking patterns was undertaken among youngsters of 10 - 20 years old. 'Philosophical

  11. Personality Dimensions of Gifted and Talented Junior High Students.

    Science.gov (United States)

    Rosenblatt, Howard S.; And Others

    1980-01-01

    Compared to a peer group of average abilities, gifted and talented junior high school students appeared more outgoing, participating, insightful, fast-learning, intellectually adaptable, conscientious, persistent, and moralistic, thus indicating significant between-group differences. (SB)

  12. Insights into the Gifted & Talented through Biographical Material.

    Science.gov (United States)

    Weiner, Ann

    1978-01-01

    Biographical information of 32 men and 5 women chosen as gifted or talented by university students is cited to discuss birth order, family background, supportive help, early evidence of giftedness, academic record, and particular difficulties. (CL)

  13. Macro and micro challenges for talent retention in South Africa

    Directory of Open Access Journals (Sweden)

    Berenice Kerr-Phillips

    2009-08-01

    Full Text Available The aim of the study was to explore the challenges presented in retaining South Africa’s talent at both macro (country and micro (organisational levels. Using a web-based survey placed on eight New Zealand sites, the reasons for emigration of South African talent during the period 1994–2006 were explored with 84 respondents. Utilising a purposive sampling technique, 20 semi-structured interviews were undertaken with identified ‘top talent’ in two financial services companies. Content analysis of the responses from both samples was employed. Reasons for emigration (macro issues included uncertainty about the future of the country, job insecurity and fears regarding both corruption and violent crime. Reasons for talent loss amongst identified top talent (micro issues were found to be linked to leadership, organisational culture and employment equity.

  14. How small nations fare in the global war on talent

    DEFF Research Database (Denmark)

    Tung, Rosalie; Worm, Verner; Aagaard Petersen, Susan

    2008-01-01

    for the same talent pool by presenting the findings of two related studies on whether (a) Chinese students who are studying in Denmark choose to return to work in China; and (b) Danish students in Denmark are willing to work for Chinese companies in Denmark and/or China. Despite its population of 1.3 billion......, China has a critical shortage of managerial talent. The vast majority of Chinese students in Denmark do not plan to remain in Denmark upon completion of their education, while many Danish students are receptive to working for Chinese companies, albeit more so in Denmark than in China. The findings...... of this study have implications on the plight of smaller nations, such as Denmark, in attracting and retaining human talent. These findings also have implications for small-sized companies in their competition with large firms for human talent....

  15. Explanation of model design and talent management system in universities

    OpenAIRE

    AH Nazaripour; SNJ Mosavi; M Hakak; A Pirzad

    2017-01-01

    Abstract Background and aim: Nowadays talented human resources are considerd as the most important and valuable organizational asset. Proper management of these major asset, the the most essential task manager and the progress of any organization in this field is fierce competition with competitor. The aim of this study was to develop a model system for talent management in universities in the country. Methods: In this study the population was composed of 10 Azad Univers...

  16. Characteristics and dynamics of the family of talented adolescents

    OpenAIRE

    Ferreira,Jane Farias Chagas; Fleith,Denise de Sousa

    2012-01-01

    The purpose of this study was to describe family characteristics and dynamics of talented adolescents. Forty-two adolescents between 12 and 18 years old who attended a program for gifted students and their family participated in the data collection. A family characteristics questionnaire and the Parent Success Indicator Inventory, children's and parents' versions were used as instruments. The results indicated that more than half of the families with talented adolescents had a traditional fig...

  17. Localization of talented people,the neglected knack winning victory

    Institute of Scientific and Technical Information of China (English)

    2003-01-01

    <正> In an investigation and study project on the human resources situation of the transnational corporations in China conducted recently by CATARC, GM, Ford, VW, Honda, Toyota and PSA have been surveyed. The result shows that those having succeeded in China all have a relatively liberal localized talent strategy, in contrast to those spoiled by a conservative talent strategy which is considered to have caused the sluggish of them in China’s auto market.

  18. Talent Relationship Management in Practice - Myth or Reality?

    OpenAIRE

    Kroj, Linda

    2016-01-01

    The world of organizations and their human resource management is changing. Challenges such as demographic development, the increasing transparency of the labor market and a continuous shift from manual labor to mental work intensifies the talent shortage, especially in times of high unemployment. Accordingly, organizations are searching for methods to face these challenges in the long term. One such approach is talent relationship management (TRM), as a recruiting approach to obtain qualifie...

  19. Analisis Penerapan Strategi dalam Talent Management sebagai Upaya Perencanaan Suksesi dan Retaining Talent (Studi pada PT. Angkasa Pura I Kantor Cabang Bandara Juanda)

    OpenAIRE

    Sari, Caesar Permata; Prasetya, Arik

    2017-01-01

    In globalization era, the competition in business world has been increasingly competitive, so, every company is required to be able to compete and maintain the continuity. to provide competent human resources and provide talent supply for important positions in the future. Talent is an individual who have high perfomer and high potential. Fulfilling the needs of competent human resources can be done through the application of effective talent management. Talent management is an organizational...

  20. Football Coaches' Practical Sense of Talent. A Qualitative Study of Talent Identification in Danish National Youth Team Football

    DEFF Research Database (Denmark)

    Christensen, Mette Krogh

    This study explores the practical sense of talent among top-level football coaches in Denmark, and aims to identify specific structures of the coaches' expert knowledge related to talent identification. The theoretical foundation of the study is Pierre Bourdieu's theoretical framework......, in particular the concept of practical sense. The data compile from eight biographical, in-depth interviews with Danish national youth team football coaches. The interviews are analyzed through a process of coding and recoding. Thematic cross-case analyses as well as purposeful selected single-case analyses......' classificatory schemes. Conclusively, the study supports the theory that talent identification in top-level football is strongly connected to the coach's practical sense of the game and taste for football talents. Furthermore, the study points at the importance of being aware of the person "behind" the coach...

  1. And if we forget the talent detection… And if we individualize the development of his Talent

    Directory of Open Access Journals (Sweden)

    Alberto LORENZO

    2015-10-01

    Full Text Available For many years, it has been understood that the process of sport talent identification as a close to magic process (although it is understood in many cases as well, in which the coach was able, by some tests and test batteries, able to predict the future of athletes, and discern among them, who are the graceful people that would be World Champions. What ideas and arguments can lead to think that this is possible? Similarly, under the idea of talent development, it is also thought that, knowing how these athletes who have achieved the highest possible performance, it would also be possible to design a perfect process that allowed younger, if they met perfectly with the path set, reach or even exceed that performance. Do we really think this is possible?Far from accepting such ideas (and that support mainly, we must consider that there are many people who have the potential to produce high yields, in our case in sports. And far from thinking that you are just a graceful by grace of fate or the genetic lottery, we must understand that if we are able to monitor and facilitate the development process of a person, will be closer to being able to achieve the desired levels of performance. What is it that allows or causes an athlete to achieve the expected results when others do not? What factors favor the development of the athlete? How to design the development process of the athlete? We aim in this article summarize the main ideas and arguments with which the detection process and developing talent is addressed, and give the reader some ideas to help improve the learning process of any athlete who may fall into their hands.

  2. Successful talent development in track and field: considering the role of environment.

    Science.gov (United States)

    Henriksen, K; Stambulova, N; Roessler, K K

    2010-10-01

    Track and field includes a number of high-intensity disciplines with many demanding practices and represents a motivational challenge for talented athletes aiming to make a successful transition to the senior elite level. Based on a holistic ecological approach, this study presents an analysis of a particular athletic talent development environment, the IFK Växjö track and field club, and examines key factors behind its successful history of creating top-level athletes. The research takes the form of a case study. Data were collected from multiple perspectives (in-depth interviews with administrators, coaches and athletes), from multiple situations (observation of training, competitions and meetings) and from the analysis of documents. The environment was characterized by a high degree of cohesion, by the organization of athletes and coaches into groups and teams, and by the important role given to elite athletes. A strong organizational culture, characterized by values of open co-operation, by a focus on performance process and by a whole-person approach, provided an important basis for the environment's success. The holistic ecological approach encourages practitioners to broaden their focus beyond the individual in their efforts to help talented junior athletes make a successful transition to the elite senior level. © 2010 John Wiley & Sons A/S.

  3. Developing Talented Soccer Players: An Analysis of Socio-Spatial Factors as Possible Key Constraints

    Directory of Open Access Journals (Sweden)

    Serra-Olivares Jaime

    2016-12-01

    Full Text Available Most studies on the identification and development of soccer talent have been one-dimensional in nature. Although some multi-dimensional analyses have been conducted, few research studies have assessed in any depth the socio-spatial factors influencing talent development. The aim of this particular study was to analyse variations in the international representation of clubs (n = 821 and countries (n = 59 in the development of players who took part in the 2014 FIFA Soccer World Cup. Clubs and countries were ranked and divided into quartiles according to the number of players developed between the ages of 15 and 21 (clubs and countries that developed players for at least three years between these ages and the number of official league matches played by these players up to the age of 23. Significant variations were observed between clubs in terms of the number of developed players who took part in the World Cup and the number of official league matches played by these players up to the age of 23 (p < .05, and also between countries (p < .05. The findings reveal the need to carry out more in-depth studies into the type of training and competition engaged in by elite players in the period of development between the ages of 15 and 21. It may be the case that these factors are potentially decisive socio-spatial constraints in the development of soccer talent.

  4. Psychometric properties of the motor diagnostics in the German football talent identification and development programme.

    Science.gov (United States)

    HÖner, Oliver; Votteler, Andreas; Schmid, Markus; Schultz, Florian; Roth, Klaus

    2015-01-01

    The utilisation of motor performance tests for talent identification in youth sports is discussed intensively in talent research. This article examines the reliability, differential stability and validity of the motor diagnostics conducted nationwide by the German football talent identification and development programme and provides reference values for a standardised interpretation of the diagnostics results. Highly selected players (the top 4% of their age groups, U12-U15) took part in the diagnostics at 17 measurement points between spring 2004 and spring 2012 (N = 68,158). The heterogeneous test battery measured speed abilities and football-specific technical skills (sprint, agility, dribbling, ball control, shooting, juggling). For all measurement points, the overall score and the speed tests showed high internal consistency, high test-retest reliability and satisfying differential stability. The diagnostics demonstrated satisfying factorial-related validity with plausible and stable loadings on the two empirical factors "speed" and "technical skills". The score, and the technical skills dribbling and juggling, differentiated the most among players of different performance levels and thus showed the highest criterion-related validity. Satisfactory psychometric properties for the diagnostics are an important prerequisite for a scientifically sound rating of players' actual motor performance and for the future examination of the prognostic validity for success in adulthood.

  5. Direct-to-consumer genetic testing for predicting sports performance and talent identification: Consensus statement.

    Science.gov (United States)

    Webborn, Nick; Williams, Alun; McNamee, Mike; Bouchard, Claude; Pitsiladis, Yannis; Ahmetov, Ildus; Ashley, Euan; Byrne, Nuala; Camporesi, Silvia; Collins, Malcolm; Dijkstra, Paul; Eynon, Nir; Fuku, Noriyuki; Garton, Fleur C; Hoppe, Nils; Holm, Søren; Kaye, Jane; Klissouras, Vassilis; Lucia, Alejandro; Maase, Kamiel; Moran, Colin; North, Kathryn N; Pigozzi, Fabio; Wang, Guan

    2015-12-01

    The general consensus among sport and exercise genetics researchers is that genetic tests have no role to play in talent identification or the individualised prescription of training to maximise performance. Despite the lack of evidence, recent years have witnessed the rise of an emerging market of direct-to-consumer marketing (DTC) tests that claim to be able to identify children's athletic talents. Targeted consumers include mainly coaches and parents. There is concern among the scientific community that the current level of knowledge is being misrepresented for commercial purposes. There remains a lack of universally accepted guidelines and legislation for DTC testing in relation to all forms of genetic testing and not just for talent identification. There is concern over the lack of clarity of information over which specific genes or variants are being tested and the almost universal lack of appropriate genetic counselling for the interpretation of the genetic data to consumers. Furthermore independent studies have identified issues relating to quality control by DTC laboratories with different results being reported from samples from the same individual. Consequently, in the current state of knowledge, no child or young athlete should be exposed to DTC genetic testing to define or alter training or for talent identification aimed at selecting gifted children or adolescents. Large scale collaborative projects, may help to develop a stronger scientific foundation on these issues in the future. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  6. Talent in the taxi: a model system for exploring expertise.

    Science.gov (United States)

    Woollett, Katherine; Spiers, Hugo J; Maguire, Eleanor A

    2009-05-27

    While there is widespread interest in and admiration of individuals with exceptional talents, surprisingly little is known about the cognitive and neural mechanisms underpinning talent, and indeed how talent relates to expertise. Because many talents are first identified and nurtured in childhood, it can be difficult to determine whether talent is innate, can be acquired through extensive practice or can only be acquired in the presence of the developing brain. We sought to address some of these issues by studying healthy adults who acquired expertise in adulthood. We focused on the domain of memory and used licensed London taxi drivers as a model system. Taxi drivers have to learn the layout of 25,000 streets in London and the locations of thousands of places of interest, and pass stringent examinations in order to obtain an operating licence. Using neuropsychological assessment and structural and functional magnetic resonance imaging, we addressed a range of key questions: in the context of a fully developed brain and an average IQ, can people acquire expertise to an exceptional level; what are the neural signatures, both structural and functional, associated with the use of expertise; does expertise change the brain compared with unskilled control participants; does it confer any cognitive advantages, and similarly, does it come at a cost to other functions? By studying retired taxi drivers, we also consider what happens to their brains and behaviour when experts stop using their skill. Finally, we discuss how the expertise of taxi drivers might relate to the issue of talent and innate abilities. We suggest that exploring talent and expertise in this manner could have implications for education, rehabilitation of patients with cognitive impairments, understanding individual differences and possibly conditions such as autism where exceptional abilities can be a feature.

  7. Talent management for the twenty-first century.

    Science.gov (United States)

    Cappelli, Peter

    2008-03-01

    Most firms have no formal programs for anticipating and fulfilling talent needs, relying on an increasingly expensive pool of outside candidates that has been shrinking since it was created from the white-collar layoffs of the 1980s. But the advice these companies are getting to solve the problem--institute large-scale internal development programs--is equally ineffective. Internal development was the norm back in the 1950s, and every management-development practice that seems novel today was routine in those years--from executive coaching to 360-degree feedback to job rotation to high-potential programs. However, the stable business environment and captive talent pipelines in which such practices were born no longer exist. It's time for a fundamentally new approach to talent management. Fortunately, companies already have such a model, one that has been well honed over decades to anticipate and meet demand in uncertain environments: supply chain management. Cappelli, a professor at the Wharton School, focuses on four practices in particular. First, companies should balance make-versus-buy decisions by using internal development programs to produce most--but not all--of the needed talent, filling in with outside hiring. Second, firms can reduce the risks in forecasting the demand for talent by sending smaller batches of candidates through more modularized training systems in much the same way manufacturers now employ components in just-in-time production lines. Third, companies can improve their returns on investment in development efforts by adopting novel cost-sharing programs. Fourth, they should seek to protect their investments by generating internal opportunities to encourage newly trained managers to stick with the firm. Taken together, these principles form the foundation for a new paradigm in talent management: a talent-on-demand system.

  8. 77 FR 43817 - Notice of Submission for OMB Review; Office of Postsecondary Education; Talent Search (TS) Annual...

    Science.gov (United States)

    2012-07-26

    ...; Talent Search (TS) Annual Performance Report SUMMARY: The Talent Search program provides Federal... Records Management Services, Office of Management, publishes this notice containing proposed information... records. Title of Collection: Talent Search (TS) Annual Performance Report. OMB Control Number: Pending...

  9. Construyendo un Puente entre la Educacion del Dotado y el Mejoramiento Escolar Integral. Resumen. La Serie de Decision Basada en la Investigacion (Building a Bridge between Gifted Education and Total School Improvement. Summary. Talent Development Research-Based Decision Making Series).

    Science.gov (United States)

    Renzulli, Joseph S.

    This monograph addresses the role of gifted education in total school improvement by describing three service delivery components (the Total Talent Portfolio, Curriculum Modification Techniques, and Enrichment Learning and Teaching) and several organizational components of the Schoolwide Enrichment Model (SEM). The report describes how the SEM can…

  10. CONNECTION OF TALENT AND CAREER MANAGEMENT – DIFFERENCES AND SIMILARITIES

    Directory of Open Access Journals (Sweden)

    Mária HÉDER

    2017-06-01

    Full Text Available Talent and career management has become a function of central significance not only in international but in Hungarian HR practice as well, since the employment and keeping of excellent colleagues might constitute a strategic competitive advantage for organizations. In order for an organization to be able to manage its workforce – not only to find talents but also to be able to keep, motivate and train them – deliberate identification and management are necessary. In terms of its objective, the talent management system is identical with career management; its primary focus is to improve organizational efficiency through the satisfaction of employee demands and to offer an attractive organizational life cycle to the program participants. Due to the above, application and interpretation of the two systems are often mixed on organizational level. In the scope of the study, organizational interpretation of talent is defined, differences/similarities between talent and career management systems are introduced and the possible operation within an integrated system is proposed.

  11. Sports talents: a study of personal attributes of the state of Paraná track and field athletes

    Directory of Open Access Journals (Sweden)

    Lenamar Fiorese Vieira

    2008-06-01

    Full Text Available The aim of this study is to investigate which personal attributes are necessary for track and field athletes to be considered talents. It was based on Bronfenbrenner’s (1995 bioecological paradigm. The data were collected through informer’s dossiers, semi-structured interviews, research records and other documents. The subject sample was composed by fourteen talents, thirteen family members, seven coaches, three directors of Paraná Sports and one State Secretary of Sports. Content analysis was used to interpret the data. The results demonstrated that personal attributes, body type and interest were prominent in the beginning of track and field practice. On the other hand, search for activities, power of will, need of companionship were the attributes mostly evidenced by the talents in their specialization phase. It may be concluded that talent is a personal competence attained through a special atmosphere favoring sports activities and based on physical and psychological qualities that qualify the athletes for a good performance.

  12. The art of sourcing talent (not only in physics)

    CERN Multimedia

    Rosaria Marraffino

    2015-01-01

    CERN is constantly seeking new talent, but this is not always an easy task, especially in some key areas. Although CERN is known worldwide for hiring physicists, they only account for a very small percentage of CERN’s annual recruitment. The Organization offers a vast range of job opportunities in other domains, including, notably, for technicians and engineers in mechanics, electronics, cryogenics, etc. The new CERNbassador event and the EQIPIA tool will help the CERN Recruitment Unit find the talent of the future.   The CERN Recruitment Unit was created in 2010 and part of its mandate was to improve the so-called “sourcing” of candidates from all Member States. This was done by designing a new dedicated CERN website, posting the offers on several job portals across Europe, establishing direct contact with universities and technical schools, launching campaigns and using dedicated social media. “There is plenty of talent out there, but it’s not ...

  13. Sport or school? Dreams and dilemmas for young football talents

    DEFF Research Database (Denmark)

    Christensen, Mette Krogh; Kahr Sørensen, Jan

    2008-01-01

      Introduction The national football and sports elite unions in Denmark urge young football talents to complete upper secondary education while they are building football careers. The football culture has a magnetic attraction on young football players. Yet, attempting a professional career...... in football involves great mental and physical strains that profoundly affect the future lives of the young talents. Aims The study aimed to examine young (aged 15-19) male football players´ subjective experience and biographic memories of life as a football talent. An emphasis was placed on daily life...... experiences, especially the difficulties of submitting to the demands of both football training and education. Methods The study was a qualitative inquiry into the young football players´ subjective experiences of balancing football and education. The study used focus group interviews with 6-8 players from 4...

  14. Employer Branding and Talent Management in the Digital Age

    Directory of Open Access Journals (Sweden)

    Alina MIHALCEA

    2017-06-01

    Full Text Available In the digital age, organizations need to reinvent themselves at a structural level and to become agiler. Digital maturity of human resources management implies a shift from traditional paradigm on workplace towards engagement, learning and development of employees and search for talent. This paper focuses on identifying the major trends and strategies concerning talent management programs and development of digital skills for employees and managers. The study reveals that in an open talent economy, employer brand is very important in recruiting and retention of high potential employees and must be focused on learning & leadership development, mobility, rewards and competency systems. At present, in order to obtain a business value, one of the major challenges that HR needs to face is the development of digital skills for managers and employees.

  15. Motivation, giftedness and talent: A challenge to success

    Directory of Open Access Journals (Sweden)

    Sheyla Blumen

    2008-06-01

    Full Text Available Definitions about giftedness and talent involving motivation as a significant variable either in the genesis of giftedness or in the development of intellectual talent are analyzed. An analysis on the influence of motivation in successful achievers, underachievers, as well as in the socialemotional development of the gifted is presented. An update view of the goals achieved by Peru as a country, as well as the actual challenges that faces Peru in the development of giftedness and talent in multicultural and poverty conditions, at the conceptualization, identification, and program levels are presented. Moreover, an economic and viable project of advocacy on the development of giftedness in Peru within the regular educational system along Elementary, Secondary and College level is presented. Finally, conclusions and recommendations for the development of state policies in order to promote giftedness in Peru are presented.

  16. Motivating talents in Thai and Malaysian service firms

    DEFF Research Database (Denmark)

    Lehmann, Sanne

    2009-01-01

    Talent development in Thailand and Malaysian service firms has become a prioritized human resource management practice as these societies move toward knowledge-based economies. This paper discusses talent management in the social, organizational and managerial context of firms in Thailand...... and Malaysia, and argues that such structures often counterbalance investments made in talent development. The paper concludes that new human resource management practices do not produce a difference per se. It is the mindset and attitude of various managers that makes the difference. The learning...... for practitioners is that they need to adapt existing social and organizational structures to their new human resource management practices. The paper is based mainly on qualitative interviews with human resource managers from Thai and Malaysian service firms....

  17. Future needs for Nursing Talents in Scandinavian countries

    DEFF Research Database (Denmark)

    Jakobsen, Randi Kjelde; Herholdt-Lomholdt, Sine Maria

    2017-01-01

    Review question/objective: The aim of this review is to systematically identify, appraise and synthesize available text and opinion papers from policy-makers and trade unions in Scandinavian countries (Denmark, Sweden and Norway) containing information about nursing talent needed in healthcare...... systems for the future. The overall objective is to identify and synthesize the opinions of various stakeholders of what they believe is required in terms of nursing talent in Scandinavia. In this review, ‘‘nursing talent’’ refers to certain skills or competencies that are essential within nursing to meet...... the challenges and demands of future health care. The purpose of this review is to provide knowledge about the opinions of two key stakeholders (policy-makers and trade unions) on nursing talent needed in future Scandinavian healthcare systems....

  18. Inclusive talent management how business can thrive in an age of diversity

    CERN Document Server

    Frost, Stephen

    2016-01-01

    A practical guide including case studies to show the organizational benefits of incorporating diversity and inclusion into talent management strategy, to unlock the potential of all employees and to improve talent attraction and retention.

  19. Målstyring udfordrer lærerenes sociale talent

    DEFF Research Database (Denmark)

    Mellon, Karsten

    2014-01-01

    Lærere er talentfulde, når det gælder sociale relationer. Socialt talent skal dog ikke ses som en medfødt egenskab eller et resultat af flid og hård træning, snarere som evnen til vilje, kritisk forholden og mentalisering.......Lærere er talentfulde, når det gælder sociale relationer. Socialt talent skal dog ikke ses som en medfødt egenskab eller et resultat af flid og hård træning, snarere som evnen til vilje, kritisk forholden og mentalisering....

  20. An examination of factors impacting on talent retention at a financial institution

    OpenAIRE

    2015-01-01

    M.Com. (Business Management) Talent commitment, efficiency and retention issues are emerging as the most important corporate challenges of the present and immediate future, driven by talent loyalty concerns, corporate reorganization efforts and stiff competition for key talent. For most organizations, “surprise” talent departures can be devastating on the execution of business strategy and the achievement of business goals and objectives. This phenomenon is most prevalent now in light of c...

  1. Creative China? The University, Tolerance and Talent in Chinese Regional Development

    OpenAIRE

    Florida, Richard; Mellander, Charlotta; Qian, Haifeng

    2008-01-01

    The relationships between talent, technology and regional development have been widely examined in the advanced economies. While there is a general consensus as to the important role talent plays in regional development, debate has emerged on two key issues. The first involves the efficacy of educational (i.e. human capital) versus occupational (i.e. the creative class) measures of talent; the second involves the factors affecting the distribution of talent. In this study, we have used struct...

  2. Talent management : Retaining and managing technical specialists in a technical career

    OpenAIRE

    Brunila, Alexandra; Baedecke Yllner, Emelie

    2013-01-01

    The purpose of this thesis is to investigate talent management and how companies should work with talent management in order to retain and manage technical specialists in a technical career. Talent management is found to be important for modern organizations because of the advent of the knowledge economy, new generations entering the workforce and the need for businesses to become more strategic and competitive, which implies new ways of managing human capital. Furthermore, talent management ...

  3. How Surgeons Conceptualize Talent: A Qualitative Study Using Sport Science as a Lens.

    Science.gov (United States)

    Jensen, Rune Dall; Christensen, Mette Krogh; LaDonna, Kori A; Seyer-Hansen, Mikkel; Cristancho, Sayra

    Debates prevail regarding the definition of surgical talent, and how individuals with the potential to become talented surgeons can be identified and developed. However, over the past 30 years, talent has been studied extensively in other domains. The objectives of this study is to explore notions of talent in surgery and sport in order to investigate if the field of surgical education can benefit from expanding its view on talented performances. Therefore, this study aims to use the sport literature as a lens when exploring how surgeons conceptualize and define talent. Semi-structured interviews were conducted with a sample of 11 consultant surgeons from multiple specialties. We used constructivist grounded theory principles to explore talent in surgery. Ongoing data analysis refined the theoretical framework and iteratively informed data collection. Themes were identified iteratively using constant comparison. The setting included 8 separate hospitals across Canada and Denmark. A total of 11 consultant surgeons from 6 different surgical subspecialties (urology, orthopedic surgery, colorectal surgery, general surgery, vascular surgery, head & neck surgery) were included. We identified three key elements for conceptualizing surgical talent: (1) Individual skills makes the surgical prospect "good", (2) a mixture of skills gives the surgical prospect the potential to become talented, and (3) becoming talented may rely on the fit between person and environment. We embarked on a study aimed at understanding talent in surgery. Talent is a difficult construct to agree on. Whether in medicine or sports, debates about talent will continue to persist, as we all perceive talent differently. While we heard different opinions, three key ideas summarize our participants' discussions regarding surgical talent. These findings resonate with the holistic ecological approach from sport science and hence highlight the limits of a reductionist approach while favoring the individual

  4. Talent and/or Popularity - What Does it Take to Be a Superstar

    OpenAIRE

    Egon Franck; Stephan Nüesch

    2007-01-01

    We show that both talent and popularity significantly contribute to stars’ market values in German soccer. The talent-versus-popularity controversy on the sources of stardom goes back to Rosen (1981) and Adler (1985). All attempts to resolve the controversy empirically face the difficulty of accurately identifying talent. In professional sports, rank-order tournaments help in ascertaining talent. Analyzing a team production setting, we make use of a large number of performance indicators to e...

  5. Managing the academic talent void: Investigating factors in academic turnover and retention in South Africa

    Directory of Open Access Journals (Sweden)

    Marguerite Theron

    2014-04-01

    Research purpose: This study aimed to investigate the factors that influence turnover and retention of academic and to validate the developed talent retention diagnostic tool for use in South African higher education institutions. Motivation for the study: Limited research currently exists on the retention factors of academic staff in the South African context. Research approach, design and method: Using an investigative quantitative research approach, the tool was administered to a convenience sample of academics (n = 153 in 13 higher education institutions. Main findings: The results showed an array of distinguishing turnover and retention factors and proved the tool to be a valid and reliable measure. Over half the respondents indicated slight to strong dissatisfaction with compensation and performance management practices. Significantly, 34% indicated that they considered exiting their academic institution, citing unhappiness about compensation, as the most likely reason, whilst 74.5% have previously looked for another job. Practical/managerial implications: The research highlights key areas (i.e. compensation, emotional recognition, a bonus structure that reflects employee contribution, performance management systems, mentorship and career development opportunities that higher education should attend to if they want to retain their key and talented academic staff. Contribution/value-add: The results contribute to new knowledge on the factors that contribute to turnover and retention of academic staff and present a valid and reliable measure to assess these retention factors.

  6. Growth rates and specific motor abilities as a function to predict the selection of talents taekwondo sport (Egyptian national project

    Directory of Open Access Journals (Sweden)

    Mohammed Mustafa Bakr

    2016-07-01

    Full Text Available The aim of this study is to investigate the contribution ratios of Growth rates and specific motor abilities as a function to predict the selection of talented taekwondo sport. The study was carried out on a sample of (755 individual Clubs and youth centers across the governorates of Egypt, and the average age (11.64 ± 0.48 years, height (144.06 ± 7.04 cm and weight (36.86 ± 7.51 kg. Tests were conducted in the period from 7/11/2011 to 29/12/2011 selected individuals underwent the following tests and measurements (Ability, Hinge flexibility basin, Agility, Kinetics speed in level trunk, Kinetics speed in level face, Endure Performance, Performance , the researcher used the descriptive survey method. The statistical analysis SPSS was used to apply formulas statistical by calculating: average, standard deviation, correlation, stepwise regression. The results showed that the growth rates and special motor abilities contribute to the selection of talented taekwondo. In addition, taekwondo players are characterized by flexibility, Endure performance and motor speed. The study concluded that there are five factors affect the selection of talented junior Taekwondo detailed flexibility contribute (28.8%, endure Performance contribute by (15.1%, ability contribute (7.8%, Growth rates (age, length, weight a contribution rate (5.2%, kinesthetic speed motor (in the level of the trunk - in the face level (1.1%. Predictable talented selection junior taekwondo through the following equation = 49.835 + Age (-0.389 + Length (0.157 + Weight (-0.188 + Flexibility (-0.359 + Ability (0.081 + Agility (-2.261 + Endure Performance (0.608 + Kinetics speed motor in the level of the trunk (0.586 + Kinetics speed motor in the face level (0.260. These results should be taken into account by the taekwondo Federation and trainers for use as an indicator for selecting talented taekwondo sport.

  7. Talented football players' development of achievement motives, volitional components, and self-referential cognitions: A longitudinal study.

    Science.gov (United States)

    Feichtinger, Philip; Höner, Oliver

    2015-01-01

    Adolescence is regarded as a key developmental phase in the course of talented football players' careers. The present study focuses on early adolescent players' development of achievement motives, volitional components, and self-referential cognitions. Based on the multidimensional and dynamic nature of talent, the development of multifaceted personality characteristics is an important issue in the context of sports talent research. According to previous findings in psychology, personality characteristics' development is defined by both stability and change, and the current study analyses four different types: differential stability (I), mean-level change (II), individual-level change (III), and structural stability (IV). The sample consists of 151 male players in the talent development programme of the German Football Association. Psychological diagnostics of the personality characteristics are implemented across longitudinal sections over a time period of three seasons, from the U12 to U14 age classes. The results reveal that the personality characteristics show (I) moderate test-retest correlations over one-year intervals (.43 ≤ rtt ≤ .62), and lower coefficients for a two-year period (.26 ≤ rtt ≤ .53). (II) Most of the personality characteristics' mean values differ significantly across the age classes with small effect sizes (.01 ≤ [Formula: see text] ≤ .03). (III) Only minor individual-level changes in the football players' development are found. (IV) The personality characteristics' associations within a two-factor structure do not stay invariant over time. From the results of the present study, conclusions are drawn regarding the talent identification and development process.

  8. Research Article Special Issue

    African Journals Online (AJOL)

    2016-07-16

    Jul 16, 2016 ... In this research, two questionnaires of knowledge management and employees' ... development, human resources are the most important tool and capital of ... foster talent, to improve public and specialized awareness, and to ...

  9. Slow Shift--Developing Provisions for Talented Students in Scandinavian Higher Education

    Science.gov (United States)

    Wolfensberger, Marca; Hogenstijn, Maarten

    2016-01-01

    For decades, Scandinavian culture effectively prohibited the development of special provisions for talented students in higher education. However, in recent years, a cultural shift has gradually made more room for excellence and talent development in the national discourses. This paper analyzes the climate for talent development in Denmark,…

  10. Social Orientation and the Social Self-Esteem of Gifted and Talented Female Adolescents.

    Science.gov (United States)

    Hollinger, Constance L.; Fleming, Elyse S.

    1985-01-01

    The present study tests the applicability of Carlson's theory for a sample of gifted and talented female adolescents by examining three dimensions of possible self-esteem antecedents: actual talent ratings, self-perceptions of talent, and personality attributes. (Author/LMO)

  11. 75 FR 67705 - Office of Postsecondary Education; Overview Information; Talent Search (TS) Program; Notice...

    Science.gov (United States)

    2010-11-03

    ... DEPARTMENT OF EDUCATION Office of Postsecondary Education; Overview Information; Talent Search (TS... currently being served by a Talent Search project, especially schools that the State has identified as the... reliable third-party sources when providing information on the implementation of their Talent Search...

  12. Nurture Hidden Talents: Transform School Culture into One That Values Teacher Expertise

    Science.gov (United States)

    Zimmerman, Diane P.

    2014-01-01

    This article looks into the school culture where teacher expertise is often hidden and underused. While the media-rich culture places a high value on talent, the irony is that talent is underrated in most schools, and educators often remain silent about their hidden talents. Many school cultures are not conducive to dialogue that supports displays…

  13. Towards a Methodology to Identify a Talent by Using Psychological Cognitive Prototyping

    Science.gov (United States)

    Hammer, Matthijs H. M.

    2015-01-01

    Since education became an important aspect of society, teachers have a prelove for highly talented students. Especially young talented people relish profound attention of universities, firms, music ensembles, sports societies and artist groups. In higher education, students are encouraged to develop their unique strong point, named as talents.…

  14. Balancing individual and organizational goals in global talent management : A mutual-benefits perspective

    NARCIS (Netherlands)

    Farndale, E.; Pai, A.; Sparrow, P.; Scullion, H.

    2014-01-01

    Drawing from the talent management and global mobility literatures, there is simultaneous pressure to address both organizational goals to place talent internationally, and individual goals of self-initiated expatriation. This raises important questions for the future of global talent management

  15. Factors relating to the attraction of talented early career academics in South African higher education institutions

    Directory of Open Access Journals (Sweden)

    Dorcas L. Lesenyeho

    2018-06-01

    Full Text Available Orientation: South African higher education institutions (HEIs are facing significant challenges in attracting talents to academic positions. Research purpose: The main objective of this research was to determine factors that will attract early career academics to South African HEIs. Motivation for the study: Currently there exists limited research on factors that attract early career academics to HEIs as preferred employers. Research approach, design and method: A qualitative approach was adopted for this study; semi-structured interviews were conducted to gain data. The study participants comprised of 23 academic staff members from various merged South African HEIs. Main findings: The findings show that nine themes are related to the attraction of early career academics to HEIs: career development and advancement, opportunities to make a contribution, employer branding and prestige, job security, flexible working hours (work–life balance, intellectual stimulation, innovation, opportunity to apply skills and autonomy. Practical/managerial implications: The results also challenge HEIs to develop a superior employer brand with a strong employee value proposition (EVP that would attract, develop and reward early career academics for their work efforts. Contribution/value-add: The study provides important practical guidelines that could assist HEIs to attract talented early career academics and become an employer of choice.

  16. Identifying Talent in Youth Sport: A Novel Methodology Using Higher-Dimensional Analysis.

    Directory of Open Access Journals (Sweden)

    Kevin Till

    Full Text Available Prediction of adult performance from early age talent identification in sport remains difficult. Talent identification research has generally been performed using univariate analysis, which ignores multivariate relationships. To address this issue, this study used a novel higher-dimensional model to orthogonalize multivariate anthropometric and fitness data from junior rugby league players, with the aim of differentiating future career attainment. Anthropometric and fitness data from 257 Under-15 rugby league players was collected. Players were grouped retrospectively according to their future career attainment (i.e., amateur, academy, professional. Players were blindly and randomly divided into an exploratory (n = 165 and validation dataset (n = 92. The exploratory dataset was used to develop and optimize a novel higher-dimensional model, which combined singular value decomposition (SVD with receiver operating characteristic analysis. Once optimized, the model was tested using the validation dataset. SVD analysis revealed 60 m sprint and agility 505 performance were the most influential characteristics in distinguishing future professional players from amateur and academy players. The exploratory dataset model was able to distinguish between future amateur and professional players with a high degree of accuracy (sensitivity = 85.7%, specificity = 71.1%; p<0.001, although it could not distinguish between future professional and academy players. The validation dataset model was able to distinguish future professionals from the rest with reasonable accuracy (sensitivity = 83.3%, specificity = 63.8%; p = 0.003. Through the use of SVD analysis it was possible to objectively identify criteria to distinguish future career attainment with a sensitivity over 80% using anthropometric and fitness data alone. As such, this suggests that SVD analysis may be a useful analysis tool for research and practice within talent identification.

  17. Building a pipeline of talent for operating radio observatories

    Science.gov (United States)

    Wingate, Lory M.

    2016-07-01

    The National Radio Astronomy Observatory's (NRAO) National and International Non-Traditional Exchange (NINE) Program teaches concepts of project management and systems engineering in a focused, nine-week, continuous effort that includes a hands-on build project with the objective of constructing and verifying the performance of a student-level basic radio instrument. The combination of using a project management (PM)/systems engineering (SE) methodical approach based on internationally recognized standards in completing this build is to demonstrate clearly to the learner the positive net effects of following methodical approaches to achieving optimal results. It also exposes the learner to basic radio science theory. An additional simple research project is used to impress upon the learner both the methodical approach, and to provide a basic understanding of the functional area of interest to the learner. This program is designed to teach sustainable skills throughout the full spectrum of activities associated with constructing, operating and maintaining radio astronomy observatories. NINE Program learners thereby return to their host sites and implement the program in their own location as a NINE Hub. This requires forming a committed relationship (through a formal Letter of Agreement), establishing a site location, and developing a program that takes into consideration the needs of the community they represent. The anticipated outcome of this program is worldwide partnerships with fast growing radio astronomy communities designed to facilitate the exchange of staff and the mentoring of under-represented1 groups of learners, thereby developing a strong pipeline of global talent to construct, operate and maintain radio astronomy observatories.

  18. Understanding talent attraction: The influence of financial rewards elements on perceived job attractiveness

    Directory of Open Access Journals (Sweden)

    Anton Schlechter

    2014-11-01

    Full Text Available Orientation: In order to attract knowledge workers and maintain a competitive advantage,it is necessary for organisations to understand how knowledge workers are attracted todifferent types and levels of financial rewards. Research purpose: This research investigated a set of financial reward elements (remuneration, employee benefits and variable pay to determine whether knowledgeworkers perceived them as attractive inducements when considering a job or position. Motivation for the study: In South Africa there is a shortage of talent, largely due to highrates of emigration of scarce skills (human capital. Financial rewards or inducementsare necessary to attract talent and it is essential to assess which of these rewards are mostsuccessful in this regard. Method: A 23 full-factorial experimental design (field experiment was used. The threefinancial reward elements (remuneration, employee benefits and variable pay weremanipulated in a fictitious job advertisement (each at two levels. Eight (2 × 2 × 2 = 8 differentversions of a job advertisement were used as a stimulus to determine the effect of financialreward elements on perceived job attractiveness. A questionnaire was used to measure howparticipants perceived the attractiveness of the job. A convenience sampling approach wasused. Different organisations throughout South Africa, as well as corporate members of the South African Reward Association, were asked to participate in the study. Respondents (n = 169 were randomly assigned to the various experimental conditions (i.e. one of the eightadvertisements. Data were analysed using descriptive statistics. A full-factorial analysis ofvariance was used to investigate if significant main effects could be found. Main findings: Participants considered high levels of remuneration, the inclusion ofbenefits and variable pay to be significant job attraction factors within a reward package. Remuneration was found to have the largest main effect on job

  19. Internships: Tapping into China's Next Generation of Talent

    Science.gov (United States)

    Rose, Philip

    2013-01-01

    At the current juncture of China's economic development, the mismatch between the supply of university graduates and contemporary organizations' staffing demands is becoming increasingly evident. Thus, student participation in internships and their use by organizations, as means to recruit and select graduate talent in China has undergone rapid…

  20. Conception of the stimulation of the verbal talent: Case Cuba

    Directory of Open Access Journals (Sweden)

    Oscar Ovidio Calzadilla Pérez

    2016-12-01

    Full Text Available The stimulation of the talent constitutes a problem that generates inadequacies in the strategies for its educational attention. For it, the theoretical structuring of a pedagogic conception, compoundaround the definition of the concept of verbal talent is socialized, the levels of formation of this, the primary scholar's characterization psicopedagogical with verbal talent, the premises that address the stimulation process and the principle of the pedagogic combination of the acceleration and the enrichment; that which is introduced in the educational practice by the teacher by means of a strategy. It was used as fundamental method the study of cases that integrates the longitudinal analysis in on unique sample of scholars (2007-2013. The contributions to the pedagogic theory are obtained of the interpretation hermeneutic of the evidences analyzed in the traverse cuts of the qualitative study of whose dialectical ascent subjected theoretical generalizations settle down to the critical analysis of teachers and experts of the scientific community. The most significant results reside in the gradual traffic of the scholars of the sample for the levels of formation of the talent settled down in the investigation.

  1. Career decision-making of the gifted and talented

    African Journals Online (AJOL)

    eleven gifted and talented high school students, studying in congregative gifted ... that all students have supports and guidance to promote successful ... The career or vocational counselling issues most discussed in the broader ... They suggest that the Theory of Work Adjustment (TWA; Dawis & ..... International handbook of.

  2. A Market-Driven Approach to Retaining Talent.

    Science.gov (United States)

    Cappelli, Peter

    2000-01-01

    Employee retention must be rethought in a free-agent market. Compensation can shape who leaves and stays. Job design and customization can tailor jobs to employee needs. Encouraging social ties among colleagues and selecting appealing locations for workplaces are other ways to retain talented workers. (SK)

  3. Interval endurance capacity of talented youth soccer players

    NARCIS (Netherlands)

    Visscher, C; Elferink-Gemser, MT; Lemmink, KAPM

    The purpose of this study, in which 113 talented Youth soccer players (M = 16.0 yr., SD = 15), selected by their age and level of performance participated, was to investigate interval endurance capacity needed to play at the highest level of competition in the age-category 12 through 18.

  4. Birth-Order Effects in the Academically Talented.

    Science.gov (United States)

    Parker, Wayne D.

    1998-01-01

    Birth-order position was studied among 828 academically talented sixth-grade students. When compared to census data, the sample was disproportionately composed of first-born students. However, this effect was largely explained by the covariate of family size, with small families over represented among the gifted. Other findings indicated no…

  5. Innovating the IPCC review process: The potential of young talent

    NARCIS (Netherlands)

    van der Veer, L.; Visser, H.; Petersen, A.C.; Janssen, P.H.M.

    2014-01-01

    There is significant potential in young talent for enhancing the credibility of the scientific assessments such as the IPCC’s by contributing to quality assurance and quality control. In this essay, we reflect on an experiment that was done by the Dutch government as part of its government review of

  6. Teaching Talent: A Visionary Framework for Human Capital in Education

    Science.gov (United States)

    Curtis, Rachel E., Ed.; Wurtzel, Judy, Ed.

    2010-01-01

    About 80 percent of education spending is devoted to personnel, yet the capacity of schools and districts to recruit, develop, and retain top talent is stunningly low compared with other knowledge sectors. This problem is most profoundly felt in urban school systems, which creates tremendous inequity for the students who most need a high-quality…

  7. Imagine...Opportunities and Resources for Academically Talented Youth.

    Science.gov (United States)

    Hartman, Melissa E., Ed.

    2000-01-01

    These five issues of a magazine designed for highly gifted and talented secondary students address marine science, anthropology and archaeology, making the most of summer, medicine and health sciences, and the World Wide Web. Featured articles include: (1) "The Ocean's Call: How My Love for the Ocean Grew into a Career" (Jessica Schulman Farrar);…

  8. Motivating the Gifted, Talented, Creative. A Meta-Analysis.

    Science.gov (United States)

    Shaughnessy, Michael F.

    The main theories of motivation are reviewed in an effort to help teachers discern various tactics and techniques that they can use with gifted, talented, and creative students. Among the theories examined are Ivan Pavlov's respondent conditioning; Albert Ellis's rational-emotive approach; Abraham Maslow's triangular approach to growth and…

  9. Cultural Intelligence as a Key Construct for Global Talent Management

    NARCIS (Netherlands)

    Bücker, J.J.L.E.; Al Ariss, A.

    2014-01-01

    This chapter focuses on the competencies needed to undertake global talent management (GTM), according to the concept of cultural intelligence (CQ) and its four main dimensions. Using real-world examples and excerpts from interviews with relevant actors in this field, this chapter outlines the CQ

  10. Social Justice and Career Guidance in the Age of Talent

    Science.gov (United States)

    Arthur, Nancy

    2014-01-01

    The practice of career guidance is heavily influenced by changes in the workplace impacted by globalization and fluctuating economies. In the current era, known as the Age of Talent, people are increasingly viewed as commodities to fulfill labor market needs. There are controversies and inequities about who has access to meaningful employment and…

  11. Developing Competitive Excellence in the Talented Female Athlete.

    Science.gov (United States)

    Wildenhaus, Kevin J.

    1995-01-01

    This article reviews the historical development of female participation in sports, then identifies the unique issues associated with women's struggles for athletic acceptance and competitive excellence. Topics discussed include talent recognition and development, sex roles and socialization, physiology and maturation, coaching the female athlete,…

  12. Flow and performance: a study among talented Dutch soccer players

    NARCIS (Netherlands)

    Bakker, A.B.; Oerlemans, Wido; Demerouti, E.; Bruins Slot, B.; Karamat Ali, D.

    2011-01-01

    Objective: The present study examines the relationship between environmental resources (autonomy,social support from the coach, and performance feedback), flow, and performance among young talented soccer players. Design: The design was non-experimental and involved both self- and coach-rated

  13. Talented athletes and academic achievements : a comparison over 14 years

    NARCIS (Netherlands)

    Jonker, Laura; Elferink-Gemser, Marije T.; Visscher, Chris

    2009-01-01

    The purpose of this study was to gain insight into the academic achievements of 200 talented athletes in 1992/1993 and 200 in 2006/2007, aged 14-16 years. When compared with the national average, the athletes in 2006/2007 attended pre-university classes more often (2 = 57.001, p.05). Of the

  14. The convergence and convenience of talent, traditional knowledge ...

    African Journals Online (AJOL)

    The convergence and convenience of talent, traditional knowledge and performance in the Chewa drumming tradition. ... the elements that constitute the Chewa art of drumming, the application of this art in the traditional medium of music and dance, and the adaptation of the art by Malawi's contemporary music performers.

  15. CNC Technology Brings out Hidden Talents in Disabled Children

    Science.gov (United States)

    Lintz, Jeff

    2004-01-01

    In this article, the author shares his experience teaching production technology to special education students at Hialeah Middle School in Miami-Dade County, Florida. He has had many students who clearly had talent in graphics and design that went unrealized because of their physical disabilities. He has seen students with an enormous amount of…

  16. Academic Talent Development in North America and Europe

    Science.gov (United States)

    Jarvin, Linda; Subotnik, Rena F.

    2015-01-01

    First we describe one particular model of talent development (Jarvin and Subotnik in The handbook of secondary gifted education. Prufrock Press, Waco, 2006) and situate it in perspective to other models developed in North America and Europe. We then discuss the implications of this view of giftedness on education and review related resources and…

  17. Seven Ways Parents Help Children Unleash Their Talents

    Science.gov (United States)

    Kiewra, Kenneth A.

    2014-01-01

    In his work, psychologist Benjamin Bloom concluded that almost all people can learn anything if provided with the right conditions, and that when a child commits to a talent area, parents must commit as well. Author Ken Kiewra studied real-world prodigies in various domains and shares his perspective on the conditions necessary for success and on…

  18. Future Developments for Science Parks: Attracting and Developing Talent

    Science.gov (United States)

    Cadorin, Eduardo; Johansson, Sten G.; Klofsten, Magnus

    2017-01-01

    Over the years, science parks have developed and improved their processes to offer better support to their tenants and promote the growth of the region in which they are located. Since regional growth is closely associated with groups of talented people, science parks carry out various activities at the company or individual level to attract and…

  19. An intelligent talent recognition of male youth field hockey players ...

    African Journals Online (AJOL)

    The aim of this study was to determine the most significant of physical fitness, anthro-energy intake and psychological variables in identifying the talented male youth field hockey players. 40 male players (age, 14.6 ± 1.2 years) from Terengganu sport academy were evaluated in different tests and measurements.

  20. A novel scientific approach in identifying talents among female ...

    African Journals Online (AJOL)

    This study determine the most significant physical fitness and anthro-energy intake components in identifying the talents among female adolescent field hockey players. 45 players from Terengganu sport academy were assessed in physical fitness and anthro-energy intake measurements. The first rotated PCAs presented 8 ...

  1. Designing the Learning Context in School for Talent Development

    Science.gov (United States)

    Hertzog, Nancy B.

    2017-01-01

    This article explores the learning context for talent development in public schools. Total aspects of the environment from physical space, affective elements, and pedagogical approaches affect learning. How teachers believe and perceive their roles as teachers influence instructional design and decision making. In this article, the optimal…

  2. Development of Repeated Sprint Ability in Talented Youth Basketball Players

    NARCIS (Netherlands)

    te Wierike, Sanne C. M.; de Jong, Mark C.; Tromp, Eveline J. Y.; Vuijk, Pieter J.; Lemmink, Koen A. P. M.; Malina, Robert M.; Elferink-Gemser, Marije T.; Visscher, Chris

    te Wierike, SCM, de Jong, MC, Tromp, EJY, Vuijk, PJ, Lemmink, KAPM, Malina, RM, Elferink-Gemser, MT, and Visscher, C. Development of repeated sprint ability in talented youth basketball players. J Strength Cond Res 28(4): 928-934, 2014-Factors affecting repeated sprint ability (RSA) were evaluated

  3. Positioning and deciding : key factors for talent development in soccer

    NARCIS (Netherlands)

    Kannekens, R.; Elferink-Gemser, M. T.; Visscher, C.

    2011-01-01

    Talent identification and development implicate recognizing youth players who will be successful in the future and guiding them to the top. A major determinant of this success is tactical skills. To identify possible key factors that help in predicting success over time, this study assesses the

  4. Predictive models reduce talent development costs in female gymnastics.

    Science.gov (United States)

    Pion, Johan; Hohmann, Andreas; Liu, Tianbiao; Lenoir, Matthieu; Segers, Veerle

    2017-04-01

    This retrospective study focuses on the comparison of different predictive models based on the results of a talent identification test battery for female gymnasts. We studied to what extent these models have the potential to optimise selection procedures, and at the same time reduce talent development costs in female artistic gymnastics. The dropout rate of 243 female elite gymnasts was investigated, 5 years past talent selection, using linear (discriminant analysis) and non-linear predictive models (Kohonen feature maps and multilayer perceptron). The coaches classified 51.9% of the participants correct. Discriminant analysis improved the correct classification to 71.6% while the non-linear technique of Kohonen feature maps reached 73.7% correctness. Application of the multilayer perceptron even classified 79.8% of the gymnasts correctly. The combination of different predictive models for talent selection can avoid deselection of high-potential female gymnasts. The selection procedure based upon the different statistical analyses results in decrease of 33.3% of cost because the pool of selected athletes can be reduced to 92 instead of 138 gymnasts (as selected by the coaches). Reduction of the costs allows the limited resources to be fully invested in the high-potential athletes.

  5. Nurturing young gifted and talented children: Teachers generating ...

    African Journals Online (AJOL)

    The project was funded by the Department of Education and Skills as part of the government's gifted and talented programme in the United Kingdom (UK). Two specific outcomes of the project are presented in this article. The project helped to develop teachers' understanding of both the identification of and provision for ...

  6. Transformation of a Former Advocate for Gifted and Talented.

    Science.gov (United States)

    Sandoval, Pamela A.

    1995-01-01

    Challenges the Social Darwinism behind special programming for gifted and talented students, that is the notion that some are innately smarter and can learn better than others. The author argues that critical thinking can be developed in all children and discusses the importance of teachers, parents, and the learning environment in a child's…

  7. Gifted and Talented Education in the Soviet Union.

    Science.gov (United States)

    Fetterman, David M.

    1987-01-01

    Focusing on the Young Pioneer Palace system in Moscow, this brief article reviews the Soviet Union's educational approach to gifted and talented children. Noted is the elaborate network of after-school programs with such activities at the Young Pioneer Palace as technical circles, naturalists' circles, song and dance ensembles, and a sports…

  8. Gifted and Talented Education: A National Test Case in Peoria.

    Science.gov (United States)

    Fetterman, David M.

    1986-01-01

    This article presents a study of a program in Peoria, Illinois, for the gifted and talented that serves as a national test case for gifted education and minority enrollment. It was concluded that referral, identification, and selection were appropriate for the program model but that inequalities resulted from socioeconomic variables. (Author/LMO)

  9. Talent management ve vybrané společnosti

    OpenAIRE

    Šimonová, Lucie

    2015-01-01

    Tato diplomová práce se zaměřuje na oblast Talent managementu, přičemž její první část je věnována předložení teoretických poznatků, které se týkají vymezení a popisu základních pojmů jako je „talent“, „Talent management“ či „motivace“. Tyto poznatky jsou následně využity při zpracování části praktické, a to ve spolupráci s vybranou společností, jež má o zavedení Talent managementu zájem. This master’s thesis is focused on Talent management. First part is devoted to theoretical knowledge w...

  10. DECISIVE FACTORS OF TALENT MANAGEMENT IMPLEMENTATION IN CZECH ORGANISATIONS

    Directory of Open Access Journals (Sweden)

    Adéla Fajčíková

    2018-03-01

    Full Text Available The effort of every organisation is to have talented staff, and in the case that these employees are available in the organisation is to ensure they are motivated to stay in the organisation. The aim of the paper is to evaluate the influence of decisive factors on the implementation of activities relating to talent management and the approach of Czech organisations to this new trend as well. Data was obtained through questionnaire surveys in selected Czech organisations in 2014/2015 (n = 389, 2015/2016 (n = 402 and in 2016/2017 (n = 207. The results showed that the chances to implement talent management were significantly higher for organisations operating in national or international markets, organisations with more than 50 employees and organisations with a separate HR department, where this chance was even 4.1 times higher. Surveyed organisations use talent management the most often in the areas of employees´ recruitment, employees´ training and development, and their evaluation and remuneration.

  11. Managing Educator Talent: Promising Practices and Lessons from Midwestern States

    Science.gov (United States)

    Bhatt, Monica P.; Behrstock, Ellen

    2010-01-01

    This policy analysis explains the need for a system approach to educator talent management. The report analyzes how state policies in the Midwest support the development of effective teachers and leaders throughout their career. The report focuses on state policies in teacher preparation including certification and licensure, recruitment and…

  12. The Research and Practice on Innovative Talents Cultivation in International Trade E-commerce in Higher Vocational College--Based on the Background of Wenzhou Cyber-economy%高职创新型外贸电商人才培养研究与实践--基于温州网络外贸经济环境的思考

    Institute of Scientific and Technical Information of China (English)

    王星远

    2015-01-01

    Under the background of cyber-economy, Wenzhou e-commerce in international trade has sprung up everywhere and it has become the new normal in the development of cyber-economy. However, lacking of talents has turned to be a bottleneck for the development of Wenzhou e-commerce in international trade. This paper will explore new cultivation path for talents in international trade e-commerce on aspects of innovative talents cultivation system, innovative teaching mode and innovative evaluation system, so as to promote the fulfillment of Wenzhou strategy, that is to say“Talents Make Trade Strong and E-commerce Makes City Strong”.%网络经济发展壮大的背景下,温州外贸电商行业异军突起,已经成为温州市网络经济发展的新型业态。但是,外贸电商人才的缺乏却成为制约温州外贸电商经济发展的瓶颈。从创新外贸电商人才培养体系、创新外贸电商教学模式、创新外贸电商人才的评价体系等三个方面,积极探索外贸电商人才培养新路径,对温州“人才强贸、电商强市”战略的实现,必将起到推动作用。

  13. Impacts of talent development environments on athlete burnout: a self-determination perspective.

    Science.gov (United States)

    Li, Chunxiao; Wang, Chee Keng John; Pyun, Do Young

    2017-09-01

    Guided by Deci and Ryan's (2000) self-determination theory, this survey study aimed to examine the effects of the talent development environmental factors on athlete burnout. Talented adolescent athletes (n = 691) filled out a survey form measuring the talent development environmental factors, needs satisfaction and burnout. The findings showed that three talent environmental factors (i.e., long-term development focus, holistic quality preparation and communication) were negative predictors of burnout via needs satisfaction. It was concluded that the three talent development environmental factors may be important for facilitating athletes' needs satisfaction and preventing burnout.

  14. Talent Management Strategies and Innovation Climate in Isfahan University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Susan Bahrami

    2018-04-01

    Full Text Available Background: Talent management (TM strategies are one of the most important factors that can change the innovation climate. The main aim of this research was to investigate the influence of TM strategies on innovation climate in Isfahan University of Medical Sciences. Methods: This was a cross-sectional study. The target population included all faculty members. In this research, 242 faculty members were selected through accidental sampling method. Data collection instruments were TM strategies questionnaire based on Collings and Mellahi’s model and innovation climate questionnaire based on Luthans et al. model. The data analysis was done using Pearson correlation, one way ANOVA, t-tests and regression model. Results: According to the results, TM strategies and innovation climates cores were 4.29±1.17 and 4.17±1.17, respectively. The results showed that there was a statistically significant relationship with TM strategies (open communication, employee development, rewards and recognitions, managing performance and open climate/culture and innovation climate. As a result, all research hypotheses were confirmed. Conclusion: TM strategies are a comprehensive, department wide program designated to improve the employees’ satisfaction, strengthen the workplace learning and help the employees better manage the changes and transitions. The study suggested that talent management strategies are a comprehensive, department wide program designated to improve the faculty member’s satisfaction, strengthen workplace learning and help the employees better manage the changes and transitions.

  15. Comparative Analysis of the Special Talent Exams at School of Physcial Education and Sport of Two Universities in Different Countries: Gazi University and Pekin University Samples

    Directory of Open Access Journals (Sweden)

    M i h r i a y MUSA

    2015-07-01

    Full Text Available This study aimed to analyze comparatively the students participated in special talent exams made for entering physical education programmes by universities and key criterions of selection in Turkey and China such as School of Pyhsical Education and Sport of Gazi University and Pekin University. The po licies and acceptance conditions of students, schooling goals and conditions, content of the physical fitness - testings, departments, pointing scoring system and national athletes regulation in China is investigated and evaluated by comparing them with Turk ey’s current situation. In this study screening model was used and data of research w ere obtained from web resources and Special Talent Exams Guide. It is pointed out that methods have differences in terms of special talent exams and schooling goals and co nditions between Turkey and China. At the end of the study some suggestions are offered.

  16. Battery designs the testing physical of skills for selecting talented taekwondo

    Directory of Open Access Journals (Sweden)

    Mohammed Mustafa Bakr

    2016-07-01

    Full Text Available The aim of this study is to design a battery test physical of skill for the selection of talented young taekwondo Egyptian national project for may have a practical importance of overseeing the selection of young people as well as in the planning of the training process to reach high levels. Applied study on a sample of (750 Individual clubs and youth centers in 14 countries in the Arab Republic of Egypt, and the average age of (11.11 ± 1.06 years, height (143.50 ± 11,09 cm and weight (42.53 ±10,74kg. Tests were conducted in the period from 17/11/2012 to 29/12/2012. Physical tests following (Ability, Hinge flexibility basin, Agility, Kinetics speed in a level trunk, Kinetics speed in the level face, Endure Performance. Scientific transactions testing laboratories account sincerity and consistency of the tests used in the study. Where the value of the coefficient of sincerity d statistically at the level of the significance of 0.05 is a sign the two sides between the high level and the low level as the value of the coefficient of sincerity between (0.682, 0.932, which indicates that the tests measure what it was made. It was also correlation coefficient d statistically at the level of an indication (0.01 and (0.05 is a sign of the two parties, where the value of P < 0.05 in all tests as they ranged between (0.964-0.998, pointing to a flat these tests. The researcher used the descriptive survey method. Calculated using the weight of the medical balance and use a tape measure to the nearest (0.5 cm. The statistical analysis SPSS was used to apply formulas statistical by calculating: average, standard deviation, correlation, Factor analysis, Six Sigma Score, percentile scores. The results of the standard levels the battery test of physical skills extracted the selection of talented taekwondo sports in the factors of grace the second factor is the dynamic speed. The study concluded that this study concluded to a battery physical of skill tests for

  17. Searching for the elusive gift: advances in talent identification in sport.

    Science.gov (United States)

    Mann, David L; Dehghansai, Nima; Baker, Joseph

    2017-08-01

    The incentives for sport organizations to identify talented athletes from a young age continue to grow, yet effective talent identification remains a challenging task. This opinion paper examines recent advances in talent identification, focusing in particular on the emergence of new approaches that may offer promise to identify talent (e.g., small-sided games, genetic testing, and advanced statistical analyses). We appraise new multi-disciplinary and large-scale population studies of talent identification, provide a consideration of the most recent psychological predictors of performance, examine the emergence of new approaches that strive to diminish biases in talent identification, and look at the rise in interest in talent identification in Paralympic sport. Crown Copyright © 2017. Published by Elsevier Ltd. All rights reserved.

  18. Exploration and practice for engineering innovative talents training based on project-driven

    Science.gov (United States)

    Xu, Yishen; Lv, Qingsong; Ye, Yan; Wu, Maocheng; Gu, Jihua

    2017-08-01

    As one of the "excellent engineer education program" of the Ministry of Education and one of the characteristic majors of Jiangsu Province, the major of optoelectronic information science and engineering in Soochow University has a long history and distinctive features. In recent years, aiming to the talents training objective of "broad foundation, practiceoriented, to be creative", education and teaching reforms have been carried out, which emphasize basis of theoretical teaching, carrier of practical training, promotion of projects and discussion, and development of second class. By optimizing the teaching contents and course system of the theoretical courses, the engineering innovative talents training mode based on the project-driven has been implemented with playing a practical training carrier role and overall managing the second class teaching for cultivating students' innovative spirit and practical ability. Meanwhile, the evaluation mechanism of the students' comprehensive performance mainly based on "scores of theory test" is being gradually changed, and the activities such as scientific research, discipline competitions and social practices are playing an increasing important role in the students' comprehensive assessment. The produced achievements show that the proposed training model based on project-driven could stimulate the students' enthusiasm and initiative to participate in research activities and promote the training of students' ability of engineering practice and consciousness of innovation.

  19. SUSTAINABILITAS KINERJA FINANSIAL: STUDI DALAM PERSPEKTIF KNOWLEDGE MANAGEMENT, TALENT DEVELOPMENT, DAN MODAL SOSIAL

    Directory of Open Access Journals (Sweden)

    Pujo Sugito

    2017-03-01

    Full Text Available The aim of this research was to explore the financial performance sustainability of small and medium industriesin perspective of knowledge management, talent development and social capital. The population in thisstudy was all small and medium industries in the district of Tulungagung, East Java. The number of sampleswas 100 respondents. The purposive random sampling technique was used to collect data. Furthermore, thedata was analyzed by descriptive and inferential technique analysis and Structural Equation Modeling (SEM.Factor analysis on SEM was used to confirm the most dominant variable in one group. Regression weight onconfirmatory SEM was used to examine how much the relationship between variables. The results of dataanalysis showed that the three research hypotheses that had been formulated statistically were accepted. Firstin detail, the better the knowledge management was, the better the financial performance sustainability (CR =2,896 and P = 0,001 was. Second, the better the talent development was, the better the financial performancesustainability of (CR = 2,734 and P = 0,003 was, and third, the higher the intensity of social capital was, thehigher the financial performance sustainability (CR = 2,221 and P = 0,020 was. It meant that all factors hadto be concerned to develop the small and medium industries.

  20. "Biomedical Workforce Diversity: The Context for Mentoring to Develop Talents and Foster Success Within the 'Pipeline'".

    Science.gov (United States)

    McGee, Richard

    2016-09-01

    Like all biomedical research fields, AIDS research needs the broadest diversity of experiences and perspectives among researchers in the field if creative advancements are to be achieved. Mentors and mentoring are the most important vehicles by which the talents of young scientists are developed. However, mentoring as a teaching and learning paradigm is very complex and idiosyncratic, and often inadvertently fails to provide the same quality and quantity of opportunity to aspiring scientists who are 'different' from those doing the mentoring. This article provides a theoretical and practical framework for understanding how differences of race, ethnicity, gender, skin color, social status and other identifiable characteristics can play into scientific development during mentoring 'within the pipeline'. It also serves as a foundation upon which mentoring in AIDS is considered by subsequent papers in this series. Finally, it goes beyond mentoring to propose systematic coaching as an effective complement to research mentoring to promote success, especially for individuals from underrepresented groups.

  1. Coach behaviours and practice structures in youth soccer: implications for talent development.

    Science.gov (United States)

    Cushion, Chris; Ford, Paul R; Williams, A Mark

    2012-01-01

    Coaches are central to talent development in youth soccer and what they say and do impacts on players' achievements and well-being. Researchers have systematically observed coach behaviour and practice activities within this setting (i.e. 'what coaches do'). We review this research in light of contemporary discussion that highlights a potential 'theory-practice' divide. Our main example focuses on the discrepancy between coaching behaviour and research from the sports science sub-discipline areas of motor learning and skill acquisition that relate to how best to design practice sessions and provide instruction (i.e., 'what coaches should probably do'). The underlying reasons for this discrepancy are discussed and recommendations made to address this disparity in research, education and coach behaviours.

  2. Provision for Mathematically Able Children in Primary Schools: A Review of Practice Five Years after England Dropped the Gifted and Talented Initiative

    Science.gov (United States)

    Dimitriadis, Christos; Georgeson, Jan

    2018-01-01

    After the abandonment of the Gifted and Talented initiative and the recent developments in mathematics educational policy (i.e. the new national curriculum and the "mastery" initiative), this research project aimed to explore the current primary school situation regarding educating the "most able" children in mathematics, along…

  3. A Key Role for Experimental Task Performance: Effects of Math Talent, Gender and Performance on the Neural Correlates of Mental Rotation

    Science.gov (United States)

    Hoppe, Christian; Fliessbach, Klaus; Stausberg, Sven; Stojanovic, Jelena; Trautner, Peter; Elger, Christian E.; Weber, Bernd

    2012-01-01

    The neurophysiological mechanisms underlying superior cognitive performance are a research area of high interest. The majority of studies on the brain-performance relationship assessed the effects of capability-related group factors (e.g. talent, gender) on task-related brain activations while only few studies examined the effect of the inherent…

  4. Canada Research Chairs | IDRC - International Development ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    aspx. International Research Chairs Initiative. The International Research Chairs Initiative pairs top research talent from universities in Canada with their counterparts in developing countries to address key development challenges. View more

  5. The Great British Medalists Project: A Review of Current Knowledge on the Development of the World's Best Sporting Talent.

    Science.gov (United States)

    Rees, Tim; Hardy, Lew; Güllich, Arne; Abernethy, Bruce; Côté, Jean; Woodman, Tim; Montgomery, Hugh; Laing, Stewart; Warr, Chelsea

    2016-08-01

    The literature base regarding the development of sporting talent is extensive, and includes empirical articles, reviews, position papers, academic books, governing body documents, popular books, unpublished theses and anecdotal evidence, and contains numerous models of talent development. With such a varied body of work, the task for researchers, practitioners and policy makers of generating a clear understanding of what is known and what is thought to be true regarding the development of sporting talent is particularly challenging. Drawing on a wide array of expertise, we address this challenge by avoiding adherence to any specific model or area and by providing a reasoned review across three key overarching topics: (a) the performer; (b) the environment; and (c) practice and training. Within each topic sub-section, we review and calibrate evidence by performance level of the samples. We then conclude each sub-section with a brief summary, a rating of the quality of evidence, a recommendation for practice and suggestions for future research. These serve to highlight both our current level of understanding and our level of confidence in providing practice recommendations, but also point to a need for future studies that could offer evidence regarding the complex interactions that almost certainly exist across domains.

  6. Talent Development, Work Habits, and Career Exploration of Chinese Middle-School Adolescents: Development of the Career and Talent Development Self-Efficacy Scale

    Science.gov (United States)

    Yuen, Mantak; Gysbers, Norman C.; Chan, Raymond M. C.; Lau, Patrick S. Y.; Shea, Peter M. K.

    2010-01-01

    This article describes the development of an instrument--the "Career and Talent Development Self-Efficacy Scale (CTD-SES)"--for assessing students' self-efficacy in applying life skills essential for personal talent development, acquisition of positive work habits, and career exploration. In Study 1, data were obtained from a large…

  7. Fra talent til ekspert på fire semestre

    DEFF Research Database (Denmark)

    Stilling Olesen, Jesper

    Jeg vil holde en tale som I nok vil have haft mere nytte af for fire semestre siden. Dengang var I talenter; nu er I allerede blevet eksperter i pædagogisk antropologi. I kan lytte til talen som en kærkommen lejlighed til at se tilbage på jeres tid på uddannelsen og reflektere over, om den vej, I...... valgte gennem studiet, var den bedste, eller om I kunne have gjort det endnu bedre. Jer, der er studerende, kan derimod lytte til talen som en mulighed for at overveje, om I forvalter jeres talent på den rette måde. I kan stadig nå at justere jeres strategi som studerende, så den kommer på omgangshøjde...

  8. Talent Development as an Alternative to Orthodox Career Thinking

    DEFF Research Database (Denmark)

    Holt Larsen, Henrik; Schramm-Nielsen, Jette; Stensaker, Inger

    2011-01-01

    This chapter argues that orthodox career thinking–which focuses on vertical progression to higher-level managerial positions—is suffering from three shortcomings. First, it is insufficient to explain career dynamics in modern knowledge organizations. Second, it does not see strategic organizational...... change as a catalyst for career and disregards the importance of experiential learning on the job. Third, it does not incorporate how career is embedded in the organizational and cultural context, including a wide range of national, institutional features. Based on this, the chapter suggests that we move...... the focus from narrow career thinking to the more broad-banded concept of talent. The talent concept signifies any kind of outstanding competence of an individual (whether it is managerial or any kind of significant specialist field) which is strategically important to the organization, difficult to achieve...

  9. The rocky road to the top: why talent needs trauma.

    Science.gov (United States)

    Collins, Dave; MacNamara, Aine

    2012-11-01

    The increasingly well funded and high-tech world of talent development (TD) represents an important investment for most sports. Reflecting traditional concepts of challenge and focus, the vast majority of such systems expend a great deal of effort maximizing support to the young athletes and trying to counter the impact of naturally occurring life stressors. In this article, we suggest that much of this effort is misdirected; that, in fact, talented potential can often benefit from, or even need, a variety of challenges to facilitate eventual adult performance. Our argument is built on evidence that such challenges are more common in athletes who reach the top, together with a critical consideration of the modus operandi and impact of psychological/character-focused interventions such as mental toughness and resilience. In conclusion, we explore some implications for the design and conduct of optimum academies and TD environments.

  10. [The assessment of biological maturation for talent selection - which method can be used?].

    Science.gov (United States)

    Müller, L; Müller, E; Hildebrandt, C; Kapelari, K; Raschner, C

    2015-03-01

    , requirements and risks before providing written informed consent. The study was performed according to the Declaration of Helsinki. The study was approved by the Board for Ethical Questions in Science (Nr.: 2/2014) and the Institutional Ethics Review Boards for Human Research. For the prediction equations, the body height, the body mass and the sitting height were examined 8. The actual CA at time of measurement, and the leg length as the difference between body height and sitting height were calculated. These parameters were used to predict MO as time before or after PHV for boys and girls using the prediction equations of Mirwald et al. 19. According to Malina and Koziel 8, the participants were classified as late, on time (average) or early maturing on the basis of their APHV relative to the sample mean and standard deviation separated by sex. Participants within plus/minus the standard deviation of the mean were considered on time; participants with APHV > mean + standard deviation were classified late, while those with APHV sports in which advantages in maturity parameters are important. Athletes born early in the selection year, who are also at the same time advanced in maturity, might be advantaged in the selection process. However, since the prediction equations seem to be valid, this method can be used in the future in the talent selection process in order to not disadvantage late-maturing athletes, which in turn could result in the reduction of the occurrence of the RAE in various types of sports in the future. In talent selection processes the growth spurt and the implemented changes in proportions between core and the extremities are often not considered; although it was shown that during this period, athletes showed poor performances in physical fitness. Since physical fitness is an important criterion in talent selection processes, athletes who go through their individual peak growth spurt at the time of selection have disadvantages due to the diverse proportions

  11. The War for Talent - the British Army's Strategy

    OpenAIRE

    Sherrard, Paddy

    2016-01-01

    Poster Presentation at the International Applied Military Psychology Symposium (IAMPS) 2016. The British Army must identify its future generals from its officer cadets and retain them for their 35 year career.  There is no written contract and the psychological contract differs considerably as they progress through the ranks with different jobs and remuneration. The PhD will identify how officer talent is managed in current policy, which will be cross-referenced against...

  12. Capturing Talent: Generation Y and European Labor Markets

    OpenAIRE

    GAYLE ALLARD; Cristina Simón; RAQUEL MARTIN

    2007-01-01

    This study explores the challenge of capturing talent from both the political and the management level in Western Europe. It begins by identifying the special characteristics of Generation Y: those born since 1980 and recently joining national labor forces. It then evaluates the rigidity of labor markets in the European countries, dividing them into most and least regulated and exploring some of the labor-market characteristics that accompany those extremes. Finally, it identifies the employm...

  13. Corporate Venturing, Allocation of Talent, and Competition for Star Managers

    OpenAIRE

    De Bettignies , Jean-Etienne; Chemla , Gilles

    2008-01-01

    We provide new rationales for corporate venturing, based on competition for talented managers. As returns to venturing increase, firms engage in corporate venturing for reasons other than capturing these returns. First, higher venturing returns increase managerial compensation, to which firms respond by increasing incentives. Managers increase effort, prompting firms to reallocate them to new ventures, where the marginal product of effort is highest. Second, as returns to venturing become lar...

  14. Leadership scheme to develop the careers of talented candidates.

    Science.gov (United States)

    Lynas, Karen

    2012-02-01

    The Top Leaders programme supports career development by identifying talented staff and equipping them with a range of management skills and approaches. The programme uses a diagnostic test to help candidates assess their strengths, leadership styles and development needs, and offers them 360 degrees feedback. This enables them to identify areas they need to develop to be effective and supportive leaders. Two case studies illustrate the programme in action.

  15. The multi-dimensional talent support tool (mBET – a systemic approach towards individualized support of the gifted and talented in Austria

    Directory of Open Access Journals (Sweden)

    Johanna Stahl

    2015-03-01

    Full Text Available Providing gifted students with personalized talent development programs is a challenge for teachers and educators alike. The multi-dimensional talent development tool (mBET guides teachers on their way to individualized gifted programs. Within a holistic and systemic concept of giftedness, the mBET brings together the perspectives of teachers, parents and the individual student in assessing talents as well as relevant personality characteristics and environment factors. By facilitating support-oriented round-table talks, the mBET helps teachers, parents and students to develop individually tailored talent development programs, taking into consideration both talents and other factors relevant for successful gifted education (i.e. non-cognitive personality characteristics and environmental factors.

  16. 基于广东产业链物流需求的高职物流管理专业人才培养模式研究%Research on the Talent Cultivation Mode of Higher Vo-cational Logistics Management Major Based on the Lo-gistics Demand of Guangdong Industry Chain

    Institute of Scientific and Technical Information of China (English)

    蔡松林

    2014-01-01

    文章在分析广东产业链及其对物流需求的基础上,提出了广东高职物流管理专业的人才培养模式的表述和内涵,并就如何实施提出了方案。%Based on the analysis of Guangdong industry chain and its logistics demand, this paper proposes the expression and con-notation of the talent cultivation mode of higher vocational logis-tics management major in Guangdong and puts forward schemes for specific implementation.

  17. Identifying Talent in Youth Sport: A Novel Methodology Using Higher-Dimensional Analysis

    Science.gov (United States)

    Till, Kevin; Jones, Ben L.; Cobley, Stephen; Morley, David; O'Hara, John; Chapman, Chris; Cooke, Carlton; Beggs, Clive B.

    2016-01-01

    Prediction of adult performance from early age talent identification in sport remains difficult. Talent identification research has generally been performed using univariate analysis, which ignores multivariate relationships. To address this issue, this study used a novel higher-dimensional model to orthogonalize multivariate anthropometric and fitness data from junior rugby league players, with the aim of differentiating future career attainment. Anthropometric and fitness data from 257 Under-15 rugby league players was collected. Players were grouped retrospectively according to their future career attainment (i.e., amateur, academy, professional). Players were blindly and randomly divided into an exploratory (n = 165) and validation dataset (n = 92). The exploratory dataset was used to develop and optimize a novel higher-dimensional model, which combined singular value decomposition (SVD) with receiver operating characteristic analysis. Once optimized, the model was tested using the validation dataset. SVD analysis revealed 60 m sprint and agility 505 performance were the most influential characteristics in distinguishing future professional players from amateur and academy players. The exploratory dataset model was able to distinguish between future amateur and professional players with a high degree of accuracy (sensitivity = 85.7%, specificity = 71.1%; ptalent identification. PMID:27224653

  18. Identifying Talent in Youth Sport: A Novel Methodology Using Higher-Dimensional Analysis.

    Science.gov (United States)

    Till, Kevin; Jones, Ben L; Cobley, Stephen; Morley, David; O'Hara, John; Chapman, Chris; Cooke, Carlton; Beggs, Clive B

    2016-01-01

    Prediction of adult performance from early age talent identification in sport remains difficult. Talent identification research has generally been performed using univariate analysis, which ignores multivariate relationships. To address this issue, this study used a novel higher-dimensional model to orthogonalize multivariate anthropometric and fitness data from junior rugby league players, with the aim of differentiating future career attainment. Anthropometric and fitness data from 257 Under-15 rugby league players was collected. Players were grouped retrospectively according to their future career attainment (i.e., amateur, academy, professional). Players were blindly and randomly divided into an exploratory (n = 165) and validation dataset (n = 92). The exploratory dataset was used to develop and optimize a novel higher-dimensional model, which combined singular value decomposition (SVD) with receiver operating characteristic analysis. Once optimized, the model was tested using the validation dataset. SVD analysis revealed 60 m sprint and agility 505 performance were the most influential characteristics in distinguishing future professional players from amateur and academy players. The exploratory dataset model was able to distinguish between future amateur and professional players with a high degree of accuracy (sensitivity = 85.7%, specificity = 71.1%; ptalent identification.

  19. Evaluation models of some morphological characteristics for talent scouting in sport.

    Science.gov (United States)

    Rogulj, Nenad; Papić, Vladan; Cavala, Marijana

    2009-03-01

    In this paper, for the purpose of expert system evaluation within the scientific project "Talent scouting in sport", two methodological approaches for recognizing an athlete's morphological compatibility for various sports has been presented, evaluated and compared. First approach is based on the fuzzy logic and expert opinion about compatibility of proposed hypothetical morphological models for 14 different sports which are part of the expert system. Second approach is based on determining the differences between morphological characteristics of a tested individual and top athlete's morphological characteristics for particular sport. Logical and mathematical bases of both methodological approaches have been explained in detail. High prognostic efficiency in recognition of individual's sport has been determined. Some improvements in further development of both methods have been proposed. Results of the research so far suggest that this or similar approaches can be successfully used for detection of individual's morphological compatibility for different sports. Also, it is expected to be useful in the selection of young talents for particular sport.

  20. How to cope with a „little genius” – the methods of supporting a talented child [Jak sobie radzić z „małym geniuszem” – metody wspierania dziecka zdolnego

    Directory of Open Access Journals (Sweden)

    Anna STASIAK-PRZYBYLSKA

    2017-11-01

    Full Text Available During my work in a Psychological-and-Didactic Consultancy I mostly encounter children who have trouble at school or who try to attract attention of their supervisors and peers through their asocial behavior. Children who are sent to the Consultancy for diagnostic evaluation or various therapies are those whose parents and teachers worry about their academic achievements or attitude. Highly intellectual children do not fit into this pattern. Professionals working with such children mostly do not associate them with the kids who need any aid. However, an adequate approach and stimulation of specific functions may contribute to better use of their inborn potential and increase possibility of outstanding success. The present paper presents a range of talent theories based on Czesław Nosal’s theory. Subsequently, selected models describe how talents function. Further, a mechanism of creating an outstanding talent are presented on the basis of the Franz Monks’ Triadic Model of Talent. The theoretical concepts are embedded in a context of school and show a talented pupil selection process. Afterwards there is a description of workshops and trainings of creative thinking and memory techniques. Results of evaluation of the authorial workshops are presented. The present research is based on Kurt Lewin’s theory as presented by Krzysztof Konarzewski. Finaly, there is description of interesting phenomena that occurred after the talented pupil selection process took place.

  1. SELECTION OF TALENTS IN HANDBALL: ANTHROPOMETRIC AND PERFORMANCE ANALYSIS

    Directory of Open Access Journals (Sweden)

    Juan José Fernández-Romero

    Full Text Available ABSTRACT Introduction: Anthropometric and physical performance parameters that determine competitive levels in handball need to be carefully studied to identify which of them can bring the optimal contribution when the talents for this sport are selected. Objective: To identify which anthropometric and physical performance variables evaluated in the basic categories (infantile, under-15 and cadet, under-17 have the greatest influence on professional levels attained by male and female handball players throughout their sports careers. Method: A total of 145 handball players (75 males and 70 females participated in the study. Participants were initially evaluated during the season 1998-99 and their performance levels were supervised until March 2013. The resulting data were classified according to the performance level (regional n = 109; national n = 36, gender, and category (infantile, cadet. Results: The MANCOVA analysis indicated that the player’s maturation stage is one of the main parameters to be accounted for when selecting the variables that should configure a talent detection model for handball, which is also conditioned by sex. Anthropometric variables are highly influential in the case of male players, while physical performance variables (squat jump, counter movement jump, counter movement jump with arm, 10x5m shuttle run, 20 m shuttle run, and VO2 max have a similar effect in males and females. Conclusion: The study of changes occurring in anthropometric and physical performance variables may yield useful information to detect talents in handball, and maturation is a key factor to choose the most appropriate variables.

  2. Teaching English Activities for the Gifted And Talented Students

    Directory of Open Access Journals (Sweden)

    Cigdem CELIK-SAHIN

    2014-06-01

    Full Text Available This paper reviews the literature and recommends activities that can be used to teach English to gifted and talented students. It includes the responsibilities that teachers of the gifted and talented have in teaching the English language. Strategies for teaching the language in a natural and flowing way to increase intake and usage are also presented. Also discussed are the pressures on gifted and talented students when they are learning a new subject such as the English language and how these pressures occur because of beliefs about giftedness and how gifted learners learn. Teachers need to also be aware of the linguistic and cultural backgrounds of their students. This information can be used to help students speak English more naturally during informal talks/discussions in class about their different lifestyles and/or cultural features. The special and different learning characteristics of gifted students are important for their teachers to know. Teachers of gifted students should then use that knowledge when they differentiate curriculum. To be a teacher of these special children means being open to ongoing professional development and always focusing on the learner rather than the learning. Finally, the teachers of the gifted need to shift their approaches in order to become counsellors and guides more than instructors and directors of learning.

  3. USING BRANDING TO ATTRACT, RECRUIT, AND RETAIN TALENTED STAFF

    Directory of Open Access Journals (Sweden)

    Nicoleta Valentina FLOREA

    2011-01-01

    Full Text Available In this environment in continuous changing it is hard for organizations toattract and maintain the best candidates. The organizations use manymethods to recruit and hire, but now it is time to use the organization’s brandto attract talents the organization would like. This article will define theemployer brand as the organization’s image, as an exceptional place to workin the minds of the current employees as well as potential candidates, clients,customers, and stakeholders. The case study is made in six largeorganizations from Dambovita County, Romania, and describes how to usethe organization’s brand to attract, retain, and engage the people it needs. Imade a survey and the data collected I putted them in a model of analyzeand can be applied to any organization which wants to find out if it is usingcorrectly its strong powers to attract and retain the best candidates. Theemployer brand is the value proposition that organization conveys itsemployees and the external labor market. Great organizations create such astrong brand that it draws the talent to them rather than having to spendsignificant time and money on selling the organization to the talent market.Many benefits in the recruiting world are provided by a strong employmentbrand.

  4. A Study Related to the Investigation of Multiple Intelligence Profiles of Gifted and Talented Children across Turkey

    Directory of Open Access Journals (Sweden)

    Gamze DOLU

    2014-12-01

    Full Text Available Focusing on the dominant intelligences of individuals from their early ages will be beneficial for them and the society in terms of improving their talents. When this situation is considered for gifted and talented children, we believe that there is a need for detailed analysis for Turkey beginning from the early years of children. Hence, in this study, it is aimed to investigate the multiple intelligence domains of Turkish gifted and talented students studying in science and art centres (SACs across the country via a survey research. This paper presents the results gained from 12 SACs. Those SACs were selected according to the socio-economic development index (SEDI of Turkey as declared by Ministry of Development (MD which considered the country to consist of 6 regions. Two SACs from each of those six regions were included in the study. Thus, the sample consisted of 390 middle school 5th grade students. A Likert type multiple intelligence test which included 80 items related to eight domains of multiple intelligence was utilized as data collection instrument (Demirel, Başbay & Erdem, 2006: 155. Descriptive statistics and non-parametric statistics tests were conducted in order to analyze the study data. The results indicated various differences among multiple intelligence scores of the participants.

  5. A Comparison of Athletic Movement Among Talent-Identified Juniors From Different Football Codes in Australia: Implications for Talent Development.

    Science.gov (United States)

    Woods, Carl T; Keller, Brad S; McKeown, Ian; Robertson, Sam

    2016-09-01

    Woods, CT, Keller, BS, McKeown, I, and Robertson, S. A comparison of athletic movement among talent-identified juniors from different football codes in Australia: implications for talent development. J Strength Cond Res 30(9): 2440-2445, 2016-This study aimed to compare the athletic movement skill of talent-identified (TID) junior Australian Rules football (ARF) and soccer players. The athletic movement skill of 17 TID junior ARF players (17.5-18.3 years) was compared against 17 TID junior soccer players (17.9-18.7 years). Players in both groups were members of an elite junior talent development program within their respective football codes. All players performed an athletic movement assessment that included an overhead squat, double lunge, single-leg Romanian deadlift (both movements performed on right and left legs), a push-up, and a chin-up. Each movement was scored across 3 essential assessment criteria using a 3-point scale. The total score for each movement (maximum of 9) and the overall total score (maximum of 63) were used as the criterion variables for analysis. A multivariate analysis of variance tested the main effect of football code (2 levels) on the criterion variables, whereas a 1-way analysis of variance identified where differences occurred. A significant effect was noted, with the TID junior ARF players outscoring their soccer counterparts when performing the overhead squat and push-up. No other criterions significantly differed according to the main effect. Practitioners should be aware that specific sporting requirements may incur slight differences in athletic movement skill among TID juniors from different football codes. However, given the low athletic movement skill noted in both football codes, developmental coaches should address the underlying movement skill capabilities of juniors when prescribing physical training in both codes.

  6. The Role of Talent Management in the Relationships between Employee Engagement: A Study of GLCs

    Directory of Open Access Journals (Sweden)

    Aizat Ramli Afdzal

    2018-01-01

    Full Text Available Talent management practice is crucial in relating the potential talent. The GLCs need to have a potential talent in order to continue the value creation for business competitiveness. Moreover, talent that possesses high level of commitment and engagement will add value in the organization. This study aims to examine the relationship between talent management practices and employee engagement of employees at GLCs. The sample included 230 employees, which were selected randomly. For this study the method for data collection uses a structured questionnaire and were analyzed using partial least square. The hypothesis in this study is accepted whereby on the empirical evidences, it proves the relationship between talent management practices and employee engagement‥

  7. The Way to Cultivate Characteristic Talents Majoring in Marketing in Agricultural Universities and Colleges

    Institute of Scientific and Technical Information of China (English)

    QI Li

    2012-01-01

    In face of modern enterprises’ picky needs for marketing talents, the majority of graduates majoring in marketing from agricultural universities and colleges are often criticized due to old marketing concept, mediocre expertise, lack of practical ability and lack of communication skills in the process of searching job. It exposes the flaws of agricultural universities and colleges in training objectives of marketing talents, curriculum setting, features, teachers and their quality. The marketing education should serve the marketing practice needs, and the training mode and training way of marketing talents in agricultural universities and colleges need to be urgently reformed and improved. To satisfy the needs of enterprises, it is necessary to establish modern educational thought of marketing and training philosophy of application-based marketing talents; position the majors to highlight the characteristics of agricultural universities and colleges, cultivate all-around, application-based, inter-disciplinary marketing talents and explore new ways to cultivate agricultural marketing talents.

  8. Leadership Talent: A Study of the Potential of People in the Australian Rail Industry

    OpenAIRE

    Janene Piip

    2015-01-01

    This paper discusses the importance of leadership talent in the rail industry in Australia. Like many other countries around the world, rail is troubled by its ability to attract new talent as older leaders with specialized knowledge retire. This study sought to identify whether the sector is making the most of the talent already existing within, knowing the barriers faced in attracting new industry entrants, and questions what can be done to strengthen current approaches to developing leader...

  9. To the highest bidder: The market for talent in sports leagues.

    OpenAIRE

    Sakovics, Jozsef; Burguet, Roberto

    2016-01-01

    We present a realistic and novel micro-structure for the market for athletes in league sports. In our trading mechanism the clubs bid for individual players, internalizing the effect that a player not hired might play for the competition. For inelastic talent supply, our (wage minimizing) equilibrium supports the Coasian results of Rottenberg (1956) and Fort and Quirk (1995): talent allocation is independent of initial ownership and revenue sharing arrangements. When talent supply is elastic,...

  10. Predictability of physiological testing and the role of maturation in talent identification for adolescent team sports.

    Science.gov (United States)

    Pearson, D T; Naughton, G A; Torode, M

    2006-08-01

    Entrepreneurial marketing of sport increases demands on sport development officers to identify talented individuals for specialist development at the youngest possible age. Talent identification results in the streamlining of resources to produce optimal returns from a sports investment. However, the process of talent identification for team sports is complex and success prediction is imperfect. The aim of this review is to describe existing practices in physiological tests used for talent identification in team sports and discuss the impact of maturity-related differences on the long term outcomes particularly for male participants. Maturation is a major confounding variable in talent identification during adolescence. A myriad of hormonal changes during puberty results in physical and physiological characteristics important for sporting performance. Significant changes during puberty make the prediction of adult performance difficult from adolescent data. Furthermore, for talent identification programs to succeed, valid and reliable testing procedures must be accepted and implemented in a range of performance-related categories. Limited success in scientifically based talent identification is evident in a range of team sports. Genetic advances challenge the ethics of talent identification in adolescent sport. However, the environment remains a significant component of success prediction in sport. Considerations for supporting talented young male athletes are discussed.

  11. The application of a multi-dimensional assessment approach to talent identification in Australian football.

    Science.gov (United States)

    Woods, Carl T; Raynor, Annette J; Bruce, Lyndell; McDonald, Zane; Robertson, Sam

    2016-07-01

    This study investigated whether a multi-dimensional assessment could assist with talent identification in junior Australian football (AF). Participants were recruited from an elite under 18 (U18) AF competition and classified into two groups; talent identified (State U18 Academy representatives; n = 42; 17.6 ± 0.4 y) and non-talent identified (non-State U18 Academy representatives; n = 42; 17.4 ± 0.5 y). Both groups completed a multi-dimensional assessment, which consisted of physical (standing height, dynamic vertical jump height and 20 m multistage fitness test), technical (kicking and handballing tests) and perceptual-cognitive (video decision-making task) performance outcome tests. A multivariate analysis of variance tested the main effect of status on the test criterions, whilst a receiver operating characteristic curve assessed the discrimination provided from the full assessment. The talent identified players outperformed their non-talent identified peers in each test (P talent identified and non-talent identified participants, respectively. When compared to single assessment approaches, this multi-dimensional assessment reflects a more comprehensive means of talent identification in AF. This study further highlights the importance of assessing multi-dimensional performance qualities when identifying talented team sports.

  12. Long-Term Prognostic Validity of Talent Selections: Comparing National and Regional Coaches, Laypersons and Novices.

    Science.gov (United States)

    Schorer, Jörg; Rienhoff, Rebecca; Fischer, Lennart; Baker, Joseph

    2017-01-01

    In most sports, the development of elite athletes is a long-term process of talent identification and support. Typically, talent selection systems administer a multi-faceted strategy including national coach observations and varying physical and psychological tests when deciding who is chosen for talent development. The aim of this exploratory study was to evaluate the prognostic validity of talent selections by varying groups 10 years after they had been conducted. This study used a unique, multi-phased approach. Phase 1 involved players ( n = 68) in 2001 completing a battery of general and sport-specific tests of handball 'talent' and performance. In Phase 2, national and regional coaches ( n = 7) in 2001 who attended training camps identified the most talented players. In Phase 3, current novice and advanced handball players ( n = 12 in each group) selected the most talented from short videos of matches played during the talent camp. Analyses compared predictions among all groups with a best model-fit derived from the motor tests. Results revealed little difference between regional and national coaches in the prediction of future performance and little difference in forecasting performance between novices and players. The best model-fit regression by the motor-tests outperformed all predictions. While several limitations are discussed, this study is a useful starting point for future investigations considering athlete selection decisions in talent identification in sport.

  13. Effects of Enrichment Programs on the Academic Achievement of Gifted and Talented Students

    Directory of Open Access Journals (Sweden)

    Suhail Mahmoud AL-ZOUBI

    2014-12-01

    Full Text Available The aim of the study was to explore the effect of enrichment programs on the academic achievement of gifted and talented students. The sample of the study consisted of (30 gifted and talented students studying at Al-Kourah Pioneer Center for gifted and talented students (APCGTS, Jordan. An achievement test was developed and applied on the sample of the study as a pretest and posttest. The results showed the effects of enrichment programs at APCGTS on improving the academic achievement of gifted and talented students.

  14. Problems of Gifted and Talented Students Regarding Cursive Handwriting: Parent Opinions

    Directory of Open Access Journals (Sweden)

    Hatice Kadioglu Ates

    2018-04-01

    express the view from the perspective of the parents of the gifted and talented students on the practice of cursive handwriting in first literacy education. Within the scope of the research, interviews were conducted with the parents of the gifted and talented students and their opinions were taken about starting the first literacy with the practice of the cursive handwriting. All of the parents are the parents of gifted and talented children who are attending primary school. The data collected during the 2016-2017 academic year have been obtained by face-to-face interviews. The answers of the parents are recorded and then reported. Screening model is used in the study that is designed by content analysis. The research is a qualitative study. Recommendations are brought at the end of the research.

  15. Prognostic relevance of motor talent predictors in early adolescence: A group- and individual-based evaluation considering different levels of achievement in youth football.

    Science.gov (United States)

    Höner, Oliver; Votteler, Andreas

    2016-12-01

    In the debate about the usefulness of motor diagnostics in the talent identification process, the prognostic validity for tests conducted in early adolescence is of critical interest. Using a group- and individual-based statistical approach, this prospective cohort study evaluated a nationwide assessment of speed abilities and technical skills regarding its relevance for future achievement levels. The sample consisted of 22,843 U12-players belonging to the top 4% in German football. The U12-results in five tests served as predictors for players' selection levels in U16-U19 (youth national team, regional association, youth academy, not selected). Group-mean differences proved the prognostic relevance for all predictors. Low individual selection probabilities demonstrated limited predictive values, while excellent test results proved their particular prognostic relevance. Players scoring percentile ranks (PRs) ≥ 99 had a 12 times higher chance to become youth national team players than players scoring PR talents) but also led to lower sensitivity (loss of talents). Extending the current research, these different approaches revealed the ambiguity of the diagnostics' prognostic relevance, representing both the usefulness and several pitfalls of nationwide diagnostics. Therefore, the present diagnostics can support but not substitute for coaches' subjective decisions for talent identification, and multidisciplinary designs are required.

  16. The Effect of Teaching Geometry Which is Differentiated Based on the Parallel Curriculum for Gifted/Talented Students on Spatial Ability

    Directory of Open Access Journals (Sweden)

    Basak KOK

    2014-06-01

    Full Text Available The purpose of this research is to evaluate the effects of teaching geometry which is differentiated based on the parallel curriculum for gifted/talented students on spatial ability. For this purpose; two units as “Polygons” and “Geometric Objects” of 5th grade mathematics book has been taken and formed a new differentiated geometry unit. In this study, pretest and posttest designs of experimental model were used. The study was conducted in Istanbul Science and Art Center, which offers differentiated program to those who are gifted and talented students after school, in the city of İstanbul and participants were 30 students being 15 of them are experimental group and the other 15 are control group. Experimental group students were underwent a differentiated program on “Polygons” and “Geometric Objects” whereas the other group continued their normal program without any differentiation. Spatial Ability Test developed by Talented Youth Center of John Hopkins University was used to collect data. Above mentioned test was presented to both groups of the study. Collected data was analyzed by Mann Whitney-U and Wilcoxon Signed Rank Test which is in the statistics program. It is presented as a result of the study that the program prepared for the gifted and talented students raised their spatial thinking ability.

  17. Talent, history, and the fulfillment of promise.

    Science.gov (United States)

    Elder, G H; Pavalko, E K; Hastings, T J

    1991-08-01

    Life course studies are a flourishing enterprise across the social sciences and humanities, particularly since the 1960s, but the historical roots of this work extend back at least to the turn of the century (Elder 1985; Sorensen et al. 1986). The new era is distinguished by a rapidly growing number of longitudinal samples as well as by innovative techniques for collecting and analyzing life histories. Most distinctive of the new work is its consciousness of the interplay between lives and times. To understand life trajectories one must consider the social changes underway. The events, continuities, and transformations of a changing world shape the pathways of aging. This research explores the long-term consequences of one era of social change in particular (World War II and the preceding decade of hard times) for the life experiences and career achievements of men who lived through that period. Using the data archives of the oldest longitudinal study still active in the United States (Terman 1925), we assess the career achievements of the men (born 1904-1917) in relation to cohort membership, social origins, and wartime mobilization. Through different opportunities, resources, and support, the life stage of these men in the 1930s and 40s shaped the distinctive impact of historical circumstances on their accomplishments. All of the men are members of the Stanford-Terman study, which began in 1922 with more than 800 males and has continued across 11 additional data waves up to 1986.

  18. A single chip with multiple talents

    CERN Multimedia

    Francesco Poppi

    2010-01-01

    The Medipix chips developed at CERN are being used in a variety of fields: from medicine to education and back to high-tech engineering. The scene is set for a bright future for this versatile technology.   The Medipix chip. It didn’t take long for a brilliant team of physicists and engineers who were working on pixel detectors for the LHC to realize that the technology had great potential in medical imaging. This was the birth of the Medipix project. Fifteen years later, with the collaboration of 18 research institutes, the team has produced an advanced version of the initial ideas: Medipix3 is a device that can measure very accurately the position and energy of the photons (one by one) that hit the associated detector. Radiography and computed tomography (CT) use X-ray photons to study the human body. The different energies of the photons in the beam can be thought of as the colours of the X-ray spectrum. This is why the use of Medipix3 chips in such diagnostic techniques is referred...

  19. The Influence of Talent Factors on Business Performance

    Directory of Open Access Journals (Sweden)

    Fanny Soewignyo

    2015-03-01

    Using purposive sampling, 56 finance companies listed on Indonesia Stock Exchange in 2012 were selected. Corporate governance aspects were measured by employing 12 talent factors and business performance was measured using profit per employee, revenue per employee, and market capitalization per employee. 12 hypotheses were tested using multiple regression analysis.  The authors concluded on 2 things. Firstly, the greater the number of audit committee members, the higher the profit per employee and secondly, higher remuneration for directors and commissioners induced better business performance, as measured by three indicators. However, larger number of employees worsens profit per employee, revenue per employee, and market capitalization per employee.

  20. The Danish National badminton center: A successful talent development environment

    DEFF Research Database (Denmark)

    Larsen, Carsten Hvid; Storm, Louise Kamuk; Henriksen, Kristoffer

    A specific shared feature of the successful environments is a strong and coherent organizational culture characterized by a close coherence between espoused and enacted values. Organizational culture of elite and talent development environments and sporting organizations exerts an important impact...... and qualitatively oriented case study. Methods of data collection included interviewing coaches, young players, professional players, management, and also observations of daily life in the center to obtain systematic and detailed knowledge of the environment as it occurs in the real world. The environment...

  1. Teaching successful intelligence to gifted and talented students

    Directory of Open Access Journals (Sweden)

    Robert Sternberg

    2010-04-01

    Full Text Available The aim of this study is to analyze the theory of successful intelligence as a strategy to meet the educational needs of gifted and talented students. First, we present the theory of successful intelligence as an alternative that allows for an in-depth study of the cognitive complexity of high ability from a broader perspective of intelligence. Second, we analyze the roles of students and teachers in the learning-teaching process. Third, we indicate some learning strategies aimed at promoting the management of resources in the classroom related to the analytical, synthetic or creative and practical intelligence. Finally, some conclusions are drawn.

  2. [Considerations and ideas on teaching reform of stomatology for cultivating innovative talents of high quality].

    Science.gov (United States)

    Zheng, Jia-wei; Cao, Xia; Feng, Xi-ping; Zhang, Zhi-yuan; Zhang, Jian-zhong

    2009-10-01

    The past decade has shown increasing demands for reforming dental education that would produce a graduate better equipped to work in the rapidly changing world of the twenty-first century. With the rapid development of social economy and more and more fierce competitive environment, teaching reform on stomatology is imperative nowadays. The existing curriculum of courses, teaching method, teaching medium, and mode of training must be improved and innovated based on cultivation of innovative talents with all-round development of moral, intellectual, physical, and aesthetic education. All the teaching should be student-centered rather than teacher-centered, with the purpose of enhancing the students' research ability, English ability, and clinical skills.

  3. Human factors assessment in PRA using Task Analysis Linked Evaluation Technique (TALENT)

    International Nuclear Information System (INIS)

    Wells, J.E.; Banks, W.W.

    1991-01-01

    Thirty years ago the US military and US aviation industry, and more recently, in response to the US Three Mile Island and USSR Chernobyl accidents, the US commercial nuclear power industry, acknowledged that human error, as an immediate precursor, and as a latent or indirect influence in the form of training, maintainability, inservice test, and surveillance programs, is a primary contributor to unreality and risk in complex high-reliability systems. A 1985 Nuclear Regulatory Commission (NRC) study of Licensee Event Reports (LERs) suggests that upwards of 65% of commercial nuclear system failures involve human error. Despite the magnitude and nature of human error cited in that study, there has been limited attention to personnel-centered issues, especially person-to-person issues involving group processes, management and organizational environment. The paper discusses NRC integration and applications research with respect to the Task Analysis Linked Evaluation Technique (TALENT) in risk assessment applications

  4. Talent Development as an Ecology of Games: A Case Study of Norwegian Handball

    Science.gov (United States)

    Bjørndal, Christian Thue; Ronglan, Lars Tore; Andersen, Svein S.

    2017-01-01

    Structured talent identification and development, it has been argued, is one of the foundations of international sporting success and many modern elite sport systems have applied normative talent development (TD) models. The success of Norwegian handball, however, is based on an alternative approach to TD. Norwegian handball is characterized by a…

  5. Counseling Gifted and Talented Students in Jordanian Inclusive Schools: Conclusion and Implication

    Science.gov (United States)

    El-Zraigat, Ibrahim A.

    2012-01-01

    The primary purpose of this study was to review counseling services for students who are gifted and talented at Jordanian inclusive schools in relation to theoretical counseling literature. The present study is considered a theoretical study. Gifted and talented students exhibit a wide range of characteristics, among of which are intellectual…

  6. Gifted and Talented Students' Views about Biology Activities in a Science and Art Center

    Science.gov (United States)

    Özarslan, Murat; Çetin, Gülcan

    2018-01-01

    The aim of the study was to determine gifted and talented students' views about biology activities in a science and art center. The study was conducted with 26 gifted and talented students who studied at a science and art center in southwestern Turkey. Students studied animal and plant genus and species in biology activities. Data were collected…

  7. On Cultivation of Characteristic Talents in Law in Institutes of Technology

    Science.gov (United States)

    Li, Hong

    2011-01-01

    For the time being, professional education of law offered by institutes of technology has become an important component of cultivation of professional talents in law in China. Only if institutes of technology face up with their disadvantages, make full use of their resource advantages and cultivate characteristic talents in law, are they able to…

  8. Legal Regulation of Measures in Support of Talented Students in the Russian Federation

    Science.gov (United States)

    Jankiewicz, S.

    2018-01-01

    The identification and support of talented students is one of the priorities of educational policy in the Russian Federation. There is currently a wide range of regulatory legal acts aimed at organizing work and support for students who have demonstrated outstanding ability. This article considers both direct support for talented students such as…

  9. Aligning Learning and Talent Development Performance Outcomes with Organizational Objectives: A Proposed Model

    Science.gov (United States)

    Ware, Iris

    2017-01-01

    The value proposition for learning and talent development (LTD) is often challenged due to human resources' inability to demonstrate meaningful outcomes in relation to organizational needs and return-on-investment. The primary role of human resources (HR) and the learning and talent development (LTD) function is to produce meaningful outcomes to…

  10. Singapore's Response to the Global War for Talent: Politics and Education

    Science.gov (United States)

    Ng, Pak Tee

    2011-01-01

    This paper describes and analyses how Singapore engages in the global war for talent. The paper discusses how Singapore demonstrates a Foucauldian perspective of "governmentality" in trying to mould citizens into a way of thinking that is geared suitably to an engagement in a global talent war. It first examines the social, political and…

  11. Teacher competencies for working with young talent : part 2: integration of arts disciplines

    NARCIS (Netherlands)

    Kors, Ninja; Rickels, Horst; Smilde, Rineke; Verkuil, Marinus

    2007-01-01

    Twenty sixteen year old fourth-graders of the School for Young Talent (School voor Jong Talent) in The Royal Academy of Fine Arts, Design, Music and Dance (Hogeschool van Beeldende Kunsten, Muziek en Dans) participated in a pilot project that combined music, dance and visual arts in a creative

  12. Allocation of Talent in Society and Its Effect on Economic Development

    Science.gov (United States)

    Strenze, Tarmo

    2013-01-01

    Several studies in psychology and economics have demonstrated that the average cognitive ability (talent) of people living in a society affects the economic development of the society. There is, however, reason to expect that the economic development of societies depends not just on the average level of talent but also on the allocation of talent…

  13. The Juggling Act: A Phenomenological Study of Gifted and Talented Girls' Experiences with Facebook

    Science.gov (United States)

    Price, Eunice; Wardman, Janna; Bruce, Toni; Millward, Pam

    2016-01-01

    Facebook is a frequently accessed social networking site with more than one billion active users worldwide. Although there are numerous studies on its impact on teenagers, none have investigated its impact on gifted and talented girls. This study's aim was to understand the social media experiences of talented female student leaders. A qualitative…

  14. A Study of Difficulties and Approaches for Innovative Talents Training of Public Administration Undergraduates

    Science.gov (United States)

    Zhu, Yanhan; Wu, Juan

    2014-01-01

    The innovation is the soul of one nation making progresses. To build an innovative country, we need to train more innovative talents who is capable of public administration. The innovative talents training of public administration undergraduate faces a lot of problems, such as the influences of traditional culture, the constraint of education…

  15. Construction and Practice of the New Business Specialty Talent Cultivation Mode

    Science.gov (United States)

    Xiao, Xiaokong

    2009-01-01

    The vocational education of business should actively adapt the demands of the domestic and foreign business development to cultivate high-quality applicable talents with international knowledge. The traditional business specialty teaching and the talent cultivation mode have not followed the domestic and foreign market demands, and are difficult…

  16. Evaluation of Gifted and Talented Students' Reflective Thinking in Visual Arts Course

    Science.gov (United States)

    Genç, Mehmet Ali

    2016-01-01

    The use of higher order thinking skills is necessary for the education of gifted and talented students in order to ensure that these students, who have development potential compared to their peers, use their capacities at maximum level. This study aims to present gifted and talented students' reflective thinking skills, one of the higher order…

  17. Characteristics of highly talented international business professionals defined : qualitative study among international business professionals

    NARCIS (Netherlands)

    van Heugten, Petra; Heijne-Penninga, Marjolein; Paans, Wolter; Wolfensberger, Marca

    2016-01-01

    Purpose – The purpose of this paper is to explore the characteristics of talent in relation to international business to facilitate selection and development of talent in human resources (HR) and human resource development (HRD). Design/methodology/approach – A mixed method design was used: focus

  18. Towards a Methodology to Identify a Talent by Using Psychological Cognitive Prototyping

    NARCIS (Netherlands)

    Hammer, M.H.M.

    2015-01-01

    Since education became an important aspect of society, teachers have a prelove for highly talented students. Especially young talented people relish profound attention of universities, firms, music ensembles, sports societies and artist groups. In higher education, students are encouraged to develop

  19. Alternative Pathways to Talent Development in Music: The Narrative of an Eminent Filipino Singer-Songwriter

    Science.gov (United States)

    Garces-Bacsal, Rhoda Myra

    2014-01-01

    The narrative of an eminent Filipino singer-songwriter, Noel Cabangon, provides a description of an alternative pathway to musical talent development. Most theories on talent development assume that a young artist would have access to the resources required for one to advance in the domain. The results of multiple in-depth interviews suggested…

  20. Gagne's Differentiated Model of Giftedness and Talent in Australian Education

    Science.gov (United States)

    Merrotsy, Peter

    2017-01-01

    It is commonly stated that in Australia Gagne's Differentiated Model of Giftedness and Talent is generally referred to, applied, used, or adopted in most contexts related to the education and support of gifted and talented children and youth. To examine the extent to which this claim is true, an analysis was conducted of policy and related…

  1. A Jeffersonian Vision of Nurturing Talent and Creativity: Toward a More Equitable and Productive Gifted Education

    Science.gov (United States)

    Dai, David Yun

    2015-01-01

    This article attempts to address the question of how to make gifted education more equitable and productive by shifting priorities to talent development for all rather than confining itself to the "gifted." I first present an overview of political and ethical considerations in selecting a few for talent or creativity development. I then…

  2. Characteristics of Highly Talented International Business Professionals Defined: Qualitative Study among International Business Professionals

    Science.gov (United States)

    van Heugten, Petra; Heijne-Penninga, Marjolein; Paans, Wolter; Wolfensberger, Marca

    2016-01-01

    Purpose: The purpose of this paper is to explore the characteristics of talent in relation to international business to facilitate selection and development of talent in human resources (HR) and human resource development (HRD). Design/methodology/approach: A mixed method design was used: focus groups with business professionals to identify the…

  3. Long-Term Prognostic Validity of Talent Selections: Comparing National and Regional Coaches, Laypersons and Novices

    Science.gov (United States)

    Schorer, Jörg; Rienhoff, Rebecca; Fischer, Lennart; Baker, Joseph

    2017-01-01

    In most sports, the development of elite athletes is a long-term process of talent identification and support. Typically, talent selection systems administer a multi-faceted strategy including national coach observations and varying physical and psychological tests when deciding who is chosen for talent development. The aim of this exploratory study was to evaluate the prognostic validity of talent selections by varying groups 10 years after they had been conducted. This study used a unique, multi-phased approach. Phase 1 involved players (n = 68) in 2001 completing a battery of general and sport-specific tests of handball ‘talent’ and performance. In Phase 2, national and regional coaches (n = 7) in 2001 who attended training camps identified the most talented players. In Phase 3, current novice and advanced handball players (n = 12 in each group) selected the most talented from short videos of matches played during the talent camp. Analyses compared predictions among all groups with a best model-fit derived from the motor tests. Results revealed little difference between regional and national coaches in the prediction of future performance and little difference in forecasting performance between novices and players. The best model-fit regression by the motor-tests outperformed all predictions. While several limitations are discussed, this study is a useful starting point for future investigations considering athlete selection decisions in talent identification in sport. PMID:28744238

  4. Training teachers to promote Talent Development in Science Students In Science Education

    NARCIS (Netherlands)

    van der Valk, Ton

    2014-01-01

    In recent years, the interest of governments and schools in challenging gifted and talented (G+T) science students has grown (Taber, 2007). In the Netherlands, the government promotes developing science programmes for talented secondary science students. This causes a need for training teachers, but

  5. Long-Term Prognostic Validity of Talent Selections: Comparing National and Regional Coaches, Laypersons and Novices

    Directory of Open Access Journals (Sweden)

    Jörg Schorer

    2017-07-01

    Full Text Available In most sports, the development of elite athletes is a long-term process of talent identification and support. Typically, talent selection systems administer a multi-faceted strategy including national coach observations and varying physical and psychological tests when deciding who is chosen for talent development. The aim of this exploratory study was to evaluate the prognostic validity of talent selections by varying groups 10 years after they had been conducted. This study used a unique, multi-phased approach. Phase 1 involved players (n = 68 in 2001 completing a battery of general and sport-specific tests of handball ‘talent’ and performance. In Phase 2, national and regional coaches (n = 7 in 2001 who attended training camps identified the most talented players. In Phase 3, current novice and advanced handball players (n = 12 in each group selected the most talented from short videos of matches played during the talent camp. Analyses compared predictions among all groups with a best model-fit derived from the motor tests. Results revealed little difference between regional and national coaches in the prediction of future performance and little difference in forecasting performance between novices and players. The best model-fit regression by the motor-tests outperformed all predictions. While several limitations are discussed, this study is a useful starting point for future investigations considering athlete selection decisions in talent identification in sport.

  6. Sport or School? Dreams and Dilemmas for Talented Young Danish Football Players

    Science.gov (United States)

    Christensen, Mette Krogh; Sorensen, Jan Kahr

    2009-01-01

    Today's young semi-professional football players are expected to continue their education while honing their talents as footballers. This means they must balance the contradictory demands that come from their education establishments and their football clubs. The present study explores how young Danish male football talents experience and describe…

  7. Talent identification and development programmes in sport : current models and future directions.

    Science.gov (United States)

    Vaeyens, Roel; Lenoir, Matthieu; Williams, A Mark; Philippaerts, Renaat M

    2008-01-01

    Many children strive to attain excellence in sport. However, although talent identification and development programmes have gained popularity in recent decades, there remains a lack of consensus in relation to how talent should be defined or identified and there is no uniformly accepted theoretical framework to guide current practice. The success rates of talent identification and development programmes have rarely been assessed and the validity of the models applied remains highly debated. This article provides an overview of current knowledge in this area with special focus on problems associated with the identification of gifted adolescents. There is a growing agreement that traditional cross-sectional talent identification models are likely to exclude many, especially late maturing, 'promising' children from development programmes due to the dynamic and multidimensional nature of sport talent. A conceptual framework that acknowledges both genetic and environmental influences and considers the dynamic and multidimensional nature of sport talent is presented. The relevance of this model is highlighted and recommendations for future work provided. It is advocated that talent identification and development programmes should be dynamic and interconnected taking into consideration maturity status and the potential to develop rather than to exclude children at an early age. Finally, more representative real-world tasks should be developed and employed in a multidimensional design to increase the efficacy of talent identification and development programmes.

  8. High Bar Swing Performance in Novice Adults: Effects of Practice and Talent

    Science.gov (United States)

    Busquets, Albert; Marina, Michel; Irurtia, Alfredo; Ranz, Daniel; Angulo-Barroso, Rosa M.

    2011-01-01

    An individual's a priori talent can affect movement performance during learning. Also, task requirements and motor-perceptual factors are critical to the learning process. This study describes changes in high bar swing performance after a 2-month practice period. Twenty-five novice participants were divided by a priori talent level…

  9. The heritability of aptitude and exceptional talent across different domains in adolescents and young adults

    NARCIS (Netherlands)

    Vinkhuyzen, A.A.E.; van der Sluis, S.; Posthuma, D.; Boomsma, D.I.

    2009-01-01

    The origin of individual differences in aptitude, defined as a domain-specific skill within the normal ability range, and talent, defined as a domain specific skill of exceptional quality, is under debate. The nature of the variation in aptitudes and exceptional talents across different domains was

  10. Assessing the Emotional Intelligence of Gifted and Talented Adolescent Students in the Kingdom of Bahrain

    Science.gov (United States)

    Al-Hamdan, Najat Sulaiman; Al-Jasim, Fatima Ahmed; Abdulla, Ahmed M.

    2017-01-01

    This study assessed the differences in the emotional intelligence of gifted adolescent students and talented adolescent students in Bahrain. The sample consisted of 80 gifted adolescent students and 80 talented adolescent students in Grades 9 through 12. A multivariate analysis of variance (MANOVA) indicates that there were significant differences…

  11. A Comparison of the Self-Image of Talented Teenagers with a Normal Adolescent Population.

    Science.gov (United States)

    Whalen, Samuel; Csikszentmihalyi, Mihaly

    1989-01-01

    Self-images of 76 male/101 female adolescents talented in mathematics, science, music, athletics, or art were compared to those of 112 male/106 female average teenagers, using the Offer Self-Image Questionnaire for Adolescents. Talented adolescents had self-images generally similar to their average peers. Implications for the development of talent…

  12. The new system of the talent development program in Hungarian soccer

    Directory of Open Access Journals (Sweden)

    Csáki István

    2014-10-01

    Full Text Available Study aim: due to a series of failures and the drastic reduction in the quality of Hungarian soccer, greater emphasis should be put on coaches’ professional development and talent development programs. The aim of this study was to present the newly established Hungarian Soccer Development Program that focuses on the development of youth talent.

  13. Talent Management in Academia: The Effect of Discipline and Context on Recruitment

    Science.gov (United States)

    Paisey, Catriona; Paisey, Nicholas J.

    2018-01-01

    Although talent management is widely discussed in large for-profit organisations and multinationals, it has been little discussed in relation to higher education. This paper examines one aspect of talent management, recruitment, in academia in accounting, in two different countries, Scotland and the Republic of Ireland. It frames the study around…

  14. A Study of Innovative Entrepreneurial Talents of Business and Management: Knowledge, Ability and Quality Structure

    Science.gov (United States)

    Chen, Yurong; Wang, Wenhua

    2011-01-01

    It has been an urgent mission for universities and institutes to instruct the students with enterprise knowledge and cultivate high quality entrepreneurial talents with innovation. The paper discusses the knowledge, ability and quality structure of talents of economics and administration with a purpose to achieve the goal of innovative…

  15. Examining the Role of Mental Health and Clinical Issues within Talent Development

    Directory of Open Access Journals (Sweden)

    Andy eHill

    2016-01-01

    Full Text Available Although significant research supports the association between physical activity and mental wellbeing, current literature acknowledges that athletes are no less susceptible to mental illness than the general population. Despite welcomed initiatives aimed at improving mental health within elite sport, these programs often fail to target young athletes; an important concern given that the genesis of many mental illnesses are recognized to occur during this critical period. Given the importance of early intervention and effective treatment, and the potentially devastating consequences of clinical issues going undiagnosed, the implications for talent identification and development become obvious. With this in mind, this study sought to examine the range of mental health issues that may impact upon developing athletes and potential consequences for the development process, specific risk and protective factors associated with talent development, along with an examination of current practices concerning the identification of mental health issues in such environments. Qualitative interviews were conducted with purposively sampled clinicians (n = 8 experienced in working with adolescents and/or young athletes. Inductive content analysis was undertaken, identifying four main themes: key behavioral indicators; associated risk factors; associated protective factors; and issues around identification and diagnosis. Key behavioral indicators included behavioral change, along with behaviors associated with eating disorders, anxiety and depression. Risk factors centered on family background, the performance environment, and issues surrounding adolescence. Protective factors were primarily social in nature. Finally, a lack of awareness and understanding of clinical issues, multiple causes of symptoms, non-disclosure and the need for triangulation of assessment were identified. The need for improved identification and intervention strategies was apparent, with

  16. Examining the Role of Mental Health and Clinical Issues within Talent Development.

    Science.gov (United States)

    Hill, Andy; MacNamara, Áine; Collins, Dave; Rodgers, Sheelagh

    2015-01-01

    Although significant research supports the association between physical activity and mental wellbeing, current literature acknowledges that athletes are no less susceptible to mental illness than the general population. Despite welcomed initiatives aimed at improving mental health within elite sport, these programs often fail to target young athletes; an important concern given that the genesis of many mental illnesses are recognized to occur during this critical period. Given the importance of early intervention and effective treatment, and the potentially devastating consequences of clinical issues going undiagnosed, the implications for talent identification and development (TID) become obvious. With this in mind, this study sought to examine the range of mental health issues that may impact upon developing athletes and potential consequences for the development process, specific risk and protective factors associated with talent development, along with an examination of current practices concerning the identification of mental health issues in such environments. Qualitative interviews were conducted with purposively sampled clinicians (n = 8) experienced in working with adolescents and/or young athletes. Inductive content analysis was undertaken, identifying four main themes: key behavioral indicators; associated risk factors; associated protective factors; and issues around identification and diagnosis. Key behavioral indicators included behavioral change, along with behaviors associated with eating disorders, anxiety and depression. Risk factors centered on family background, the performance environment, and issues surrounding adolescence. Protective factors were primarily social in nature. Finally, a lack of awareness and understanding of clinical issues, multiple causes of symptoms, non-disclosure and the need for triangulation of assessment were identified. The need for improved identification and intervention strategies was apparent, with coaches

  17. Examining the Role of Mental Health and Clinical Issues within Talent Development

    Science.gov (United States)

    Hill, Andy; MacNamara, Áine; Collins, Dave; Rodgers, Sheelagh

    2016-01-01

    Although significant research supports the association between physical activity and mental wellbeing, current literature acknowledges that athletes are no less susceptible to mental illness than the general population. Despite welcomed initiatives aimed at improving mental health within elite sport, these programs often fail to target young athletes; an important concern given that the genesis of many mental illnesses are recognized to occur during this critical period. Given the importance of early intervention and effective treatment, and the potentially devastating consequences of clinical issues going undiagnosed, the implications for talent identification and development (TID) become obvious. With this in mind, this study sought to examine the range of mental health issues that may impact upon developing athletes and potential consequences for the development process, specific risk and protective factors associated with talent development, along with an examination of current practices concerning the identification of mental health issues in such environments. Qualitative interviews were conducted with purposively sampled clinicians (n = 8) experienced in working with adolescents and/or young athletes. Inductive content analysis was undertaken, identifying four main themes: key behavioral indicators; associated risk factors; associated protective factors; and issues around identification and diagnosis. Key behavioral indicators included behavioral change, along with behaviors associated with eating disorders, anxiety and depression. Risk factors centered on family background, the performance environment, and issues surrounding adolescence. Protective factors were primarily social in nature. Finally, a lack of awareness and understanding of clinical issues, multiple causes of symptoms, non-disclosure and the need for triangulation of assessment were identified. The need for improved identification and intervention strategies was apparent, with coaches

  18. Motor Learning as Young Gymnast’s Talent Indicator

    Directory of Open Access Journals (Sweden)

    Alessandra di Cagno

    2014-12-01

    Full Text Available Talent identification plans are designed to select young athletes with the ability to achieve future success in sports. The aim of the study was to verify the predictive value of coordination and precision in skill acquisition during motor learning, as indicators of talent. One hundred gymnasts, both cadets (aged 11.5 ± 0.5 yr. and juniors (aged 13.3 ± 0.5 years, competing at the national level, were enrolled in the study. The assessment of motor coordination involved three tests of the validated Hirtz’s battery (1985, and motor skill learning involved four technical tests, specific of rhythmic gymnastics. All the tests were correlated with ranking and performance scores reached by each gymnast in the 2011, 2012, and 2013 National Championships. Coordination tests were significantly correlated to 2013 Championships scores (p < 0.01 and ranking (p < 0.05 of elite cadet athletes. Precision, in skill acquisition test results, was positively and significantly associated with scores in 2013 (adj. R2 = 0.26, p < 0.01. Gymnasts with the best results in coordination and motor learning tests went on to achieve better competition results in three- year time.

  19. Predicting Player Position for Talent Identification in Association Football

    Science.gov (United States)

    Razali, Nazim; Mustapha, Aida; Yatim, Faiz Ahmad; Aziz, Ruhaya Ab

    2017-08-01

    This paper is set to introduce a new framework from the perspective of Computer Science for identifying talents in the sport of football based on the players’ individual qualities; physical, mental, and technical. The combination of qualities as assessed by coaches are then used to predict the players’ position in a match that suits the player the best in a particular team formation. Evaluation of the proposed framework is two-fold; quantitatively via classification experiments to predict player position, and qualitatively via a Talent Identification Site developed to achieve the same goal. Results from the classification experiments using Bayesian Networks, Decision Trees, and K-Nearest Neighbor have shown an average of 98% accuracy, which will promote consistency in decision-making though elimination of personal bias in team selection. The positive reviews on the Football Identification Site based on user acceptance evaluation also indicates that the framework is sufficient to serve as the basis of developing an intelligent team management system in different sports, whereby growth and performance of sport players can be monitored and identified.

  20. The roles of talent, physical precocity and practice in the development of soccer expertise.

    Science.gov (United States)

    Helsen, W F; Hodges, N J; Van Winckel, J; Starkes, J L

    2000-09-01

    Here we consider the potential contributions of talent, physical precocity and deliberate practice in the development of soccer expertise. After presenting a working definition of 'talent', we examine how coaches perceive and select potential talent. Our findings suggest that much of what coaches see as early talent may be explained by physical precocity associated with a relative age advantage. Finally, as a test of the model of Deliberate Practice, we review the results of studies that assessed the progress of international, national and provincial players based on accumulated practice, amount of practice per week and relative importance and demands of various practice and everyday activities. A positive linear relationship was found between accumulated individual plus team practice and skill. Various practical suggestions can be made to improve talent detection and selection and to optimize career practice patterns in soccer.