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Sample records for successful talent development

  1. Successful talent development in track and field

    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...

  2. The Danish National badminton center: A successful talent development environment

    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...

  3. Conditions for developing a successful Talent Management Strategy

    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...

  4. Dance Talent Development: Case Studies of Successful Dancers in Finland and Singapore

    Chua, Joey

    2014-01-01

    Though anchored in cross-cultural comparisons, this study aims to identify the key factors that impacted the talent development of successful dancers from childhood through adulthood. Case studies of eight Finnish and Singaporean ballet and contemporary dancers exemplify the qualities of successful dancers in terms of their career achievements and…

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

    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.

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

    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.

  7. Talent Development Gamification in Talent Selection Assessment Centres

    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…

  8. Talent development gamification in talent selection assessment centres

    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

  9. Selected sports talent development models

    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.

  10. The Arts and Talent Development.

    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)

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

    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…

  12. Creating Optimal Environments for Talent Development

    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...

  13. Selected sports talent development models

    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...

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

    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.

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

    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.

  16. Talent Management and Career Development

    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...

  17. Talent development – dealing with potentiality

    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...

  18. Developing talent for operational excellence.

    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.

  19. Talent identification and development in soccer.

    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.

  20. Holistic and Ecological Approaches in Talent Development

    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...

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

    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…

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

    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…

  3. Longitudinal motor performance development in early adolescence and its relationship to adult success: An 8-year prospective study of highly talented soccer players.

    Leyhr, Daniel; Kelava, Augustin; Raabe, Johannes; Höner, Oliver

    2018-01-01

    Several talent identification and development (TID) programs in soccer have implemented diagnostics to measure players' motor performance. Yet, there is a lack of research investigating the relationship between motor development in adolescence and future, adult performance. This longitudinal study analyzed the three-year development of highly talented young soccer players' speed abilities and technical skills and examined the relevance of this development to their adult success. The current research sample consisted of N = 1,134 players born between 1993 and 1995 who were selected for the German Soccer Association's TID program and participated in nationwide motor diagnostics (sprinting, agility, dribbling, ball control, shooting) four times between the Under 12 (U12) and Under 15 (U15) age class. Relative age (RA) was assessed for all players, and a total motor score was calculated based on performances in the individual tests. In order to investigate players' future success, participants were divided into two groups according to their adult performance level (APL) in the 2014/2015 season: Elite (1st-5th German division; N = 145, 12.8%) and non-elite players (lower divisions; N = 989, 87.2%). Using multilevel regression analyses each motor performance was predicted by Time, Time2 (level-1 predictors), APL, and RA (level-2 covariates) with simultaneous consideration for interaction effects between the respective variables. Time and Time2 were significant predictors for each test performance. A predictive value for RA was confirmed for sprinting and the total motor score. A significant relationship between APL and the motor score as well as between APL and agility, dribbling, ball control, and shooting emerged. Interaction effects distinctly failed to reach significance. The study found a non-linear improvement in players' performance for all considered motor performance factors over a three-year period from early to middle adolescence. While their predictive value

  4. Longitudinal motor performance development in early adolescence and its relationship to adult success: An 8-year prospective study of highly talented soccer players

    Kelava, Augustin; Raabe, Johannes; Höner, Oliver

    2018-01-01

    Several talent identification and development (TID) programs in soccer have implemented diagnostics to measure players’ motor performance. Yet, there is a lack of research investigating the relationship between motor development in adolescence and future, adult performance. This longitudinal study analyzed the three-year development of highly talented young soccer players’ speed abilities and technical skills and examined the relevance of this development to their adult success. The current research sample consisted of N = 1,134 players born between 1993 and 1995 who were selected for the German Soccer Association’s TID program and participated in nationwide motor diagnostics (sprinting, agility, dribbling, ball control, shooting) four times between the Under 12 (U12) and Under 15 (U15) age class. Relative age (RA) was assessed for all players, and a total motor score was calculated based on performances in the individual tests. In order to investigate players’ future success, participants were divided into two groups according to their adult performance level (APL) in the 2014/2015 season: Elite (1st-5th German division; N = 145, 12.8%) and non-elite players (lower divisions; N = 989, 87.2%). Using multilevel regression analyses each motor performance was predicted by Time, Time2 (level-1 predictors), APL, and RA (level-2 covariates) with simultaneous consideration for interaction effects between the respective variables. Time and Time2 were significant predictors for each test performance. A predictive value for RA was confirmed for sprinting and the total motor score. A significant relationship between APL and the motor score as well as between APL and agility, dribbling, ball control, and shooting emerged. Interaction effects distinctly failed to reach significance. The study found a non-linear improvement in players’ performance for all considered motor performance factors over a three-year period from early to middle adolescence. While their

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

    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

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

    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. Talent development: linking the stakeholders to the process.

    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.

  8. Management of Talent Development Process in Sport

    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 ...

  9. “Biomedical Workforce Diversity: The Context for Mentoring to Develop Talents and Foster Success within the ‘Pipeline’”

    McGee, Richard

    2016-01-01

    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. PMID:27424004

  10. Developing satisfied and talented consultants

    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)

  11. Tapping Teen Talent in Queens: A Library-Based, LSCA-Funded Youth Development Success Story from New York.

    Williams, Barbara Osborne

    1996-01-01

    Describes a program developed by the Youth Services Division at the Queens Borough Public Library's Central Library to help teenagers maximize growth opportunities, build self-esteem, and see the library as a life resource. Highlights include securing funding through LSCA (Library Services and Construction Act), recruiting participants, and…

  12. Talent Development as an Ecology of Games: A Case Study of Norwegian Handball

    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…

  13. Developing leadership talent in healthcare organizations.

    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.

  14. Teaching successful intelligence to gifted and talented students

    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.

  15. Raising Expectations: Talent Development in Belfast

    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…

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

    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.

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

    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…

  18. Academic Talent Development Programs: A Best Practices Model

    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…

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

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

    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…

  1. Gifted education and talent development for all

    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.

  2. Female Leadership Talent Development: The Brazilian Context

    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”

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

    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…

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

    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

  5. Talent identification and development programmes in sport : current models and future directions.

    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.

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

    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.

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

    Kaenzig, Lisa M.

    The importance of science in our society continues to increase, as the needs of the global culture and the problems of the world's growing populations affect resources internationally (DeLisi, 2008; Fischman, 2007; Park, 2008). The need for qualified and experienced scientists to solve complex problems is important to the future of the United States. Models of success for women in STEM disciplines are important to improve the recruitment and retention of women in academic science. This study serves as an examination of the facilitators and barriers---including external factors and internal characteristics---on the talent development process of successful women academic scientists. Since there are few studies relating specifically to the career experiences of successful women in academic science careers (Ceci & Williams, 2007; Wasserman, 2000; Xie & Shauman, 2003), a literature review was conducted that examined the (1) the gifted literature on women, including the eminence literature; (2) the higher education literature on women faculty and academic science, and (3) the literature related to the internal characteristics and external factors that influence the talent development process. The final section of the literature review includes a literature map (Creswell, 2009) outlining the major studies cited in this chapter. The conclusion, based on a critical analysis of the literature review, outlines the need for this study. The current study utilizes the framework of Gagne's differentiated talent development model for gifted individuals (Gagne, 1985, 1991) to examine the themes cited in multiple studies that influence the talent development process. Through a mixed-design methodology (Creswell, 2009) that incorporates quantitative and qualitative analysis using a survey and follow-up interviews with selected participants, this study seeks to explore the effects of internal characteristics, external influences, significant events, and experiences on the success of

  8. Factors contributing to a supportive sport talent development environment

    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...

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

    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

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

    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.

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

    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

    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. Talent Development in Chinese and Swiss Music Students

    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…

  14. Towards a Model of Talent Development in Physical Education

    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…

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

    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…

  16. Talent Development as a Framework for Gifted Education

    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…

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

    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…

  18. Dream Team - A pregraduate surgical talent development project

    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...

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

    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.

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

    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.

  1. Talent management for developing leadership: an empirical investigation

    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. Future Developments for Science Parks: Attracting and Developing Talent

    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…

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

    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...

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

    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.

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

    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…

  6. New Trends in Talent Development in Peru

    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…

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

    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.

  8. Talent development in times of commercialisation and globalisation

    Storm, Rasmus K.; Agergaard, Sine

    2014-01-01

    the period between 1994 and 2010 – several international star players were employed by clubs in the Danish league, which thereby created one of the best leagues in Europe. However, as a parallel development, the results of the successful Danish national team began to deteriorate – especially in the second...... half of the 2000-10 decade. Denmark’s fall in international standings initiated a discussion on whether the growing amount of foreign star players competing in the national league prevented upcoming Danish talents from competing at the highest club level, thus disadvantaging the national team....... This chapter gives a description of developments in Danish women’s handball and focuses on the potential problems of commercialization, providing an analysis of the flow of international players into the Danish women’s handball league following its rapid commercialization. The chapter discusses the advantages...

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

    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.

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

    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…

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

    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.

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

    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.

  13. The long way towards the development of sportive talents

    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. "Talent Circulators" in Shanghai: Return Migrants and Their Strategies for Success

    Huang, Yedan; Kuah-Pearce, Khun Eng

    2015-01-01

    This paper argues for a flexible identity and citizenship framework to explore how return migrants, "haigui," have readapted and re-established themselves back into Shanghai society, and how they have used their talents, knowledge and "guanxi" networks to optimise their chances of success. It argues that these return migrants,…

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

    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.

  16. Developing Competitive Excellence in the Talented Female Athlete.

    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,…

  17. Academic Talent Development in North America and Europe

    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…

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

    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.

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

    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…

  20. Designing the Learning Context in School for Talent Development

    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…

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

    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

  2. A Dynamical Systems Explanation of Talent Development in Sports

    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

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

    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…

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

    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,…

  5. Talent Management at Tenaga Nasional Berhad

    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...

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

    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.

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

    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.

  8. Leadership scheme to develop the careers of talented candidates.

    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.

  9. Beijing Model of Gifted Education and Talent Development

    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...

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

    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…

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

    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...

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

    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...

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

    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. Diversity in the biomedical research workforce: developing talent.

    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.

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

    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...

  16. Talent management in context of educational management

    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...

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

    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.

  18. Teacher Character Strengths and Talent Development

    Majid, Rosadah Abd; Ali, Manisah Mohd; Alias, Aliza

    2014-01-01

    Students are the nation's asset or natural resources who need to be educated to achieve their optimal level of development. They need to be properly nurtured to allow holistic development in all domains namely: physical, mental, social, emotional, and spiritual. This is crucial for the building of a strong and respectful nation and its…

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

    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

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

    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.

  1. Transforming Education with Talent Management

    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…

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

    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…

  3. The new system of the talent development program in Hungarian soccer

    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.

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

    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…

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

    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.

  6. Change of plans: an evaluation of the effectiveness and underlying mechanisms of successful talent transfer.

    Collins, Rosie; Collins, Dave; MacNamara, Aine; Jones, Martin Ian

    2014-01-01

    Talent transfer (TT) is a recently formalised process used to identify and develop talented athletes by selecting individuals who have already succeeded in one sport and transferring them to another. Despite the increasing popularity of TT amongst national organisations and sport governing body professionals, however, there is little empirical evidence as to its efficacy or how it may be most efficiently employed. Accordingly, this investigation was designed to gain a deeper understanding of the effectiveness and underlying mechanisms of TT, achieved through a two-part study. Stage 1 provided a quantitative analysis of the incidence and distribution or, in this respect, epidemiology of TT, finding the most popular transfer to be sprinting to bobsleigh, with an average transfer age of 19 years. Stage 2 scrutinised the TT process and explored the specific cases revealed in stage 1 by examining the perceptions of four sport science support specialists who had worked in TT settings, finding several emergent themes which, they felt, could explain the TT processes. The most prominent theme was the psychosocial mechanism of TT, an aspect currently missing from TT initiatives, suggesting that current TT systems are poorly structured and should redress their approach to develop a more integrated scheme that encompasses all potential mechanisms of transfer.

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

    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…

  8. Aligning Learning and Talent Development Performance Outcomes with Organizational Objectives: A Proposed Model

    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…

  9. Allocation of Talent in Society and Its Effect on Economic Development

    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…

  10. Alternative Pathways to Talent Development in Music: The Narrative of an Eminent Filipino Singer-Songwriter

    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…

  11. TALENT MANAGEMENT: A NOVEL APPROACH FOR DEVELOPING INNOVATIVE SOLUTIONS TOWARDS HERITAGE COMMUNITIES DEVELOPMENT

    Mohamed Hesham Madbouly Hussein Khalil

    2017-11-01

    Full Text Available Heritage communities in Egypt have continuously developed to sustain a history of millenniums. Developments have been focused on sustaining the physical heritage such as buildings and cities, yet ignoring the intangible heritage such as stories, memories and traditions of people. The results are deterioration of the developed physical heritage as a natural response of ignorance. Architectural Design Firms (ADFs are responsible for developing innovative solutions that translate intangible heritage into sustainable projects. Such solutions require talented architects who are in need of being treated in a talented manner. Therefore, this paper aims to investigate the role of Talent Management (TM as a novel approach for developing innovative solutions for Egyptian heritage communities’ development. In order to achieve this aim, a qualitative approach based on (1 literature review is used to investigate heritage development, creative industries, ADFs, motivation and TM and (2 a case study is collected and analysed to study the relationship between TM and intangible heritage preservation.

  12. Training teachers to promote Talent Development in Science Students In Science Education

    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

  13. A guerra do sucesso pelos talentos humanos The battle of success to attract human talents

    Jefferson Marco Antonio Leonardo

    2002-01-01

    Full Text Available A mudança no mundo empresarial atinge um elevado grau de inovação e agilidade, contemplando o ser humano como protagonista de uma nova história organizacional. Buscou-se constatar, na história e nas práticas atuais de administração, os referenciais de importância na gestão de recursos humanos em relação ao atendimento das necessidades e desejos dos colaboradores, como fonte estratégica de atração e retenção dos talentos humanos. A proposta para o sucesso sustentado das organizações está intimamente ligada a um redesenho na gestão de recursos humanos, transformando o atual tratamento em massa para uma gestão individualizada e diferenciada aos colaboradores, com o propósito de atender às novas exigências na retenção dos talentos humanos e da continuidade das empresas de resultados.The change in the business world reaches a high degree of innovation and agility, contemplating human being as the protagonist of a new organizational history. We've tried to demonstrate, based on history and current management practices, the most important references, in human resources management, related to the importance of attending the necessities and desires of collaborators, as a strategic source of attraction and retain of human talents. The sustained success of organizations is closed linked to a redesign in the human resources management techniques, transforming the current mass treatment to a individualized and differentiated administration related to the collaborators, with the intent of attending to new demands on human talents retaining and continuity of results oriented companies.

  14. A Comparison of Athletic Movement Among Talent-Identified Juniors From Different Football Codes in Australia: Implications for Talent Development.

    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.

  15. Shaping talent for sustainable business development - Nuclear training practices

    Caillot, V.; Thoral, F.

    2007-01-01

    Full text: The AREVA group, which is committed to offering its customers technological solutions for reliable CO 2 -free power generation, is both a designer and vendor of nuclear units and operator of nuclear facilities. The group's ambitions are to maintain its knowledge capabilities and develop skills at the level necessary to respond to its business objectives around the world. The AREVA Human Resources department has developed an action plan to support business strategy which aims to accelerate its investment in people, to reinforce recruitment and retain high quality talents and valuable skills and knowledge. Today, there is a global challenge for attracting the best talent and becoming an employer of choice. The group must be creative in attracting, retaining, mobilising, engaging, developing and rewarding its people. AREVA has 61 100 employees worldwide, of which 38 000 work in nuclear activities. In 2006, some 10% of the nuclear workforce represented newcomers, and the group anticipates recruiting a similar significant ratio in 2007. The group has to be ready to tackle a surge in recruitment which is believed will continue over the next 5 years. AREVA has developed, on an international level, networks and partnerships with academic institutions. New programs are being created and promoted to prepare for the integration of future skills needed in the nuclear business. The group has coordinated and pooled resources to gain efficiencies and to strengthen its presence on the employment market. Plans are in place for employee integration and development, mobility, and managing the transfer of knowledge and specific skills. In this context, internal professional training paths are being developed and reinforced, including geology of uranium, dismantling, reactors, nuclear safety and the environment. AREVA is developing a common methodology to lever the transfer of knowledge through training modules, sharing experience and mentoring. Mentoring programs have been

  16. Strategy-driven talent management a leadership imperative

    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

  17. The roles of talent, physical precocity and practice in the development of soccer expertise.

    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.

  18. Research of Talent Development Policy of Online Game Industry

    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

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

    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…

  20. Talent management

    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.

  1. Career performance trajectories of Olympic swimmers: benchmarks for talent development.

    Allen, Sian V; Vandenbogaerde, Tom J; Hopkins, William G

    2014-01-01

    The age-related progression of elite athletes to their career-best performances can provide benchmarks for talent development. The purpose of this study was to model career performance trajectories of Olympic swimmers to develop these benchmarks. We searched the Web for annual best times of swimmers who were top 16 in pool events at the 2008 or 2012 Olympics, from each swimmer's earliest available competitive performance through to 2012. There were 6959 times in the 13 events for each sex, for 683 swimmers, with 10 ± 3 performances per swimmer (mean ± s). Progression to peak performance was tracked with individual quadratic trajectories derived using a mixed linear model that included adjustments for better performance in Olympic years and for the use of full-body polyurethane swimsuits in 2009. Analysis of residuals revealed appropriate fit of quadratic trends to the data. The trajectories provided estimates of age of peak performance and the duration of the age window of trivial improvement and decline around the peak. Men achieved peak performance later than women (24.2 ± 2.1 vs. 22.5 ± 2.4 years), while peak performance occurred at later ages for the shorter distances for both sexes (∼1.5-2.0 years between sprint and distance-event groups). Men and women had a similar duration in the peak-performance window (2.6 ± 1.5 years) and similar progressions to peak performance over four years (2.4 ± 1.2%) and eight years (9.5 ± 4.8%). These data provide performance targets for swimmers aiming to achieve elite-level performance.

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

    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.

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

    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…

  4. Developing talent at AREVA: Investing in people and building our future

    Vivien, Philippe [Human Resources AREVA (France)

    2008-07-01

    AREVA employs 65,000 people today and will recruit 12,000 new employees worldwide in 2008 to support business strategy. The group forecasts that recruitment needs will significantly rise to 40,000 by 2012, representing 50% of the workforce. In order to meet the challenges of rapid international expansion and a highly competitive talent market, AREVA has developed initiatives to accelerate its investment in people, to reinforce recruitment and retain high quality talents and valuable skills and knowledge. The group human resources department's mission is based on shaping talents for sustainable business performance. It established its five-point human resources policy, Talent Builder, to attract, develop, retain, reward and mobilize employees across all businesses. In the context of a global talent market, dynamic recruitment programs are implemented to attract top talent. A global Campus Management program builds on relationships with colleges and universities to attract the future generation of engineers and managers. Talent development initiatives include processes and management tools, such as the People Review to identify and nurture key skills and talents, a group-wide integration program, professional training, and priority to internal mobility. AREVA places particular importance to diversity, a keystone of HR policy, and a socio-economic lever of development. The rich variety of people and cultures in the group reflect the markets, customers and the civil society in which AREVA operates. The group is actively committed to equal opportunities for all. The European agreement on equal opportunities in the workplace sets out measures for promoting gender equality and professional career paths, with the principal themes of recruitment, career development, training, remuneration and parental support. In addition, the WE network of men and women was set up with the support of Anne Lauvergeon, Chief Executive of AREVA with the objectives of promoting gender

  5. Developing talent at AREVA: Investing in people and building our future

    Vivien, Philippe

    2008-01-01

    AREVA employs 65,000 people today and will recruit 12,000 new employees worldwide in 2008 to support business strategy. The group forecasts that recruitment needs will significantly rise to 40,000 by 2012, representing 50% of the workforce. In order to meet the challenges of rapid international expansion and a highly competitive talent market, AREVA has developed initiatives to accelerate its investment in people, to reinforce recruitment and retain high quality talents and valuable skills and knowledge. The group human resources department's mission is based on shaping talents for sustainable business performance. It established its five-point human resources policy, Talent Builder, to attract, develop, retain, reward and mobilize employees across all businesses. In the context of a global talent market, dynamic recruitment programs are implemented to attract top talent. A global Campus Management program builds on relationships with colleges and universities to attract the future generation of engineers and managers. Talent development initiatives include processes and management tools, such as the People Review to identify and nurture key skills and talents, a group-wide integration program, professional training, and priority to internal mobility. AREVA places particular importance to diversity, a keystone of HR policy, and a socio-economic lever of development. The rich variety of people and cultures in the group reflect the markets, customers and the civil society in which AREVA operates. The group is actively committed to equal opportunities for all. The European agreement on equal opportunities in the workplace sets out measures for promoting gender equality and professional career paths, with the principal themes of recruitment, career development, training, remuneration and parental support. In addition, the WE network of men and women was set up with the support of Anne Lauvergeon, Chief Executive of AREVA with the objectives of promoting gender equality

  6. Talent Development as an Alternative to Orthodox Career Thinking

    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...

  7. Pacing and Self-regulation: Important Skills for Talent Development in Endurance Sports.

    Elferink-Gemser, Marije T; Hettinga, Florentina J

    2017-07-01

    Pacing has been characterized as a multifaceted goal-directed process of decision making in which athletes need to decide how and when to invest their energy during the race, a process essential for optimal performance. Both physiological and psychological characteristics associated with adequate pacing and performance are known to develop with age. Consequently, the multifaceted skill of pacing might be under construction throughout adolescence, as well. Therefore, the authors propose that the complex skill of pacing is a potential important performance characteristic for talented youth athletes that needs to be developed throughout adolescence. To explore whether pacing is a marker for talent and how talented athletes develop this skill in middle-distance and endurance sports, they aim to bring together literature on pacing and literature on talent development and self-regulation of learning. Subsequently, by applying the cyclical process of self-regulation to pacing, they propose a practical model for the development of performance in endurance sports in youth athletes. Not only is self-regulation essential throughout the process of reaching the long-term goal of athletic excellence, but it also seems crucial for the development of pacing skills within a race and the development of a refined performance template based on previous experiences. Coaches and trainers are advised to incorporate pacing as a performance characteristic in their talent-development programs by stimulating their athletes to reflect, plan, monitor, and evaluate their races on a regular basis to build performance templates and, as such, improve their performance.

  8. Dream Team--The Case of an Undergraduate Surgical Talent Development Project

    Jensen, Rune Dall; Ljungmann, Ken; Christensen, Mette Krogh; Møldrup, Ulla; Grøndal, Anne Krogh; Mogensen, Mads Filtenborg; Seyer-Hansen, Mikkel

    2016-01-01

    To be successful, a surgeon must master a variety of skills. To meet the high demand for surgical expertise, an extracurricular undergraduate project was launched. The extracurricular project consists of hands-on laparoscopic training and a mentorship programme. The project aims to find the best surgical talents among fourth-year medical students.…

  9. Business Leadership: Supporting Youth Development and the Talent Pipeline

    Rosenblum, Elyse

    2007-01-01

    The Forum for Youth Investment has partnered with Corporate Voices for Working Families to support a Youth Transitions Task Force charged with identifying and promoting the corporate and public policies necessary to ensure that young people ages 14-21 have the opportunities to develop the skills and knowledge needed to be successful in work and in…

  10. Talent Management: Working lines and key processes

    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

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

    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.

  12. Aligning the talent pathway: exploring the role and mechanisms of coherence in development.

    Webb, Vincent; Collins, Dave; Cruickshank, Andrew

    2016-10-01

    Although our understanding of psychological and social factors in talent development continues to expand, knowledge of the broader system that underpins the entire talent pathways is relatively limited. Indeed, little work has moved beyond the recognition that coherence in this system is important to consider how this may be achieved; particularly in relation to coherent coaching. As such, the aim of this article was to address gaps in talent development and coaching literature and explore principles and potential mechanisms of coherent coaching in sport organisations' talent pathways. After defining and contextualising coherence in whole talent pathways, including barriers to attainment, we discuss how an understanding of coach epistemology can provide a basis for integrating personal and collective coach coherence and therefore a coherent performer experience. With epistemology as our focal point, we then consider how coherent coaching may be supported through the strategic recruitment and placement of coaches, complimentary coach education and development and the use of change agents who can set and shape the coaching milieu, facilitate cross-level communication and enable epistemology-focused reflection and evaluation. Finally, we conclude with some brief recommendations for advancing practically-meaningful knowledge in this important area.

  13. Offering Prescriptions of Leader-Member Exchanges towards Developing Academic Talent in Higher Education

    Horne, Andre Leonard

    2017-01-01

    This paper examines leader-member exchange behaviour for the development of academic talent in higher education. Drawing from a sample of academic leaders at a large South African university, interviews conducted with the chairs of departments (CoDs) provide new insight on development practices and actions for follower development within a…

  14. Creating a Comprehensive School Reform Model: The Talent Development High School with Career Academies.

    Jordan, Will J.; McPartland, James M.; Legters, Nettie E.; Balfanz, Robert

    2000-01-01

    Discusses the need for comprehensive reforms in school organization, curriculum and instruction, and professional development to address the problems of large urban high schools. Describes the Talent Development High School with Career Academies model being developed to meet the needs of such schools. (SLD)

  15. Diaspora-led development through the corporate social responsibility initiatives of talented migrants

    Gutiérrez-Chávez, Juan Enrique

    2012-12-01

    Full Text Available In this paper we explore the idea that talented migrants can assist in the development andgrowth of their economies of origin through brain-circulation dynamics, linking the developedworld where they live and developing homelands they (or their ancestors in the case of latergenerationdiasporans left behind. Depending on the roles these talented people play in theorganizational (and institutional environment at both ends of the migratory trail, differentalternatives of diaspora-led initiatives are available to them. When these roles are attached tothe private sector, the introduction of Corporate Social Responsibility (CSR initiativespiggybacking preexisting diaspora tools (such as talent networks, open migration chains,diaspora-oriented institutions, etc. might be the more appropriate and efficient channels.

  16. TALENT DEVELOPMENT IN THE WORLD OF CLASSICAL MUSIC AND VISUAL ARTS

    Linda Jarvin

    2017-12-01

    Full Text Available In this article, we propose to explore the developmental trajectories of children displaying gifts and abilities in the domains of (classical music and in visual arts. A developmental model for talent development that was developed in the domain of classical music will be briefly presented and its applicability in the field of visual arts will be discussed.

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

    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. Talent Development Environment and Workplace Adaptation: The Mediating Effects of Organisational Support

    Kunasegaran, Mageswari; Ismail, Maimunah; Rasdi, Roziah Mohd; Ismail, Ismi Arif; Ramayah, T.

    2016-01-01

    Purpose: This study aims to examine the relationship between talent development environment (TDE) variables of job focus and long-term development with the workplace adaptation (WA) of Malaysian professional returnees as mediated by the organisational support. Design/methodology/approach: A total of 130 respondents who are Malaysian professional…

  19. Talent Management in the Humanitarian Aid Context

    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 ...

  20. The Effects of a Social and Talent Development Intervention for High Ability Youth with Social Skill Difficulties

    Foley-Nicpon, Megan; Assouline, Susan G.; Kivlighan, D. Martin; Fosenburg, Staci; Cederberg, Charles; Nanji, Michelle

    2017-01-01

    Contemporary models highlight the need to cultivate cognitive and psychosocial factors in developing domain-specific talent. This model was the basis for the current study where high ability youth with self-reported social difficulties (n = 28, 12 with a coexisting disability) participated in a social skills and talent development intervention…

  1. The Motor Subsystem as a Predictor of Success in Young Football Talents: A Person-Oriented Study

    Zibung, Marc; Zuber, Claudia; Conzelmann, Achim

    2016-01-01

    Motor tests play a key role in talent selection in football. However, individual motor tests only focus on specific areas of a player’s complex performance. To evaluate his or her overall performance during a game, the current study takes a holistic perspective and uses a person-oriented approach. In this approach, several factors are viewed together as a system, whose state is analysed longitudinally. Based on this idea, six motor tests were aggregated to form the Motor Function subsystem. 104 young, top-level, male football talents were tested three times (2011, 2012, 2013; Mage, t2011 = 12.26, SD = 0.29), and their overall level of performance was determined one year later (2014). The data were analysed using the LICUR method, a pattern-analytical procedure for person-oriented approaches. At all three measuring points, four patterns could be identified, which remained stable over time. One of the patterns found at the third measuring point identified more subsequently successful players than random selection would. This pattern is characterised by above-average, but not necessarily the best, performance on the tests. Developmental paths along structurally stable patterns that occur more often than predicted by chance indicate that the Motor Function subsystem is a viable means of forecasting in the age range of 12–15 years. Above-average, though not necessary outstanding, performance both on fitness and technical tests appears to be particularly promising. These findings underscore the view that a holistic perspective may be profitable in talent selection. PMID:27508929

  2. Talented Employees in the Field of Brownfields

    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.

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

    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.

  4. Experiences and Concepts Related to Gifted Education and Talent Development in Switzerland

    Mueller-Oppliger, Victor

    2010-01-01

    This article provides a summary of efforts and projects related to the provision of gifted students and talent development in Swiss schools and with partners in the German speaking Central Europe. In the first part, relevant activities about teacher education in Switzerland based on a cooperative arrangement with the University of Connecticut will…

  5. Envisioning a New Foundation for Gifted Education: Evolving Complexity Theory (ECT) of Talent Development

    Dai, David Yun

    2017-01-01

    This article presents a new theory of talent development, evolving complexity theory (ECT), in the context of the changing theoretical directions as well as the landscape of gifted education. I argue that gifted education needs a new foundation that provides a broad psychosocial basis than what the notion of giftedness can afford. A focus on…

  6. Developing ethnic talent in the Dutch national tax administration: a case study

    Glastra, F.J.; Meerman, M.

    2012-01-01

    Purpose - The lack of career movement of members of ethnic minority groups in work organizations has been widely documented. The purpose of this paper is to gain insight into conditions for the realization of diversity goals in the case of talent development. Design/methodology/approach - In a case

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

    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…

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

    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…

  9. Catalysts of Women's Talent Development in STEM: A Systematic Review

    Mullet, Dianna R.; Rinn, Anne N.; Kettler, Todd

    2017-01-01

    Numbers of women in the physical sciences, mathematics, and engineering are growing, yet women are still far outnumbered by men at upper levels of those fields. The purpose of the study is to review the literature on academic women who develop exceptional talent in science, technology, engineering, and mathematics (STEM). Data sources included 18…

  10. Improving Climate and Achievement in a Troubled Urban High School through the Talent Development Model.

    McPartland, James; Balfanz, Robert; Jordan, Will; Legters, Nettie

    1998-01-01

    A case study of a large nonselective urban high school in Baltimore (Maryland) describes the design and implementation of a comprehensive package of school reforms, the Talent Development Model with Career Academies. Qualitative and quantitative evidence is provided on significant improvements in school climate, student attendance, promotion…

  11. Comprehensive Reform for Urban High Schools: A Talent Development Approach. Sociology of Education Series.

    Legters, Nettie E.; Balfanz, Robert; Jordan, Will J.; McPartland, James M.

    This book offers an alternative to current reform efforts, the talent development approach, detailing organizational, curricular, and instructional strategies that provide practitioners with a blueprint for whole school reform. The book presents the story of what happened in urban high schools when this approach was implemented. There are eight…

  12. Aiming Talent Development toward Creative Eminence in the 21st Century

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

    2016-01-01

    Much has been written about the social and scientific problems that face the world in the 21st century, including climate change and economic inequality. In this context, the development of talented individuals who can tackle these problems is most important. In this article, the authors discuss the implications of 21st-century challenges for the…

  13. Motivating Children to Develop Their Science, Technology, Engineering, and Mathematics (STEM) Talent

    Andersen, Lori

    2013-01-01

    Motivation in mathematics and science appears to be more important to STEM occupational choice than ability. Using the expectancy value model, parents may be able to recognize potential barriers to children's selection of a STEM occupation and take actions to help facilitate talent development. These are especially important for parents of…

  14. Explaining the Gender Gap: Comparing Undergraduate and Graduate/Faculty Beliefs about Talent Required for Success in Academic Fields

    Bailey, Kimberlyn; Nanthakumar, Ampalavanar; Preston, Scott; Ilie, Carolina C.

    Recent research has proposed that the gender gap in academia is caused by differing perceptions of how much talent is needed to succeed in various fields. It was found that, across the STEM/non-STEM divide, the more that graduate students and faculty see success in their own field as requiring as requiring talent, the fewer women participate in that field. This research examines whether undergraduate students share these attitudes. If these attitudes trickle down to the undergraduate population to influence students to choose different fields of study, then undergraduate beliefs should reflect those of graduate students and faculty. Using a large survey of undergraduates across the country, this study aims to characterize undergraduate attitudes and to determine variables that explain the differences between the attitudes of these two populations. Our findings suggest that the two populations have similar beliefs, but that undergraduate beliefs are strongly influenced by information about the gender ratio in each field and that this strong influence greatly differs between STEM and non-STEM fields. These findings seek to help direct future research to ask the right questions and propose plausible hypotheses about gender the imbalance in academia.

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

    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…

  16. Individualized teaching aimed at stimulating the development of talent and creativity in students

    Arsić Zvezdan M.

    2013-01-01

    Full Text Available The time in which we live is characterized by rapid and conflicting changes as well as the development of all segments of social life. Access to the civilization of knowledge whose objectives, processes, and outcomes confirm that the human factor is becoming a leading cause of progress, requires redefinition of the relationship between society and schools. In the process of the cultural development, there is a need for talented and creative members of society who are going to be prepared for the leading roles through the educational system. However, in the teaching process, the gifted and creative students very often face a number of difficulties and problems that interfere with their optimal development. They are primarily victims of ignorance and disregard of individual differences among children of the same age, even children with the same IQ. For this reason, the main focus of this paper is on creating the conditions that can contribute to overcoming the problems that gifted and creative students encounter in the present circumstances of the organization and application of the process. Individualized instruction is a reasonable basis for success in this area, since it allows the contents, organization, methods and means of teaching, and learning adapt to individual differences, needs and abilities of students.

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

    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.

  18. Off-ramps and on-ramps: keeping talented women on the road to success.

    Hewlett, Sylvia Ann; Luce, Carolyn Buck

    2005-03-01

    Most professional women step off the career fast track at some point. With children to raise, elderly parents to care for, and other pulls on their time, these women are confronted with one off-ramp after another. When they feel pushed at the same time by long hours and unsatisfying work, the decision to leave becomes even easier. But woe to the woman who intends for that exit to be temporary. The on-ramps for professional women to get back on track are few and far between, the authors confirm. Their new survey research reveals for the first time the extent of the problem--what percentage of highly qualified women leave work and for how long, what obstacles they face coming back, and what price they pay for their time-outs. And what are the implications for corporate America? One thing at least seems clear: As market and economic factors align in ways guaranteed to make talent constraints and skill shortages huge issues again, employers must learn to reverse this brain drain. Like it or not, large numbers of highly qualified, committed women need to take time out of the workplace. The trick is to help them maintain connections that will allow them to reenter the workforce without being marginalized for the rest of their lives. Strategies for building such connections include creating reduced-hour jobs, providing flexibility in the workday and in the arc of a career, removing the stigma of taking time off, refusing to burn bridges, offering outlets for altruism, and nurturing women's ambition.

  19. Success in geothermal development

    Stefansson, V.

    1992-01-01

    Success in geothermal development can be defined as the ability to produce geothermal energy at compatible energy prices to other energy sources. Drilling comprises usually the largest cost in geothermal development, and the results of drilling is largely influencing the final price of geothermal energy. For 20 geothermal fields with operating power plants, the ratio between installed capacity and the total number of well in the field is 1.9 MWe/well. The drilling history in 30 geothermal fields are analyzed by plotting the average cumulative well outputs as function of the number of wells drilled in the field. The range of the average well output is 1-10 MWe/well with the mean value 4.2 MWe/well for the 30 geothermal fields studied. A leaning curve is defined as the number of wells drilled in each field before the average output per well reaches a fairly constant value, which is characteristic for the geothermal reservoir. The range for this learning time is 4-36 wells and the average is 13 wells. In general, the average well output in a given field is fairly constant after some 10-20 wells has been drilled in the field. The asymptotic average well output is considered to be a reservoir parameter when it is normalized to the average drilling depth. In average, this reservoir parameter can be expressed as 3.3 MWe per drilled km for the 30 geothermal fields studied. The lifetime of the resource or the depletion time of the geothermal reservoir should also be considered as a parameter influencing the success of geothermal development. Stepwise development, where the reservoir response to the utilization for the first step is used to determine the timing of the installment of the next step, is considered to be an appropriate method to minimize the risk for over investment in a geothermal field

  20. Human talent development processes in a specialty clinic in Pasto, Colombia

    Jeraldine Milena Matabajoy-Montilla

    2018-01-01

    Full Text Available Introduction: Workers in the organization play a fundamental role in meeting the corporate objectives. In this sense, it is important to identify the processes of human talent development in the health sector since they contribute to human and organizational development. Objective: The processes of human talent development training, quality of work life, occupational health, organizational climate and performance evaluation were characterized in a specialty clinic in the city of Pasto, Colombia. Materials and methods: The study was addressed from the quantitative paradigm of descriptive type with a sample of 211 collaborators. The scale called "perception of human talent development processes" was built, whose Alfa de Cronbach was 0.97. Results: The results were systematized in the statistical program IBM SPSS statistics. Statistically significant differences were found in the training category (in the categories of needs detection, plan and programmes, training evaluation and follow-up, quality of working life (in the sub-categories: meaning of work and labor commitment and performance evaluation (in the subcategories: methods and results. Conclusions: The need to continue strengthening the processes of training, quality of work life and evaluation of performance is recognized.

  1. [Dream Team--a pre-graduate surgical talent development project].

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

    2014-08-04

    In 2009 surgeons from Aarhus University Hospital founded an extracurricular talent development project based on a skill-acquisition training programme for medical students at Aarhus University. The training program, named Dream Team, provides medical students with the opportunity to pursue a career in surgery. This paper presents and discusses the organizational and pedagogical framework of the concept Dream Team, as well as the results from two inquiries: a survey and an exploratory observational study. The inquiries were conducted in summer 2013.

  2. Your fate is in your hands? Handedness, digit ratio (2D:4D), and selection to a national talent development system.

    Baker, Joseph; Kungl, Ann-Marie; Pabst, Jan; Strauß, Bernd; Büsch, Dirk; Schorer, Jörg

    2013-01-01

    Over the past decade a small evidence base has highlighted the potential importance of seemingly innocuous variables related to one's hands, such as hand dominance and the relative length of the second and fourth digits (2D:4D ratio), to success in sport. This study compared 2D:4D digit ratio and handedness among handball players selected to advance in a national talent development system with those not selected. Participants included 480 youth handball players (240 females and 240 males) being considered as part of the talent selection programme for the German Youth National team. Hand dominance and digit ratio were compared to age-matched control data using standard t-tests. There was a greater proportion of left-handers compared to the normal population in males but not in females. There was also a lower digit ratio in both females and males. However, there were no differences between those selected for the next stage of talent development and those not selected on either handedness or digit ratio. These results add support for general effects for both digit ratio and handedness in elite handball; however, these factors seem inadequate to explain talent selection decisions at this level.

  3. Executive Functioning in Highly Talented Soccer Players

    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

  4. Executive functioning in highly talented soccer players.

    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.

  5. "STEMulating" success factors: An investigation of the academic talents of successful Black male college graduates from STEM programs

    Hendricks, Jill T.

    This phenomenological research study explored the contributing factors experienced by Black males that epitomized their academic success in a STEM (Science, Technology, Engineering, and Mathematics) area of study. During this investigative project, eleven Black male students were interviewed to determine how they were able to successfully navigate and complete a STEM degree. The data was collected through a qualitative inquiry, which involved interviewing students and collecting the data and organizing their perspectives into common themes. The principal findings in this study suggest that Black males can excel when primary influential people establish high expectations and believe and encourage Black males to succeed by providing the essential educational support models requisite to warrant success; the Black male maintains and affirms a self-assured self-worth in himself; the Black male is exposed to these fields and professions early on in their educational quest to enable them to witness first hand powerful and productive opportunities and pathways to academic success; exposure to other Black successful male role models who can mentor and show positive proof that with effort, these fields can become a reality; increase in academic motivation and recommendations from educators and counselors who direct and guide students into and away from these rigorous career fields. An analysis of the students' individual stories gave a revealing look into the pathways of their consciousness, emotional growth, and perspectives about being a successful STEM major. This kind of insight can be a constructive diagnostic tool for students, educators, counselors, and administrators who want to motivate and influence future students to major in STEM fields of study.

  6. The role of teacher in the development of talent

    Joseph S. Renzulli

    2010-04-01

    Full Text Available The aim of this article is to provide a rationale and a set of practical guidelines for a program that supports a different style of learning from the approach that guides activities in many classrooms today. We believe that a good education balances a prescribed curriculum with regular, systematic opportunities that allow students to develop their abilities, interests, and learning styles. Even within the current trend toward an externally determined, “top-down” curriculum, teachers must have some opportunities to teach in a manner that is more consistent with the ideals that attracted them to the profession.

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

    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

  8. Development of repeated sprint ability in talented youth basketball players.

    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

    2014-04-01

    Factors affecting repeated sprint ability (RSA) were evaluated in a mixed-longitudinal sample of 48 elite basketball players 14-19 years of age (16.1 ± 1.7 years). Players were observed on 6 occasions during the 2008-09 and 2009-10 seasons. Three following basketball-specific field tests were administered on each occasion: the shuttle sprint test for RSA, the vertical jump for lower body explosive strength (power), and the interval shuttle run test for interval endurance capacity. Height and weight were measured; body composition was estimated (percent fat, lean body mass). Multilevel modeling of RSA development curve was used with 32 players (16.0 ± 1.7 years) who had 2 or more observations. The 16 players (16.1 ± 1.8 years) measured on only 1 occasion were used as a control group to evaluate the appropriateness of the model. Age, lower body explosive strength, and interval endurance capacity significantly contributed to RSA (p ≤ 0.05). Repeated sprint ability improved with age from 14 to 17 years (p ≤ 0.05) and reached a plateau at 17-19 years. Predicted RSA did not significantly differ from measured RSA in the control group (p ≥ 0.05). The results suggest a potentially important role for the training of lower body explosive strength and interval endurance capacity in the development of RSA among youth basketball players. Age-specific reference values for RSA of youth players may assist basketball coaches in setting appropriate goals for individual players.

  9. Birthplace effects on the development of female athletic talent.

    MacDonald, Dany J; King, Jared; Côté, Jean; Abernethy, Bruce

    2009-01-01

    This study examined the extent to which an athlete's place of birth can influence the likelihood of playing professional sport. Information regarding the birthplace of all American female athletes in the Ladies Professional Golf Association and Women's United Soccer Association was gathered from official league websites. Monte Carlo simulations were used to determine if the birthplace of these professional athletes differed in any systematic way from official census population distributions. Odds-ratios were determined for cities within specific population ranges to ascertain if the likelihood of playing professional sport was influenced in any systematic way by city size. The analyses revealed that female professional soccer players born in cities of less than 1,000,000 were over-represented, as were female professional golfers born in cities of less than 250,000. Results are consistent with those of male professional athletes in suggesting that areas of lower population provide conditions more conducive to the development of expertise than do larger city environments.

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

    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.

  11. A comparison of the physical and anthropometric qualities explanatory of talent in the elite junior Australian football development pathway.

    Woods, Carl T; Cripps, Ashley; Hopper, Luke; Joyce, Christopher

    2017-07-01

    To compare the physical and anthropometric qualities explanatory of talent at two developmental levels in junior Australian football (AF). Cross-sectional observational. From a total of 134 juniors, two developmental levels were categorised; U16 (n=50; 15.6±0.3 y), U18 (n=84; 17.4±0.5 y). Within these levels, two groups were a priori defined; talent identified (U16; n=25; 15.7±0.2 y; U18 n=42; 17.5±0.4 y), non-talent identified (U16; n=25; 15.6±0.4 y; U18; n=42; 17.3±0.6 y). Players completed seven physical and anthropometric assessments commonly utilised for talent identification in AF. Binary logistic regression models were built to identify the qualities most explanatory of talent at each level. A combination of standing height, dominant leg dynamic vertical jump height and 20m sprint time provided the most parsimonious explanation of talent at the U16 level (AICc=60.05). At the U18 level, it was a combination of body mass and 20m sprint time that provided the most parsimonious explanation of talent (AICc=111.27). Despite similarities, there appears to be distinctive differences in physical and anthropometric qualities explanatory of talent at the U16 and U18 level. Coaches may view physical and anthropometric qualities more (or less) favourably at different levels of the AF developmental pathway. Given these results, future work should implement a longitudinal design, as physical and/or anthropometric qualities may deteriorate (or emerge) as junior AF players develop. Copyright © 2016 Sports Medicine Australia. All rights reserved.

  12. Talent Management: Emphasis on Action

    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…

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

    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...

  14. Developing Successful Global Leaders

    Training, 2011

    2011-01-01

    Everyone seems to agree the world desperately needs strong leaders who can manage a global workforce and all the inherent challenges that go with it. That's a big part of the raison d'etre for global leadership development programs. But are today's organizations fully utilizing these programs to develop global leaders, and, if so, are they…

  15. A Strategic Differentiator in Global Competition: Talent Management

    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.

  16. Talent management

    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...

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

    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.

  18. Relative age effects in Swiss talent development - a nationwide analysis of all sports.

    Romann, Michael; Rössler, Roland; Javet, Marie; Faude, Oliver

    2018-09-01

    Relative age effects (RAE) generate consistent participation inequalities and selection biases in sports. The study aimed to investigate RAE across all sports of the national Swiss talent development programme (STDP). In this study, 18 859 youth athletes (female N = 5353; mean age: 14.8 ± 2.5 y and male N = 13 506; mean age: 14.4 ± 2.4 y) in 70 sports who participated in the 2014 competitive season were evaluated. The sample was subdivided by sex and the national level selection (NLS, N = 2464). Odds ratios (ORs) of relative age quarters (Q1-Q4) and 95% confidence intervals (CI) were calculated. In STDP, small RAE were evident for females (OR 1.35 (95%-CI 1.24, 1.47)) and males (OR 1.84 (95%-CI 1.74, 1.95)). RAE were similar in female NLS athletes (OR 1.30 (95%-CI 1.08, 1.57)) and larger in male NLS athletes (OR 2.40 (95%-CI 1.42, 1.97)) compared to athletes in the lower selection level. In STDP, RAE are evident for both sexes in several sports with popular sports showing higher RAE. RAE were larger in males than females. A higher selection level showed higher RAE only for males. In Switzerland, talent identification and development should be considered as a long-term process.

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

    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.

  20. Investigating Talent Management Philosophies

    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.

  1. Examining the Role of Mental Health and Clinical Issues within Talent Development

    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

  2. Examining the Role of Mental Health and Clinical Issues within Talent Development.

    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

  3. Examining the Role of Mental Health and Clinical Issues within Talent Development

    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

  4. Reporting Talent Management

    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...

  5. The Dutch Technical-Tactical Tennis Test (D4T) for Talent Identification and Development : Psychometric Characteristics

    Kolman, Nikki; Huijgen, Barbara; Kramer, Tamara; Elferink-Gemser, Marije; Visscher, Chris

    2017-01-01

    This study examined the test-retest reliability, validity and feasibility of the newly developed Dutch Technical Tactical Tennis Test (D4T). This new test is relevant for talent identification and development in tennis. Thirty-two youth male tennis players (age 13.4 +/- 0.5) were classified as elite

  6. The Mediator Effect of Career Development between Personality Traits and Organizational Commitment: The Example of Sport Communication Technology Talents

    Lo, Hung-Jen; Lin, Chun-Hung; Tung-Hsing, Lin; Tu, Peng-Fei

    2014-01-01

    This paper explored the relationships among career development, personality trait, and organizational commitment and examines whether career development mediates the relationship between personality trait and organizational commitment. The sample was 275 sport communication technology talents in Taiwan. The instrument included the Personality…

  7. The Dutch motor skills assessment as tool for talent development in table tennis : a reproducibility and validity study

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

    2015-01-01

    A motor skills assessment could be helpful in talent development by estimating essential perceptuo-motor skills of young players, which are considered requisite to develop excellent technical and tactical qualities. The Netherlands Table Tennis Association uses a motor skills assessment in their

  8. The Dutch motor skills assessment as tool for talent development in table tennis: a reproducibility and validity study

    Faber, I.R.; Nijhuis-Van der Sanden, M.W.G.; Elferink-Gemser, M.T.; Oosterveld, F.G.

    2015-01-01

    A motor skills assessment could be helpful in talent development by estimating essential perceptuo-motor skills of young players, which are considered requisite to develop excellent technical and tactical qualities. The Netherlands Table Tennis Association uses a motor skills assessment in their

  9. The Dutch motor skills assessment as tool for talent development in table tennis: a reproducibility and validity study

    Faber, I.R.; Nijhuis-Van der Sanden, M.W.; Elferink-Gemser, M.T.; Oosterveld, F.G.J.

    2014-01-01

    Abstract A motor skills assessment could be helpful in talent development by estimating essential perceptuo-motor skills of young players, which are considered requisite to develop excellent technical and tactical qualities. The Netherlands Table Tennis Association uses a motor skills assessment in

  10. Western Regional Conference on Testing Problems (7th, Los Angeles, California, March 14, 1958). Testing for the Discovery and Development of Human Talent.

    Educational Testing Service, Los Angeles, CA.

    At the seventh Western Regional Conference on Testing Problems, the following speeches were given: (1) "A Guidance Person's Approach to Testing for the Discovery and Development of Human Talent" by Frances D. McGill; (2) "The Instructional Uses of Measurement in the Discovery and Development of Human Talent" by Roy P. Wahle; (3) "New Frontiers of…

  11. The need to consider relative age effects in women's talent development process.

    Romann, Michael; Fuchslocher, Jörg

    2014-06-01

    Relative age effects (RAEs) refer to age differences among athletes in the same selection year. This study analyzed birth date distributions of 301,428 female athletes (aged 10-20 yr.) in Swiss Youth sports and the subgroup (n = 1,177) of the National Talent Development Program (TDP) in individual sports. Comparisons showed significant RAEs in the distribution of athletes' birth dates in alpine skiing, tennis, athletics, fencing, and snowboarding. Significant "reverse" RAEs with an overrepresentation of athletes at the end of the year were found in table tennis. In the TDP, significant RAEs were found in alpine skiing and tennis. No RAEs were detected in athletics. In table tennis, fencing, and snowboarding, "reverse" RAEs were found. Clearly, RAEs are complex and vary across individual sports for females.

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

    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.

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

    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…

  14. Predictability of physiological testing and the role of maturation in talent identification for adolescent team sports.

    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.

  15. Reporting Talent Management

    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...

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

    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.

  17. The Use of Talent Classes to Reproduce Differentiated Education

    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…

  18. “The Early Specialised Bird Catches the Worm!” – A Specialised Sampling Model in the Development of Football Talents

    Sieghartsleitner, Roland; Zuber, Claudia; Zibung, Marc; Conzelmann, Achim

    2018-01-01

    Characteristics of learning activities in early sport participation play a key role in the development of the sporting talent. Therefore, pathways of specialisation or diversification/sampling are as well debated as the implementation of practice- or play-oriented activities. The related issues are currently perceived as a two-dimensional construct of domain specificity and performance orientation. In this context, it has been shown that early specialisation, with experiences in practice and play, has led to Swiss junior national team football players reaching higher success levels as adults. This study aimed to examine whether a similar approach improves chances of even being selected for junior national teams from a broader sample. Hence, 294 youth players answered retrospective questionnaires on their early sport participation when entering the Swiss football talent development programme. Using the person-oriented Linking of Clusters after removal of a Residue (LICUR) method, volumes of in-club practice, free play and activities besides football until 12 years of age were analysed along with age at initial club participation. According to the results, clusters of Football enthusiasts (p = 0.01) with the most free play and above average in-club practice and Club players (p = 0.02) with the most in-club practice and average free play had a greater chance of reaching junior national team level. Thus, high levels of domain-specific activities seem to increase the chances of junior national team participation. Furthermore, the most successful constellation (Football enthusiasts) may illustrate the relevance of domain-specific diversity, induced by several types of practice and play. In line with previous studies, specialising in football and sampling different experiences within this specific domain seems to be the most promising pathway. Therefore, we argue that the optimal model for the development of football talents is a specialised sampling model. PMID:29515500

  19. Leadership development and succession planning in case management.

    Miodonski, Kathleen; Hines, Patricia

    2013-01-01

    The director of case management is one of health care's leadership positions most frequently in demand. The lack of qualified and effective case management leaders will continue to be an issue for organizations for years to come, influenced by increasing pressures on health care reimbursement and the aging case management workforce. Organizations have an opportunity to create a program to develop future case management leaders from their internal talent. The proposed strategies are designed for the acute care hospital but also have applicability in other health care settings where there are case managers and a need for case management leadership. The business community offers leadership research and leadership development models with relevance to case management. Identifying and developing internal talent for leadership roles has been proven to be effective in preparation for advanced responsibilities, has a positive effect on staff morale, and minimizes the impact of vacant leadership positions during recruitment and onboarding activities. Creating a case management leadership development program for an organization can be an alternative to the process of external recruitment for case management department leaders. Such a program can be undertaken even in today's budget conscious environment by accessing existing resources in an organization in a creative and organized manner. The authors outline an approach for case management leaders to accept responsibility for succession planning and for case managers to accept responsibility for promoting their own career development through creation of a leadership development program.

  20. Developing Creativity, Talents, and Interests across the Lifespan: Centers for Creativity and Innovation

    C. June Maker

    2015-12-01

    Full Text Available Abstract Based on a strong belief that all people have the potential to be innovative and creative in at least one talent area, and that their potential can be developed and enhanced through access to a rich and stimulating environment, the authors have developed an innovative idea for community centers. We have designed centers that have a rich supply of materials, spaces for individual exploration and group problem solving, suggested experiences for exploration, and people to guide when needed; these centers can be established in local communities or in schools, and need to be available to all ages and all members of the community. The Prism of Learning, a framework developed by Maker and Anuruthwong, and tested in several countries, is recommended as the overall theory guiding the development of creativity and talent. Human abilities include Linguistic, Mathematical, Auditory, Emotional, Social, Scientific, Mechanical-Technical, Visual/Spatial, Bodily/Somatic, and Spiritual. We present this plan and invite the global educational and psychological community to think about it, discuss it, tell us what you think, and most importantly of all, try it! Keywords: talent development, innovation, giftedness, creativity development, theories of intelligence, exploration, independent learning, group problem solving Öz Bütün insanların en az bir yetenek alanında yenilikçi ve yaratıcı potansiyeli olduğuna ve bu potansiyelin zengin ve uyarıcı bir ortamla beraber geliştirilerek arttırılabileceğine dair güçlü inanışı temel alan araştırmacılar toplum merkezleri için yenilikçi bir fikir geliştirmiş- lerdir. Bireysel araştırmalar veya grup problem çözme alanlarının yer aldığı ve ihtiyaç duyulduğunda rehberlik yapacak bireylerin bulunduğu ve zengin materyallerle hizmet sunacak şekilde tasarlamış olduğumuz merkezler her yaş grubundan toplumun tüm bireylerine hizmet verecek şekilde yerel topluluklar veya okullarda

  1. Exploring how gifts are discovered and why talents develop in sport

    Tranckle, Peter

    2005-01-01

    This thesis was submitted for the degree of Doctor of Philosophy and awarded by Brunel University. This thesis has attempted to advance knowledge and understanding of giftedness and talent in sport. Difficulties concerning conceptual clarity and issues concerning the origin of talent have slowed the advancement of this field of inquiry. By recognising the divisions that have occurred within the literature due to approach and presupposition, Gagne's (2000) Differentiated Model Of Giftedness...

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

    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...

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

    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

  4. The multi-dimensional talent support tool (mBET – a systemic approach towards individualized support of the gifted and talented in Austria

    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.

  5. Are youth sport talent identification and development systems necessary and healthy?

    Rongen, Fieke; McKenna, Jim; Cobley, Stephen; Till, Kevin

    2018-05-22

    Talent identification and development systems (TIDS) are commonly used in professional sport to convert youth athletes into sporting stars of the future. Acknowledging that only a few athletes can "make it," the necessity and healthiness of TIDS have recently been questioned based on their increased professionalism, high training, and competition volumes, but limited effectiveness. In this short communication, we suggest that the key issues associated with TIDS are not due to their overall concept, but with how they are designed and implemented. It is recommended that researchers and practitioners determine the worth and value of TIDS by also evaluating the positive health of the athlete rather than solely focusing on performance outcomes. To achieve this, TIDS staff should shape and develop their values, expectations, and day-to-day routines to achieve positive health outcomes focusing on personal development and an athlete-centered culture. In business, this has been termed the concept of "Deliberately Developmental Organisation." TIDS can deploy the factors (e.g., high-quality staff, expert support services, quality facilities, and learning routines) characteristic of such organizations, to concurrently ensure positive impacts and minimize predictable negative outcomes without losing focus on a drive for sporting performance.

  6. Developing science talent in minority students: Perspectives of past participants in a summer mentorship program

    Schimmel, Dale Bishop

    The underrepresentation of women and ethnic minorities in science has been well documented. Research efforts are directed toward understanding the high attrition rate in science course selection as students advance through high school and college. The attrition rate is especially high for females and minority students. Since 1980 the Department of Biological Sciences at the University of Connecticut has conducted a "Minority Research Apprentice Program" to attract students by expanding their knowledge of research and technology. The goal of the program is to encourage students from underrepresented groups to eventually select careers in the field of science. This qualitative study of past participants explored factors that related to students' decisions to pursue or not to pursue careers in science. Descriptive statistics and qualitative data collected from surveys and interviews of twenty former apprentices, along with comparative case studies of four selected individuals, revealed the educational interventions, personal traits and social supports that helped guide students' eventual career choice decisions. Participation in gifted programs, advanced placement courses, and talented high school science teachers all played a critical role in assisting these individuals in developing their potential interest. Qualitative data revealed the role of the Minority Research Apprentice Program played in helping talented individuals gain an appreciation of the nature of scientific research through apprenticeship and involvement with authentic projects. For all those involved, it assisted them in clarifying their eventual career choices. Individuals identified the lack of challenge of the introductory science courses, the commitment science requires, and the nature of laboratory work as reasons for leaving the field. Females who left science switched majors more frequently than males. Qualitative data revealed the dilemma that multipotentiality and lack of career counseling

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

    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...

  8. The Dutch motor skills assessment as tool for talent development in table tennis: a reproducibility and validity study.

    Faber, Irene R; Nijhuis-Van Der Sanden, Maria W G; Elferink-Gemser, Marije T; Oosterveld, Frits G J

    2015-01-01

    A motor skills assessment could be helpful in talent development by estimating essential perceptuo-motor skills of young players, which are considered requisite to develop excellent technical and tactical qualities. The Netherlands Table Tennis Association uses a motor skills assessment in their talent development programme consisting of eight items measuring perceptuo-motor skills specific to table tennis under varying conditions. This study aimed to investigate this assessment regarding its reproducibility, internal consistency, underlying dimensions and concurrent validity in 113 young table tennis players (6-10 years). Intraclass correlation coefficients of six test items met the criteria of 0.7 with coefficients of variation between 3% and 8%. Cronbach's alpha valued 0.853 for internal consistency. The principal components analysis distinguished two conceptually meaningful factors: "ball control" and "gross motor function." Concurrent validity analyses demonstrated moderate associations between the motor skills assessment's results and national ranking; boys r = -0.53 (P motor skills assessment seems to be a reproducible, objective part of a talent development programme, more longitudinal studies are required to investigate its predictive validity.

  9. International knowledge mobility and urban development in rapidly globalizing areas: building global hubs for talent in Dubai and Abu Dhabi

    Ewers, Michael

    2016-01-01

    This paper examines the processes through which the United Arab Emirates’ (UAE) cities of Abu Dhabi and Dubai attract and integrate knowledge workers into their labor markets. It focuses on how the UAE has acquired the human capital to create post-oil economies, deploying its oil windfalls into massive urban development strategies in order to create global hubs for talent. More significantly, it analyzes how the UAE’s strategies and frameworks for attracting global knowle...

  10. Applying talent management to nursing.

    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.

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

    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.

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

    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.

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

    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

  14. Developing Academic Talent: A Problem of Vertical Integration and Discussant Reactions.

    Trivelpiece, Alvin W.

    The keynote address from the proceedings of the 1988 Conference on Academic Talent is presented here. The address criticizes the current educational system for its concentration on college preparatory courses that have little or no hands-on experience. It argues that the existing system does not encourage curiosity, a problem seen as so pervasive…

  15. Excelencia Nacional: Motivos para Promover el Talento Norteamericano (National Excellence: A Case for Developing America's Talent).

    Ross, Pat O'Connell

    This booklet, in Spanish, summarizes a report on the educational needs of gifted and talented students in the United States. The booklet identifies indicators of an educational crisis, describes the current status of education for these students, and presents recommendations. Indicators demonstrating the need for change include the relatively poor…

  16. Anthropometric and performance measures for the development of a talent detection and identification model in youth handball.

    Mohamed, Hasan; Vaeyens, Roel; Matthys, Stijn; Multael, Marc; Lefevre, Johan; Lenoir, Matthieu; Philppaerts, Renaat

    2009-02-01

    The first part of this study examined in which basic morphological and fitness measures Under-14 (n=34) and Under-16 (n=47) male youth handball players differ from reference samples of the same age (n=430 and n=570, respectively). To help develop a talent identification model, the second part of the study investigated which specific morphological and performance measures describe differences between elite (n=18) and non-elite (n=29) Under-16 youth handball players. The results showed that Under-16 handball players were significantly taller than the reference group; this was not the case in the Under-14 age group. Physical fitness in handball players was significantly better than in the reference groups. Multivariate analysis of covariance (maturation and chronological age as covariates) showed that the Under-16 elite players were heavier and had greater muscle circumferences than their non-elite peers. Elite players scored significantly better on strength, speed and agility, and cardiorespiratory endurance but not on balance, upper limb speed, flexibility or upper body muscular endurance. Maturation was a significant covariate in anthropometric measures but not in physical performance. Discriminant analysis between elite and non-elite players revealed that height, running speed, and agility are important parameters for talent identification. Specific anthropometric measures, in addition to some performance measures, are useful for talent identification in youth handball.

  17. Talent predictors

    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.

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

    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.

  19. Talent Management in Academies

    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.…

  20. It's not rocket science : developing pupils’ science talent in out-of-school science education for primary schools

    Geveke, Carla

    2017-01-01

    Out-of-school science educational activities, such as school visits to a science center, aim at stimulating pupils’ science talent. Science talent is a developmental potential that takes the form of talented behaviors such as curiosity and conceptual understanding. This dissertation investigates

  1. It's not rocket science : Developing pupils’ science talent in out-of-school science education for Primary Schools

    Geveke, Catherina

    2017-01-01

    Out-of-school science educational activities, such as school visits to a science center, aim at stimulating pupils’ science talent. Science talent is a developmental potential that takes the form of talented behaviors such as curiosity and conceptual understanding. This dissertation investigates

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

    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.

  3. Detecting talent

    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. Comparison of ergometer- and track-based testing in junior track-sprint cyclists. Implications for talent identification and development.

    Tofari, Paul J; Cormack, Stuart J; Ebert, Tammie R; Gardner, A Scott; Kemp, Justin G

    2017-10-01

    Talent identification (TID) and talent development (TDE) programmes in track sprint cycling use ergometer- and track-based tests to select junior athletes and assess their development. The purpose of this study was to assess which tests are best at monitoring TID and TDE. Ten male participants (16.2 ± 1.1 year; 178.5 ± 6.0 cm and 73.6 ± 7.6 kg) were selected into the national TID squad based on initial testing. These tests consisted of two 6-s maximal sprints on a custom-built ergometer and 4 maximal track-based tests (2 rolling and 2 standing starts) using 2 gear ratios. Magnitude-based inferences and correlation coefficients assessed changes following a 3-month TDE programme. Training elicited meaningful improvements (80-100% likely) in all ergometer parameters. The standing and rolling small gear, track-based effort times were likely and very likely (3.2 ± 2.4% and 3.3 ± 1.9%, respectively) improved by training. Stronger correlations between ergometer- and track-based measures were very likely following training. Ergometer-based testing provides a more sensitive tool than track-based testing to monitor changes in neuromuscular function during the early stages of TDE. However, track-based testing can indicate skill-based improvements in performance when interpreted with ergometer testing. In combination, these tests provide information on overall talent development.

  5. Developing a successful robotics program.

    Luthringer, Tyler; Aleksic, Ilija; Caire, Arthur; Albala, David M

    2012-01-01

    Advancements in the robotic surgical technology have revolutionized the standard of care for many surgical procedures. The purpose of this review is to evaluate the important considerations in developing a new robotics program at a given healthcare institution. Patients' interest in robotic-assisted surgery has and continues to grow because of improved outcomes and decreased periods of hospitalization. Resulting market forces have created a solid foundation for the implementation of robotic surgery into surgical practice. Given proper surgeon experience and an efficient system, robotic-assisted procedures have been cost comparable to open surgical alternatives. Surgeon training and experience is closely linked to the efficiency of a new robotics program. Formally trained robotic surgeons have better patient outcomes and shorter operative times. Training in robotics has shown no negative impact on patient outcomes or mentor learning curves. Individual economic factors of local healthcare settings must be evaluated when planning for a new robotics program. The high cost of the robotic surgical platform is best offset with a large surgical volume. A mature, experienced surgeon is integral to the success of a new robotics program.

  6. Poetry, Music, Writing and Painting; Developing the artistic talents of Adults with Cystic Fibrosis.

    Webb, Anthony Kevin; Fitzjohn, Joan

    2016-01-01

    Art is an expressive outlet for the physical limitations and emotional frustrations of living with a life limiting condition such cystic fibrosis. In the Manchester Adult Cystic Fibrosis Centre we have facilitated the sharing of the inherent artistic talent of our patients with the support of painters, musicians, potters, creative writers, photographers and textile specialists and our own ward staff in our dedicated 22 bed CF inpatient unit. The programme has provided some splendid works that enliven our ward and, more importantly, continue to inspire our patients as they attempt to overcome the socially limiting consequences of hospital admission. Copyright © 2015. Published by Elsevier Ltd.

  7. Success factors in technology development

    Preston, John T.

    1995-01-01

    Universities in the U.S. have a significant impact on business through the transfer of technology. This paper describes goals and philosophy of the Technology Licensing Office at the Massachusetts Institute of Technology. This paper also relates the critical factors for susscessful technology transfer, particularly relating to new business formation. These critical factors include the quality of the technology, the quality of the management, the quality of the investor, the passion for success, and the image of the company. Descriptions of three different levels of investment are also given and the most successful level of investment for starting a new company is reviewed. Licensing to large companies is also briefly reviewed, as this type of licensing requires some different strategies than that of licensing to start-up companies. High quality critical factors and intelligent investment create rewards for the parties and successful ventures.

  8. Hvad karakteriserer et talent?

    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...

  9. Identifying the Physical Fitness, Anthropometric and Athletic Movement Qualities Discriminant of Developmental Level in Elite Junior Australian Football: Implications for the Development of Talent.

    Gaudion, Sarah L; Doma, Kenji; Sinclair, Wade; Banyard, Harry G; Woods, Carl T

    2017-07-01

    Gaudion, SL, Doma, K, Sinclair, W, Banyard, HG, and Woods, CT. Identifying the physical fitness, anthropometric and athletic movement qualities discriminant of developmental level in elite junior Australian football: implications for the development of talent. J Strength Cond Res 31(7): 1830-1839, 2017-This study aimed to identify the physical fitness, anthropometric and athletic movement qualities discriminant of developmental level in elite junior Australian football (AF). From a total of 77 players, 2 groups were defined according to their developmental level; under 16 (U16) (n = 40, 15.6 to 15.9 years), and U18 (n = 37, 17.1 to 17.9 years). Players performed a test battery consisting of 7 physical fitness assessments, 2 anthropometric measurements, and a fundamental athletic movement assessment. A multivariate analysis of variance tested the main effect of developmental level (2 levels: U16 and U18) on the assessment criterions, whilst binary logistic regression models and receiver operating characteristic (ROC) curves were built to identify the qualities most discriminant of developmental level. A significant effect of developmental level was evident on 9 of the assessments (d = 0.27-0.88; p ≤ 0.05). However, it was a combination of body mass, dynamic vertical jump height (nondominant leg), repeat sprint time, and the score on the 20-m multistage fitness test that provided the greatest association with developmental level (Akaike's information criterion = 80.84). The ROC curve was maximized with a combined score of 180.7, successfully discriminating 89 and 60% of the U18 and U16 players, respectively (area under the curve = 79.3%). These results indicate that there are distinctive physical fitness and anthropometric qualities discriminant of developmental level within the junior AF talent pathway. Coaches should consider these differences when designing training interventions at the U16 level to assist with the development of prospective U18 AF players.

  10. Talent management : Towards a more inclusive understanding

    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

  11. Transforming High-Poverty Urban Middle Schools into Strong Learning Institutions: Lessons from the First Five Years of the Talent Development Middle School.

    Balfanz, Robert; Mac Iver, Doug

    2000-01-01

    Two developers of the Talent Development Middle School model discuss 10 lessons from implementing, refining, and evaluating this model in 5 high-poverty middle schools in Philadelphia, Pennsylvania, and describe obstacles encountered and breakthroughs experienced in developing the knowledge base, materials, and infrastructure of the model. (SLD)

  12. A framework for successful hotel developments

    Chris E Cloete

    2013-04-01

    Various critical success factors for hotel development are identified in this article, and incorporated into a hotel property development framework, establishing a practical ‘road map’ for successful hotel developments. The validity of the proposed hotel property development framework has been assessed by intensive direct interviews with hotel development professionals.

  13. Talent identification in youth soccer.

    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.

  14. Exploring the recognition of talents : Identifying the prototype

    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

  15. A Cross-Cultural Perspective about the Implementation and Adaptation Process of the Schoolwide Enrichment Model: The Importance of Talent Development in a Global World

    Hernández-Torrano, Daniel; Saranli, Adile Gulsah

    2015-01-01

    Gifted education and talent development are considered today as key elements for developing human capital and increasing competitiveness within education and the economy. Within this framework, a growing number of countries have begun to invest large amounts of resources to discover and nurture their most able students. As boundaries and…

  16. Working Together To Become Proficient Readers. Early Impact of the Talent Development Middle School's Student Team Literature Program. Report No. 15.

    Mac Iver, Douglas J.; Plank, Stephen B.; Balfanz, Robert

    The Talent Development Model of Middle School Reform includes a "Student Team Literature" (STL) program that relies on: (1) curricular materials designed to assist students to study great literature; (2) recommended instructional practices, peer assistance processes, and assessments; and (3) staff development, mentoring, and advising to…

  17. Strengths-based recruitment and development a practical guide to transforming talent management strategy for business results

    Bibb, Sally

    2016-01-01

    Strengths-Based Recruitment and Development explains how and why strengths-based recruitment (SBR) is having a transformational impact on performance in top companies like Saga, Gap, Starbucks and SABMiller. By shifting the focus from what people can do (competency-based recruitment) to what they naturally enjoy doing, or SBR, these companies have reported results which include a 50% drop in staff turnover, 20% increase in productivity and a 12% increase in customer satisfaction within a matter of months. It is no wonder that organizations in many sectors are adopting this new and powerful approach to improve performance, customer satisfaction and competitive edge. Strengths-Based Recruitment and Development includes case studies and interviews with executive board level leaders. These provide rare insight into how they implemented strengths approaches in their organizations to improve the bottom line and performance. The book shows how strengths-based talent management goes beyond simply recruiting the righ...

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

    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…

  19. Raising Future Scientists: Identifying and Developing a Child’s Science Talent, A Guide for Parents and Teachers

    Heilbronner, Nancy N.

    2013-01-01

    Parents and teachers may suspect early science talent in children, which frequently manifests itself through insatiable curiosity and an intense interest in one or more areas of science. However, sometimes they struggle with identification and then knowing what to do to nurture these talents. The author of this practical article provides a…

  20. Adolescents' Commitment to Developing Talent: The Role of Peers in Continuing Motivation for Sports and the Arts.

    Patrick, Helen; Ryan, Allison M.; Alfeld-Liro, Corinne; Fredericks, Jennifer A.; Hruda, Ludmila Z.; Eccles, Jacquelynne S.

    1999-01-01

    Conducted semi-structured in-depth interviews with 41 adolescents talented in sports or the arts to study the importance of peer relationships in their continued involvement in their talent activities, sex differences in attitudes, and possible differences by activity domain. Peers generally played a supportive role, although females were more…

  1. Successful Regional Pellets Market Development

    Oehlinger, Christine

    2006-01-01

    In Upper Austria, renewable energy sources (RES) provide over 30 % of the primary energy consumption (of which 14 % is biomass). That high market penetration was achieved by a clear energy strategy including an energy action plan. The O.Oe. Energiesparverband, the energy agency of Upper Austria, is responsible for the implementation of the measures included in the action plan. Establishing a new market in a short term period is possible and the Upper Austrian example of biomass market development gives a clear signal that a positive change can be brought about: oil-heating installations in new homes decreased from 36 % in 1999 to less than 1 % in the year 2005; and the share of renewable energy heating installations in new-built homes increased in the same time period from 32 % to 70 %. The ambitious goal of doubling the share of modern biomass heating systems until 2010 was defined for future market development

  2. ROLL OUT THE TALENT : Final project report

    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 ...

  3. An "Elective Replacement" Approach to Providing Extra Help in Math: The Talent Development Middle Schools' Computer- and Team-Assisted Mathematics Acceleration (CATAMA) Program.

    Mac Iver, Douglas J.; Balfanz, Robert; Plank, Stephan B.

    1999-01-01

    Two studies evaluated the Computer- and Team-Assisted Mathematics Acceleration course (CATAMA) in Talent Development Middle Schools. The first study compared growth in math achievement for 96 seventh-graders (48 of whom participated in CATAMA and 48 of whom did not); the second study gathered data from interviews with, and observations of, CATAMA…

  4. The Contribution of the New South Wales Primary Schools Sports Association towards Developing Talent in Australian 12-Year-Old Female Swimmers

    Light, Richard

    2012-01-01

    This article reports on a case study that inquired into the influence of the New South Wales Primary Schools Sports Association competitive swimming structure on the development of talented 12-year old female swimmers. The study focused on ten 12-year old girls in the New South Wales team that contested the 2009 national swimming championships…

  5. Seven Myths of Global Talent Management

    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....

  6. Demystifying talent management

    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...

  7. Talent Management for Universities

    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…

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

    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. The Promises of Talent

    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....

  10. Rethinking Giftedness and Talent in Sport

    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…

  11. Talent and Talent Management as Floating Ambiguities

    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....

  12. Health Related Outcomes of Successful Development

    Kebza, V.; Šolcová, Iva; Kodl, M.; Kernová, V.

    2016-01-01

    Roč. 24, č. 1 (2016), s. 76-82 ISSN 1210-7778 Institutional support: RVO:68081740 Keywords : successful development * longitudinal study * health -related variables Subject RIV: AN - Psychology Impact factor: 0.682, year: 2016

  13. 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

    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.

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

    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 ...

  15. Employability and Talent Management: Challenges for HRD Practices

    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…

  16. Strategies for successful software development risk management

    Marija Boban

    2003-01-01

    Full Text Available Nowadays, software is becoming a major part of enterprise business. Software development is activity connected with advanced technology and high level of knowledge. Risks on software development projects must be successfully mitigated to produce successful software systems. Lack of a defined approach to risk management is one of the common causes for project failures. To improve project chances for success, this work investigates common risk impact areas to perceive a foundation that can be used to define a common approach to software risk management. Based on typical risk impact areas on software development projects, we propose three risk management strategies suitable for a broad area of enterprises and software development projects with different amounts of connected risks. Proposed strategies define activities that should be performed for successful risk management, the one that will enable software development projects to perceive risks as soon as possible and to solve problems connected with risk materialization. We also propose a risk-based approach to software development planning and risk management as attempts to address and retire the highest impact risks as early as possible in the development process. Proposed strategies should improve risk management on software development projects and help create a successful software solution.

  17. Contents of Global Talent Evaluations: Baltics & Serbia

    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.

  18. Leadership and Project Success in Development Sector

    Saghir Ahmed

    2017-10-01

    Full Text Available Aim/purpose - The study aims to investigate the relationship among the leadership, operational efficiency and project success in general and the impact of transformational leadership and operational efficiency on project success in particular. Design/methodology/approach - Mean comparison from descriptive statistics and multiple linear regression from inferential statistics was used to determine the association between variables and further impact of the transformational leadership and operational efficiency on project success in the development sector. The paper presents the results of a survey conducted among 200 employees from the top, middle & lower management levels of various national & international development organizations working in Pakistan like Microfinance Banks and other Rural Support Programs. Statistical Package for Social Sciences (SPSS was used to process data. Findings - The result shows positive association among transformational leadership, operational efficiency and project success. In addition, it was found that transformational leadership and operational efficiency have a positive and statistically significant impact on the project success. It is concluded that both transformational leadership and operational efficiency are vital to achieving the optimum level of success in any project, especially in the development sector. Research implications/limitations - The integral limitation of the study was the respondents because most of the development organizations have their operations in rural areas where access was difficult because of limited time and resources. In addition, such organizations are always reluctant to provide survey feedback. Originality/value/contribution - The paper contribution is in the theoretical and practical knowledge of the project success factors in the development sector which is still a somehow unexplored area. Regulators of the development sector may be benefited from this study.

  19. People analytics in the era of big data changing the way you attract, acquire, develop, and retain talent

    Isson, Jean Paul

    2016-01-01

    Apply predictive analytics throughout all stages of workforce management People Analytics in the Era of Big Data provides a blueprint for leveraging your talent pool through the use of data analytics. Written by the Global Vice President of Business Intelligence and Predictive Analytics at Monster Worldwide, this book is packed full of actionable insights to help you source, recruit, acquire, engage, retain, promote, and manage the exceptional talent your organization needs. With a unique approach that applies analytics to every stage of the hiring process and the entire workforce planning and management cycle, this informative guide provides the key perspective that brings analytics into HR in a truly useful way. You're already inundated with disparate employee data, so why not mine that data for insights that add value to your organization and strengthen your workforce? This book presents a practical framework for real-world talent analytics, backed by groundbreaking examples of workforce analytics in a...

  20. A Framework for successful new product development

    Nadia Bhuiyan

    2011-12-01

    Full Text Available Purpose: The purpose of this paper is to propose a framework of critical success factors, metrics, and tools and techniques for implementing metrics for each stage of the new product development (NPD process.Design/methodology/approach: To achieve this objective, a literature review was undertaken to investigate decades of studies on NPD success and how it can be achieved. These studies were scanned for common factors for firms that enjoyed success of new products on the market.Findings: The paper summarizes NPD success factors, suggests metrics that should be used to measure these factors, and proposes tools and techniques to make use of these metrics. This was done for each stage of the NPD process, and brought together in a framework that the authors propose should be followed for complex NPD projects.Research limitations/implications: Several different research directions could provide additional useful information both to firms finding critical success factors (CSF and measuring product development success as well as to academics performing research in this area. The main research opportunity exists in implementing or testing the proposed framework.Practical implications: The framework can be followed by managers of complex NPD projects to ensure success.Originality/value: While many studies have been conducted on critical success factors for NPD, these studies tend to be fragmented and focus on one or a few phases of the NPD process. To the authors’ knowledge, this is the first time a framework that synthesizes these studies into a single framework.

  1. Developing leadership competencies: Insights from emergent junior talent-intransitions in South Africa

    MacDonald Kanyangale; Noel Pearse

    2014-01-01

    Increasingly, leadership development programs are being challenged to produce robust evidence of their impact on leadership competencies of participants in South Africa. If used properly, portfolio assessment of one`s own leadership development journey has the potential to depict not just learning achievement, but also leadership growth and development. A multinational corporation in South Africa outsourced to a business school a program to develop leadership of selected 15 high-performing...

  2. The impact of recognition on retention of good talent in the workforce

    Nonhlanhla Mngomezulu

    2015-10-01

    Full Text Available Retention of talented workforce is the most crucial issue business sectors are faced with today as a result of brain drain.Talent has become the driving force for business success. Most employees leave due to lack of professional challenges, having received little or no recognition, and the absence of career growth and development. The purpose of this study is to determine the impact recognition has on retention of talented workforce in the workplace. A total of 70 questionnaires were distributed to employees in different job categories. The study revealed that management can apply numerous approaches to retain good talent. Moreover, it is vital for managers to bear in mind that these approaches might have dissimilar effects on different individuals. This study also answered some of the most critical issues the business sector is faced with, such as employee retention due to the shortage of skilled labour and failure to recognize good work done. The findings reflect that reward, passion, recognition, motivation, and effective talent management are some of the factors business leaders have to address in order to minimize voluntary turnover and retain good talent in the workplace

  3. The Dutch Technical-Tactical Tennis Test (D4T for Talent Identification and Development: Psychometric Characteristics

    Kolman Nikki

    2017-01-01

    Full Text Available This study examined the test-retest reliability, validity and feasibility of the newly developed Dutch Technical-Tactical Tennis Test (D4T. This new test is relevant for talent identification and development in tennis. Thirty-two youth male tennis players (age 13.4 ± 0.5 were classified as elite (n = 15 or sub-elite (n = 17 according to their position on the national youth ranking list under 15 years (cut-off rank 50 in the Netherlands. Games, rallies and different tactical situations (i.e. offensive, neutral and defensive were simulated with a ball machine. Players had to return 72 balls to predetermined target areas. Stroke quality was recorded based on ball velocity and accuracy (VA-index, as well as percentage errors. Test-retest reliability was assessed by comparing differences between the first and second test-session (n = 10. An intraclass-correlation coefficient of .78 for the VA-index was found (p < .05, indicating excellent test-retest reliability. Independent t-tests revealed that elite players outscored sub-elite players for the VA-index, ball velocity, accuracy and percentage errors (p < .05, supporting good validity. Furthermore, a high correlation was found between the VA-index and individual positions on the youth ranking list (p = -.75; p < .001. The assessment of feasibility indicated that the D4T was applicable for instructors and coaches. In conclusion, the D4T was shown to be a reliable, valid and feasible test to measure technical-tactical characteristics of tennis performance in youth players.

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

    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…

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

    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,…

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

    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.

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

    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.

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

    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

  9. Masculinity Identity Development and Its Relevance to Supporting Talented Black Males

    Henfield, Malik S.

    2012-01-01

    The purpose of the article is to provide a brief introduction to Black male masculine identity development and relate it to the field of gifted education. It will begin with information related to identity development that is applicable to Black males. Next, the phenomenological variant of ecological systems theory (PVEST) will be explored and…

  10. Cultivating a "Jian Zi": Exploring an Art Teacher's Responsive Pedagogy for the Development of Art Talent in Taiwan

    Chen, Wei-Ren

    2017-01-01

    This qualitative case study explored the operational curricula of an art teacher's responsive pedagogy that focused on the differentiation aspects for artistically talented students in an elementary school in Taiwan. Findings indicate that cultivating a "Jian Zi" is the heart of the value system embedded in the art teacher's responsive…

  11. Talent development in European higher education : honors programs in the Benelux, Nordic and German-speaking countries

    Wolfensberger, Marca

    2015-01-01

    This book examines the much-debated question of how to unleash the potential of young people with promising intellectual abilities and motivation. It looks at the increasingly important topic of excellence in education, and the shift in focus towards the provision of programs to support talented

  12. How Does Using Philosophy and Creative Thinking Enable Me to Recognise and Develop Inclusive Gifts and Talents in My Pupils?

    Hurford, Ros

    2013-01-01

    In this writing it is my intention to show how using philosophy and creative thinking with junior school children has enabled me to identify gifts and talents of which I might otherwise have been unaware and to show the impact this has had on the children concerned in terms of their own awareness of themselves as learners. I will also question…

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

    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...

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

    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,…

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

    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…

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

    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…

  17. An Eye for Talent

    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 ...

  18. Talent identification and early development of elite water-polo players: a 2-year follow-up study.

    Falk, Bareket; Lidor, Ronnie; Lander, Yael; Lang, Benny

    2004-04-01

    The processes of talent detection and early development are critical in any sport programme. However, not much is known about the appropriate strategies to be implemented during these processes, and little scientific inquiry has been conducted in this area. The aim of this study was to identify variables of swimming, ball handling and physical ability, as well as game intelligence, which could assist in the selection process of young water-polo players. Twenty-four players aged 14-15 years underwent a battery of tests three times during a 2-year period, before selection to the junior national team. The tests included: freestyle swim for 50, 100, 200 and 400 m, 100-m breast-stroke, 100-m 'butterfly' (with breast-stroke leg motion), 50-m dribbling, throwing at the goal, throw for distance in the water, vertical 'jump' from the water, and evaluation of game intelligence by two coaches. A comparison of those players eventually selected to the team and those not selected demonstrated that, 2 years before selection, selected players were already superior on most of the swim tasks (with the exception of breast-stroke and 50-m freestyle), as well as dribbling and game intelligence. This superiority was maintained throughout the 2 years. Two-way tabulation revealed that, based on baseline scores, the prediction for 67% of the players was in agreement with the final selection to the junior national team. We recommend that fewer swim events be used in the process of selecting young water-polo players, and that greater emphasis should be placed on evaluation of game intelligence.

  19. Attract, Retain and Develop New Nuclear Talents Beyond Academic Curricula: the ENEN+ project

    Cizelj, Leon

    2017-01-01

    The European Nuclear Education Network, ENEN Association, is an Association established as an international non-profit association under the French law of 1901, on 22 September 2003, as a result of the “ENEN project” funded by the European Commission. Objectives of ENEN: The main objective is the preservation and further development of expertise in the nuclear fields by higher Education & Training: •Promote and further develop the collaboration in nuclear education and training of students, researchers and professionals •Ensure the quality of nuclear education and training •Increase the attractiveness for engagement in the nuclear fields for students, researchers and professionals •Promote life-long learning and career development at post-graduate or equivalent level

  20. Talent identification and promotion programmes of Olympic athletes.

    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.

  1. Success factors, competitive advantage and competence development

    Grunert, Klaus G.; Hildebrandt, Lutz

    2004-01-01

    others or what are successful strategies to outperform a competitor. In the beginning of strategic management research, the theoretical background for explaining the strategic behaviour of firms and business units was not very sophisticated. Most studies were purely exploratory and in general, small......Since the early days of strategic management research scientists and managers have tried to find general rules for developing successful business strategies. Numerous articles have been published based on studies that explore research questions like: why are some competitors more profitable than......-scale case studies were the bases to generate assumptions on the causes of business success. A fundamental breakthrough towards a broader theoretical basis for strategic planning was the adoption of concepts and research methods from economic theory in the seventies of the last century. For more than 20...

  2. Potential success factors in brand development

    Esbjerg, Lars; Grunert, Klaus G.; Poulsen, Carsten Stig

    2005-01-01

    to the marketing of the brand." The branding literature mentions many important aspects, factors, issues, brand requirements, steps, building blocks or guidelines for building strong brands. However, these are all quite general and abstract. Given the substantial body of literature on branding, surprisingly few......? This is the question we want to answer. More specifically, we want to identify potential success factors in building strong brands, understood as brands with high consumer-based brand equity. Keller (1993, p. 2) defined customer-based brand equity as "the differential effect of brand knowledge on consumer response...... of this paper is to identify potential success factors in developing strong brands and to test whether these factors can be used to discriminate between strong and weak brands. It does so through a review of the literature for potential success factors. Furthermore, to ensure that important factors have...

  3. From Apprentice to Construction Manager and beyond: Developing a Talent Pipeline

    McGettingan, Eamonn; O'Neill, Donal

    2009-01-01

    Purpose: The purpose of this paper is to outline the approach taken within Kentz Engineers and Constructors to develop electrical technicians and other apprentices on an international basis. Design/methodology/approach: The approach adopted is that of a case study which describes activities and processes within the college and the rationale behind…

  4. Talent development of high performance coaches in team sports in Ireland.

    Sherwin, Ian; Campbell, Mark J; Macintyre, Tadhg Eoghan

    2017-04-01

    Coaches are central to the development of the expert performer and similarly to continued lifelong participation in sport. Coaches are uniquely positioned to deliver specific technical and tactical instruction and mentoring programmes that support the psychological and social development of athletes in a challenging, goal-oriented and motivational environment. The current study aimed to qualitatively investigate current coach learning sources and coaches' educational backgrounds in team sports in Ireland. Coaches from five team sports in Ireland were asked to complete an online questionnaire. Subsequently male coaches (n = 19) from five team sports who completed the questionnaire and met the inclusion criteria were invited to attend a follow-up semi-structured interview. Inclusion criteria for coaches were that they possess at least 10 years' experience coaching their sport and were coaching more than 4 hours per week. Formal coach education does not meet the needs of high performance coaches who rely more on self-directed learning and coaching experience as their main sources of CPD. Although prior playing experience at a high level is both valuable and desirable, there are concerns about fast-tracking of ex-players into high performance coaching roles. Preferred sources of education and the best learning environment for coaches of team sports in Ireland are more informal than formal. Further research is needed to examine how this learning is applied in a practical manner by examining coaching behaviours and the impact it has on the athlete development process.

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

    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...

  6. Explaining Success and Failure in Development

    Szirmai, Adam

    2008-01-01

    Since 1950, there has been considerable diversity in developing country experiences. Some countries and some regions have experienced rapid growth and catch up, others have fallen behind. At a global level there is an increasing inequality of per capita incomes. However, within the framework of increasing inequality, some countries have experienced accelerated catch up. The speed of catch up in the successful countries is more rapid than in previous historical periods. This paper analyses the...

  7. Foreign and Foreign-Born Engineers in the United States: Infusing Talent, Raising Issues.

    National Academy of Sciences - National Research Council, Washington, DC. Office of Scientific and Engineering Personnel.

    Immigrants have provided a transfusion of new talent throughout U.S. history to support the nation's economic and cultural growth and development. The absorption of these successive groups of immigrants has often been accompanied by issues associated with their integration into the work force and society. In recent years, there has been a marked…

  8. Study of the Performance of Faculty Members According to Talent Management Approach in Higher Education

    Moghtadaie, Leila; Taji, Maryam

    2016-01-01

    Nowadays, the success of any organization depends on the shaping of policies tailored to the needs of human resources; otherwise, it will lose the ability to adapt to today's complex environment and the ability to use the effectiveness of human resources. For this reason, Talent Management can help to attract, nurture and develop the next…

  9. Talent Characteristics among frontline bankers

    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...

  10. TALENT IDENTIFICATION IN FOOTBALL

    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.

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

    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…

  12. Judocas olímpicos Brasileiros: fatores de apoio psicossocial para o desenvolvimento do talento esportivo Olympic judo athletes: psychosocial support elements to sports talent development

    Marcelo Massa

    2010-12-01

    Full Text Available Embora no Brasil o judô possua tradição olímpica, pouco se conhece sobre os aspectos que contribuem para o desenvolvimento do talento no cenário nacional. Sendo assim, o objetivo do presente estudo foi analisar os fatores de apoio psicossocial presentes no desenvolvimento de judocas brasileiros talentosos do sexo masculino. Para tanto, se utilizou uma amostra de seis judocas, pertencentes à seleção brasileira nos Jogos Olímpicos de Atenas, 2004. A pesquisa foi constituída através de um delineamento qualitativo, que utilizou como instrumento uma entrevista composta por três perguntas abertas. Para a análise dos resultados foi utilizado o "Discurso do Sujeito Coletivo". Os discursos indicaram a importância dos fatores relacionados : a ao apoio da família; b ao prazer pela prática; e c a determinação dos judocas, corroborando com a literatura internacional no que tange a relevância dos fatores psicossociais para o desenvolvimento do talento em diferentes domínios do conhecimento.Although judo is a traditional Olympic Sport in Brazil, little is known regarding the key aspects to develop talents at the national scenario. The objective of this study was to analyze the psychosocial supporting factors that are seen in the development of talented male Brazilian Judo athletes. A sample of 6 athletes that were in the Athens Olympic Games of 2004 was studied. Research was designed on qualitative basis and used a three open questions interview as investigative tool. Results were analyzed using the discourse of the collective subject. Discourses indicated as important, factors related to: a family support; b pleasure in practice; and c athletes determination, reinforcing the international scientific literature regarding the importance of psychosocial factors to talent development in several knowledge domains.

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

    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. Vi mangler talenter

    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 -...

  15. Multivariate analyses of individual variation in soccer skill as a tool for talent identification and development: utilising evolutionary theory in sports science.

    Wilson, Robbie S; James, Rob S; David, Gwendolyn; Hermann, Ecki; Morgan, Oliver J; Niehaus, Amanda C; Hunter, Andrew; Thake, Doug; Smith, Michelle D

    2016-11-01

    The development of a comprehensive protocol for quantifying soccer-specific skill could markedly improve both talent identification and development. Surprisingly, most protocols for talent identification in soccer still focus on the more generic athletic attributes of team sports, such as speed, strength, agility and endurance, rather than on a player's technical skills. We used a multivariate methodology borrowed from evolutionary analyses of adaptation to develop our quantitative assessment of individual soccer-specific skill. We tested the performance of 40 individual academy-level players in eight different soccer-specific tasks across an age range of 13-18 years old. We first quantified the repeatability of each skill performance then explored the effects of age on soccer-specific skill, correlations between each of the pairs of skill tasks independent of age, and finally developed an individual metric of overall skill performance that could be easily used by coaches. All of our measured traits were highly repeatable when assessed over a short period and we found that an individual's overall skill - as well as their performance in their best task - was strongly positively correlated with age. Most importantly, our study established a simple but comprehensive methodology for assessing skill performance in soccer players, thus allowing coaches to rapidly assess the relative abilities of their players, identify promising youths and work on eliminating skill deficits in players.

  16. Human capital strategy: talent management.

    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.

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

    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.

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

    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

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

    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.

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

    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...

  1. What aspects of autism predispose to talent?

    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.

  2. Project Success in Agile Development Software Projects

    Farlik, John T.

    2016-01-01

    Project success has multiple definitions in the scholarly literature. Research has shown that some scholars and practitioners define project success as the completion of a project within schedule and within budget. Others consider a successful project as one in which the customer is satisfied with the product. This quantitative study was conducted…

  3. Academic Talent Selection in Grant Review Panels

    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.

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

    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)

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

    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.

  6. Make your company a talent factory.

    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).

  7. New talents Novos talentos Nouveaux talents

    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...

  8. Between talent and migrant

    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....

  9. Success rates for product development strategies in new drug development.

    Dahlin, E; Nelson, G M; Haynes, M; Sargeant, F

    2016-04-01

    While research has examined the likelihood that drugs progress across phases of clinical trials, no research to date has examined the types of product development strategies that are the most likely to be successful in clinical trials. This research seeks to identify the strategies that are most likely to reach the market-those generated using a novel product development strategy or strategies that combine a company's expertise with both drugs and indications, which we call combined experience strategies. We evaluate the success of product development strategies in the drug development process for a sample of 2562 clinical trials completed by 406 US pharmaceutical companies. To identify product development strategies, we coded each clinical trial according to whether it consisted of an indication or a drug that was new to the firm. Accordingly, a clinical trial that consists of both an indication and a drug that were both new to the firm represents a novel product development strategy; indication experience is a product development strategy that consists of an indication that a firm had tested previously in a clinical trial, but with a drug that was new to the firm; drug experience is a product development strategy that consists of a drug that the firm had prior experience testing in clinical trials, but with an indication that was new to the firm; combined experience consists of both a drug and an indication that the firm had experience testing in clinical trials. Success rates for product development strategies across clinical phases were calculated for the clinical trials in our sample. Combined experience strategies had the highest success rate. More than three and a half percent (0·036) of the trials that combined experience with drugs and indications eventually reached the market. The next most successful strategy is drug experience (0·025) with novel strategies trailing closely (0·024). Indication experience strategies are the least successful (0·008

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

    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

  11. Talent management in a microeconomy

    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 ...

  12. The meaning of talent

    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.

  13. Gifts, Talents and Meritocracy

    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…

  14. The Relationship between Teachers' Perception about School Managers' Talent Management Leadership and the Level of Organizational Commitment

    Aytaç, Tufan

    2015-01-01

    Problem statement: Talent Management (TM) has been recently seen as a critical success factor in the development of educational organizations. The problem this study addresses is whether there is a relationship between teacher perceptions about school managers' TM leadership and their level of organizational commitment (OC). The level of school…

  15. Artistic talent in dyslexia--a hypothesis.

    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.

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

    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 ...

  17. The Talent Development Middle School. An Elective Replacement Approach to Providing Extra Help in Math--The CATAMA Program (Computer- and Team-Assisted Mathematics Acceleration). Report No. 21.

    Mac Iver, Douglas J.; Balfanz, Robert; Plank, Stephen B.

    In Talent Development Middle Schools, students needing extra help in mathematics participate in the Computer- and Team-Assisted Mathematics Acceleration (CATAMA) course. CATAMA is an innovative combination of computer-assisted instruction and structured cooperative learning that students receive in addition to their regular math course for about…

  18. Developing a Successful Open Source Training Model

    Belinda Lopez

    2010-01-01

    Full Text Available Training programs for open source software provide a tangible, and sellable, product. A successful training program not only builds revenue, it also adds to the overall body of knowledge available for the open source project. By gathering best practices and taking advantage of the collective expertise within a community, it may be possible for a business to partner with an open source project to build a curriculum that promotes the project and supports the needs of the company's training customers. This article describes the initial approach used by Canonical, the commercial sponsor of the Ubuntu Linux operating system, to engage the community in the creation of its training offerings. We then discuss alternate curriculum creation models and some of the conditions that are necessary for successful collaboration between creators of existing documentation and commercial training providers.

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

    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

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

    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…

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

    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,…

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

    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…

  3. South Korea's Development Success: Lessons for Uganda ...

    From a least developed and aid receiving country to a developed and donor country within six decades, South Korea represents one of the unprecedented world's phenomenal and remarkable development experience. A combination of political and economic elements has been the key driver behind Korea's development ...

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

    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.…

  5. Talent identification in Hungary: From identification to investigation

    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.

  6. Competing on talent analytics.

    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

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

    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.

  9. Automotive Stirling engine development program: A success

    Tabata, W. K.

    1987-01-01

    The original 5-yr Automotive Stirling Engine Development Program has been extended to 10 years due to reduced annual funding levels. With an estimated completion date of April 1988, the technical achievements and the prospectives of meeting the original program objectives are reviewed. Various other applications of this developed Stirling engine technology are also discussed.

  10. Characteristics and dynamics of the family of talented adolescents

    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...

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

    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

  12. Examining Success Factors for Sustainable Rural Development ...

    This collaborative project will examine the role the Integrated Co-operative ... are integrated, and if so, under what conditions this integration works best. ... New Dutch-Canadian funding for the Climate and Development Knowledge Network.

  13. Share your talent – Move the world

    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

  14. Rural Math Talent, Now and Then

    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…

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

    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

  16. Examining Success Factors for Sustainable Rural Development ...

    This collaborative project will examine the role the Integrated Co-operative Model can play in reducing poverty and promoting development in rural African communities. Specifically, it aims to add to the knowledge of how to improve livelihoods and reduce poverty in a sustainable way in rural communities. It will strive to: ...

  17. Criteria for Developing a Successful Privatization Project

    1989-05-01

    conceptualization and planning are required when pursuing privatization projects. In fact, privatization project proponents need to know how to...selection of projects for analysis, methods of acquiring information about these projects, and the analysis framwork . Chapter IV includes the analysis. A...performed an analysis to determine cormion conceptual and creative approaches and lessons learned. This analysis was then used to develop criteria for

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

    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.

  19. Factors Driving Learner Success in Online Professional Development

    Phu Vu

    2014-07-01

    Full Text Available This study examined factors that contributed to the success of online learners in an online professional development course. Research instruments included an online survey and learners’ activity logs in an online professional development course for 512 in-service teachers. The findings showed that there were several factors affecting online learners’ success in online professional development. In addition, there were also significant differences between successful and unsuccessful online learners in terms of course login frequency and learning activities viewed.

  20. Exploring Talenting: Talent Management as a Collective Endeavour

    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…

  1. Human talent forecasting

    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.

  2. Who’s got TALENT?

    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...

  3. Studies of key success factors of product development success: A reinterpretation of results

    Plichta, Kirsten; Harmsen, Hanne

    In this paper the general validity of the research area of key factors of success in product development is discussed. To be more specific we argue that validity hinges on the causal relation between success and success factrors ­ a relation that unaccounted for in the empirical studies....... The theoretical tradition of the resource-based perspective provides ­ at least to some extent ­ an account of this causality. An important point in the paper is that the key factors of success in the empi studies are not factors causally related to success, but at the most a number of valuable resources and thus......, but in the studies problems concerning implementation are not discussed. When the lists factors of success are interprested as valuable resources and capabilities, we show that some implications on the implementability might be deduced from the resource-based perspective....

  4. Talent's Network Way of Thinking

    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…

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

    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. A New Paradigm: Strategies for Succession Planning in Higher Education

    Richards, Cheryl L.

    2009-01-01

    Today's successful businesses and organizations realize the importance of strong leadership to maintain, grow and sustain long-term business productivity and viability. In a time when the skilled workforce continues to shrink and the competition for top talent increases, many businesses have developed sophisticated succession management practices…

  7. Talentová show Got Talent jako televizní formát a jeho kulturní odlišnosti: komparativní studie čtyř světových verzí

    Vondroušová, Jana

    2014-01-01

    This thesis deals with talent show Got Talent and through this television format compares four culturally different adaptations. This comparision is based on analysis of these four shows: Česko Slovensko má talent, America's Got Talent, Britain's Got Talent and China's Got Talent. Content of the shows is different in many respects thanks to distincts in television histories and diverse culture in each territory. The theoretical part focus on culture and development in television broadcasting ...

  8. The Dreyfus Model of Skill Acquisition: A Career Development Framework for Succession Planning and Management in Academic Libraries

    Hall-Ellis, Sylvia D.; Grealy, Deborah S.

    2013-01-01

    Succession planning and management are critical parts of strategic planning for libraries in the twenty-first century. Making certain that the right people are in place with the prerequisite training and experience to assume leadership positions is a vital part of strategic planning and talent management in libraries that rely on teams of people…

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

    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...

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

    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...

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

    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...

  12. Reception of Talent Shows in Denmark: First Results from a Trans-National Audience Study of a Global Format Genre

    Jensen, Pia Majbritt

    This paper will discuss the methodology and present the preliminary findings of the Danish part of a trans-national, comparative audience study of the musical talent show genre undertaken in Denmark, Finland, Germany and Great Britain in Spring 2013. Within the international business model...... of format adaptation, the musical talent show genre has been particularly successful in crossing cultural borders. Formats such as Idols, X Factor and Voice have sold to a large variety of countries, covering all continents. Such global reach inevitably raises the question of the genre’s audience appeal......; to what degree its reach has to do with a universal appeal inherent in the genre and/or the innovative character of individual formats, and to what degree its global success is due to local broadcasters’ ability to successfully adapt the formats to local audience tastes. A consensus has developed...

  13. Successful pipeline installation for Parque das Conchas development; Subsea installation

    Bartz, Cesar

    2010-07-01

    Subsea 7 has successfully delivered again in Brazilian deep-waters. The subsea engineering and construction company has recently completed pipeline installation activities for the Parque das Conchas (BC-10) development, offshore Brazil. (AG)

  14. The Social Construction of Development Cooperation Success and Failure

    Fejerskov, Adam Moe

    2016-01-01

    Determining the success of development projects and programmes is often portrayed and understood as a question of measurable impact and effectiveness. More often than not however, success is a negotiated truth, socially constructed between the involved stakeholders that does not require measurable...... results of impact, and may very well hold the opposite circumstances. By examining the Intergovernmental Authority on Development in the Horn of Africa, the article investigates one such case of development project success despite no substantial impact on the ground. Success in development cooperation......, the article argues, is not a matter of attaining impact, but is rather constructed in the overlapping space between representation and interpretation of events, actions and discourses, made and sustained socially between recipient and donor....

  15. Leadership Development: Key to Success for Navy Civilian Workforce Transformation

    Nason, Ronald O

    2008-01-01

    ... for recapitalization through aggressive streamlining of naval business processes. This paper will address how leadership can be developed and applied toward ensuring the success of Sea Enterprise and achieving the goals of naval transformation...

  16. Decentralisation in developing countries: preconditions for successful implementation

    Yasin Olum

    2014-07-01

    Full Text Available Decentralisation has been implemented and is being implemented in many developing countries without much success. Although several unique factors inhibit the implementation of decentralisation in individual countries, the paper argues that there are six pre-conditions that these countries should fulfill before decentralisation can be successfully implemented. These preconditions are: institutional mechanisms; creation of spaces for participation; political will and civil will; capacity development at the local level; careful implementation; and democratic governance.

  17. Business success and psychological traits of housing developers

    Mastura Jaafar; Azlan Raofuddin Nuruddin; Syed Putra Syed Abu Bakar

    2014-01-01

    Although the issues on entrepreneurship in the real estate industry are disparaging and have received little interest from global researchers, the significant roles played by the industry players warrant further investigation. The personal traits of the owners/managers are deemed to be the key factors to the business success of housing development firms. This paper examined the main determinants of successful business in the housing development sector under the lens of psychological traits of...

  18. Guiding principles for successful innovation in regional medical education development.

    Hays, Richard B

    2006-01-01

    This is an era of extraordinary expansion in medical education in both the developed and developing world. This article reflects on the author's experience in implementing new regional medical education programs, and distils ten principles to guide successful innovation once funding for such development has been achieved.

  19. The Wow Factor? A Comparative Study of the Development of Student Music Teachers' Talents in Scotland and Australia

    McPhee, Alastair; Stollery, Peter; McMillan, Ros

    2005-01-01

    For some time there has been debate about differing perspectives on musical gift and musical intelligence. One view is that musical gift is innate: that it is present in certain individuals from birth and that the task of the teacher is to develop the potential which is there. A second view is that musical gift is a complex concept which includes…

  20. Competencies and (global) talent management

    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.

  1. Career Mapping for Professional Development and Succession Planning.

    Webb, Tammy; Diamond-Wells, Tammy; Jeffs, Debra

    Career mapping facilitates professional development of nurses by education specialists and nurse managers. On the basis of national Nursing Professional Development Scope and Standards, our education and professional development framework supports the organization's professional practice model and provides a foundation for the professional career map. This article describes development, implementation, and evaluation of the professional career map for nurses at a large children's hospital to support achievement of the nursing strategic goals for succession planning and professional development.

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

    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...

  3. Toward a Theory of Information System Development Success: Perceptions of Software Development Team Members

    Zelazny, Lucian M.

    2011-01-01

    This dissertation increases our understanding of information system project success by investigating how software development team members define the success of an information system development effort. The theoretical model of ISD success is developed and tested. ISD success is measured through the eyes of the software development team membersâ since they are the most influential stakeholders during the development of the system. This dissertation was conducted in two phases: 1) theo...

  4. Developing Critical Thinking Skills for Information Seeking Success

    Wallace, Elise D.; Jefferson, Renee N.

    2013-01-01

    Critical thinking skills are required to successfully navigate the overwhelming amount of information sources available today. To address the challenge of developing critical thinking skills, this empirical study examines the effectiveness of exercises in developing thinking skills in college freshmen students. The workbook exercises were designed…

  5. Gifted and talented children: heterogeneity and individual differences

    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.

  6. Business success and psychological traits of housing developers

    Mastura Jaafar

    2014-06-01

    Full Text Available Although the issues on entrepreneurship in the real estate industry are disparaging and have received little interest from global researchers, the significant roles played by the industry players warrant further investigation. The personal traits of the owners/managers are deemed to be the key factors to the business success of housing development firms. This paper examined the main determinants of successful business in the housing development sector under the lens of psychological traits of the owners/managers. To identify the success factors of housing development firms, interviews were conducted on 10 housing developers in Peninsular Malaysia. The study shows the significant psychological traits that distinguish the business success of housing developers compared with those in the existing literature. These factors are (1 high confidence and ambition, (2 vision and foresight, (3 industriousness, (4 perseverance and (5 integrity. As housing development is a risky industry, developers can use these findings as a guideline in managing their business toward superior performance.

  7. The Project TALENT Twin and Sibling Study.

    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.

  8. Good Governance and Successful Development: Cross Countries Investigation

    Tabthip Kraipornsak

    2014-05-01

    Full Text Available Good Governance is one of the essential factors of success in business as well as in a country’s development. This study aimed at examining the role of good governance and the success of the development. The comparable per head GDP measured in PPP (purchasing power parity was used as the proxy of the successful economic development of countries in the study. Four out of total six factors (indicators being the good governance and the other two being social environmental factors were employed in the investigation following concept of the role of external business environmental factors so called “PESTLE or Political, Economic, Social, Technological, Legislative or Legal, and Eco-environmental analysis”. These four indicators of good governance are political stability, control of corruption, rule of law, and voice and accountability which are available from the World Bank’s governance project data base. In addition, the other two indicators, country’s openness and size of population, are the major social variables included in the study which can also affect the success. The total six indicators are taken to examine with the GDP per head to see whether these factors can help countries achieve higher levels of income per head. The study indicates connection between the levels of success with these four indicators of the good governance and the two external social variables. For Thailand, the political instability was found to be a problem of the progress of development among those six indicators.

  9. CERN’s got TALENT

    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...

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

    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...

  11. Talent management for the twenty-first century.

    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.

  12. Career decision-making of the gifted and talented

    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.

  13. Seven Ways Parents Help Children Unleash Their Talents

    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…

  14. Toshiba's activity concerning technology succession and human resource development

    Ogura, Kenji; Hoshide, Akehiko

    2008-01-01

    Recently, from the viewpoint of the reduction of carbon-dioxide emission that cause global warming and the energy security, the importance of nuclear power generation is recognized again as an effective approach for solving the problems, and many nuclear power plants are planed to be constructed worldwide. On the other hand, the experienced engineers will face the time of the retirement in the near future and technology succession and human resource development has become important problems. In this paper, Toshiba's Nuclear Energy Systems and Services Division's activity concerning technology succession and human resource development will be introduced. (author)

  15. Factors affecting the success of development projects : A behavioral perspective

    Aga, Deribe Assefa

    2016-01-01

    This dissertation sought to examine behavioral-related critical success factors in the context of Non-Governmental Organization (NGO) sector development projects in Ethiopia. The dissertation applied both a cross-sectional survey design and an experimental design in separate settings, and it is

  16. Correlates of Success in World Bank Development Policy Lending

    Moll, Peter; Geli, Patricia; Saavedra, Pablo

    2015-01-01

    This paper examines the correlates of success of development policy lending operations of the World Bank between 2004 and 2012. The paper uses a data set constructed of individual loan characteristics and ex-post loan ratings produced by the World Bank's Independent Evaluation Group. Departing from the related literature, the paper focuses mostly on examining the impact of loan characteris...

  17. Success Factors for Clean Development Mechanism Implementation in Malaysia

    Say Keat Ooi

    2013-09-01

    Full Text Available The Clean Development Mechanism (CDM, established under the Kyoto Protocol, is one of the market-based mechanisms developed to assist industrialized countries mitigate greenhouse gas (GHG emissions, achieve emission reduction targets, and at the same time promote sustainable development in developing countries. The CDM, which provides flexibility and costeffectiveness in meeting GHG emission reduction targets, has captured interest globally. CDM implementation is expected to generate benefits, give developing countries a sense of ownership, and share the global load in tackling global warming and climate change. However, CDM implementation faces several complications. The successful participation of developing countries in emission reduction projects presents ongoing challenges, which inhibit their drive towards sustainable development goals. Through a comprehensive review of the literature and theoretical analysis, several factors have been identified as significant to successful CDM implementation in Malaysia. These success factors, which include regulation and a legal framework, competitive advantage, green supply chain, ethical values, financial benefits, and technology transfer, are presented and the importance of each factor is discussed.

  18. Effects of Enrichment Programs on the Academic Achievement of Gifted and Talented Students

    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.

  19. Long-Term Prognostic Validity of Talent Selections: Comparing National and Regional Coaches, Laypersons and Novices.

    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.

  20. Developing a dimensional model for successful cognitive and emotional aging.

    Vahia, Ipsit V; Thompson, Wesley K; Depp, Colin A; Allison, Matthew; Jeste, Dilip V

    2012-04-01

    There is currently a lack of consensus on the definition of successful aging (SA) and existing implementations have omitted constructs associated with SA. We used empirical methods to develop a dimensional model of SA that incorporates a wider range of associated variables, and we examined the relationship among these components using factor analysis and Bayesian Belief Nets. We administered a successful aging questionnaire comprising several standardized measures related to SA to a sample of 1948 older women enrolled in the San Diego site of the Women's Health Initiative study. The SA-related variables we included in the model were self-rated successful aging, depression severity, physical and emotional functioning, optimism, resilience, attitude towards own aging, self-efficacy, and cognitive ability. After adjusting for age, education and income, we fitted an exploratory factor analysis model to the SA-related variables and then, in order to address relationships among these factors, we computed a Bayesian Belief Net (BBN) using rotated factor scores. The SA-related variables loaded onto five factors. Based on the loading, we labeled the factors as follows: self-rated successful aging, cognition, psychosocial protective factors, physical functioning, and emotional functioning. In the BBN, self-rated successful aging emerged as the primary downstream factor and exhibited significant partial correlations with psychosocial protective factors, physical/general status and mental/emotional status but not with cognitive ability. Our study represents a step forward in developing a dimensional model of SA. Our findings also point to a potential role for psychiatry in improving successful aging by managing depressive symptoms and developing psychosocial interventions to improve self-efficacy, resilience, and optimism.

  1. Product development alliances: factors influencing formation and success

    Olsen, Johanne Rønnow; Harmsen, Hanne; Friis, Alan

    2008-01-01

    , results indicate that success factors are rather universal across industries and types of alliances. Research limitations/implications - Further research should explore the findings further, both within the food industry context, as well as more broadly in terms of geography and industry. Practical...... implications - Managers obtain a tool for planning and refining their innovation strategy and actions regarding product development alliances. Originality/value - This research contributes to the presently limited literature on product development alliances, specifically in the food industry context....

  2. National innovation system in less successful developing countries

    Intarakumnerd, Patarapong; Chairatana, Pun-arj; Tangchitpiboon, Tipawan

    2002-01-01

    This paper, using Thailand as a case study, aims at understanding the national innovation system (NIS) in developing countries which are less successful in technological catching-up. In contrast to developed countries, the development level of Thailand’s NIS does not link to its economic structural...... development level. As Thailand moves from agricultural to an increasingly industrial economy, its NIS remains weak and fragmented. The mismatch between the two affected Thailand’s competitiveness and partially contributed to the recent economic crisis. Studies of NIS in countries like Thailand should focus...

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

    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.

  4. Characteristics of highly talented international business professionals defined : qualitative study among international business professionals

    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

  5. A Jeffersonian Vision of Nurturing Talent and Creativity: Toward a More Equitable and Productive Gifted Education

    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…

  6. Characteristics of Highly Talented International Business Professionals Defined: Qualitative Study among International Business Professionals

    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…

  7. Employer Branding and Talent Management in the Digital Age

    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.

  8. EPICS: A control system software co-development success story

    Knott, M.; Gurd, D.; Lewis, S.; Thuot, M.

    1993-01-01

    The Experimental Physics and Industrial Control Systems (EPICS) is the result of a software sharing and co-development effort of major importance now underway. The initial two participants, LANL and ANL, have now been joined by three other labs, and an earlier version of the software has been transferred to three commercial firms and is currently undergoing separate development. The reasons for EPICS's success may be useful to enumerate and explain and the desire and prospects for its continued development are certainly worth examining

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

    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.

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

    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.

  11. TALENT MANAGEMENT - A STRATEGIC PRIORITY

    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

  12. Talent Complementarity and Organizational Stratification

    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…

  13. Developing Undergraduates’ Multicultural Skills for Career Success and National Integration

    Chong, Yen Wan; Rahman, Maria Abdul

    2016-01-01

    In today’s global work environment characterised by workplace diversity, multicultural skills or cultural intelligence (CQ) are essential soft skills for managerial success. In a multi-cultural country like Malaysia, the development of multicultural sensitivity is also important so that its citizens will learn to live in harmony. This paper reports on a study which reviews the effectiveness of a campus wide program that was implemented by a Malaysian public university which specializes in man...

  14. How Can I Clarify My Responsibility as a Headteacher as I Provide Opportunities to Enable All Children in the School to Create Talents?

    Cripps, Louise

    2013-01-01

    In this account I explore and clarify my responsibility as I explain how I have come to my current understanding of talent creation, and why I feel it is so important to develop an inclusive approach to talent creation which provides opportunities for all the children to develop talents through their time at school, and to have them recognised and…

  15. Talent management and physician leadership training is essential for preparing tomorrow's physician leaders.

    Satiani, Bhagwan; Sena, John; Ruberg, Robert; Ellison, E Christopher

    2014-02-01

    Talent management and leadership development is becoming a necessity for health care organizations. These leaders will be needed to manage the change in the delivery of health care and payment systems. Appointment of clinically skilled physicians as leaders without specific training in the areas described in our program could lead to failure. A comprehensive program such as the one described is also needed for succession planning and retaining high-potential individuals in an era of shortage of surgeons. Copyright © 2014 Society for Vascular Surgery. Published by Mosby, Inc. All rights reserved.

  16. Introduction of commercialization success cases with JAEA's result development business

    Takenaka, Shingo; Yoshii, Fumio; Nakajima, Junsaku

    2009-01-01

    JAEA's result development business has conducted joint researches on 69 subjects for ten years and brought about 26 commercialization success cases. This article presented six cases to contribute the activation of local industry to some extend. Demineralization technology for circulating water of air-conditioning and heating was developed using graft polymers. Biological effects of irradiated chitosan led to product of plant energizer oligo-glucosamine-L'. High performance gas analyzer developed for fusion research was used for componential analysis of yeast starter of old sake for taste check. Titanium-clad materials for knife were produced with hot rolling machine. Application of biodegradable polymer (polylactic acid) to demonstration lenses was developed. Surface condition and salt concentration sensors for snowy and icy roads were developed based on JAEA's patents. (T. Tanaka)

  17. Designing apps for success developing consistent app design practices

    David, Matthew

    2014-01-01

    In 2007, Apple released the iPhone. With this release came tools as revolutionary as the internet was to businesses and individuals back in the mid- and late-nineties: Apps. Much like websites drove (and still drive) business, so too do apps drive sales, efficiencies and communication between people. But also like web design and development, in its early years and iterations, guidelines and best practices for apps are few and far between.Designing Apps for Success provides web/app designers and developers with consistent app design practices that result in timely, appropriate, and efficiently

  18. Motivating talents in Thai and Malaysian service firms

    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....

  19. The destruction of talents and social security

    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

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

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

    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…

  2. Construction and Practice of the New Business Specialty Talent Cultivation Mode

    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…

  3. Evaluation of Gifted and Talented Students' Reflective Thinking in Visual Arts Course

    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…

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

    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

  5. A Comparison of the Self-Image of Talented Teenagers with a Normal Adolescent Population.

    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…

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

    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.

  7. Development of a Predictive Model for Induction Success of Labour

    Cristina Pruenza

    2018-03-01

    Full Text Available Induction of the labour process is an extraordinarily common procedure used in some pregnancies. Obstetricians face the need to end a pregnancy, for medical reasons usually (maternal or fetal requirements or less frequently, social (elective inductions for convenience. The success of induction procedure is conditioned by a multitude of maternal and fetal variables that appear before or during pregnancy or birth process, with a low predictive value. The failure of the induction process involves performing a caesarean section. This project arises from the clinical need to resolve a situation of uncertainty that occurs frequently in our clinical practice. Since the weight of clinical variables is not adequately weighted, we consider very interesting to know a priori the possibility of success of induction to dismiss those inductions with high probability of failure, avoiding unnecessary procedures or postponing end if possible. We developed a predictive model of induced labour success as a support tool in clinical decision making. Improve the predictability of a successful induction is one of the current challenges of Obstetrics because of its negative impact. The identification of those patients with high chances of failure, will allow us to offer them better care improving their health outcomes (adverse perinatal outcomes for mother and newborn, costs (medication, hospitalization, qualified staff and patient perceived quality. Therefore a Clinical Decision Support System was developed to give support to the Obstetricians. In this article, we had proposed a robust method to explore and model a source of clinical information with the purpose of obtaining all possible knowledge. Generally, in classification models are difficult to know the contribution that each attribute provides to the model. We had worked in this direction to offer transparency to models that may be considered as black boxes. The positive results obtained from both the

  8. Virtual universities: factors of success and prospects of development

    Вадим Валерьевич Гриншкун

    2018-12-01

    Full Text Available This article is devoted to the peculiarities of the formation and functioning of virtual universities, emerging in recent years in different countries of the world. The main approaches to their creation and financing are described. It is noted that along with public virtual universities, private universities are developing, including corporate virtual universities. The main models of virtual universities are classified, including the consortium model, the traditional model of the university with electronic education for individual educational programs, the model of educational organizations of distance learning and the actual virtual university model. Successful models of functioning of virtual universities in Great Britain, USA, Italy, South Korea, Russia and other countries are described. In the widespread model of the consortium, educational organizations jointly develop online courses, provide access to the repository of courses for students of these universities, and also have the opportunity to transfer courses to students of organizations that are members of the consortium. The main factors influencing the development of virtual universities are singled out. Along with successful examples of the implementation of the model of a consortium of educational organizations, negative examples of the functioning of such associations of higher education institutions are presented in the article. In conclusion, the main directions of the development of virtual universities are determined.

  9. Expanding Talent Search Procedures by Including Measures of Spatial Ability: CTY's Spatial Test Battery

    Stumpf, Heinrich; Mills, Carol J.; Brody, Linda E.; Baxley, Philip G.

    2013-01-01

    The importance of spatial ability for success in a variety of domains, particularly in science, technology, engineering, and mathematics (STEM), is widely acknowledged. Yet, students with high spatial ability are rarely identified, as Talent Searches for academically talented students focus on identifying high mathematical and verbal abilities.…

  10. Talent Management Implementation at an Open Distance E-Learning Higher Educational Institution: The Views of Senior Line Managers

    Erasmus, Barney; Naidoo, Lynette; Joubert, Pierre

    2017-01-01

    The war for talent remains a challenge that many organisations face but more so for distance education institutions to deliver on its mandate to provide effective online academic offerings. The question that remains is: How can intellectual capital be managed effectively in order to recruit and retain talent that is necessary for success? This…

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

    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.

  12. A Model for Physician Leadership Development and Succession Planning.

    Dubinsky, Isser; Feerasta, Nadia; Lash, Rick

    2015-01-01

    Although the presence of physicians in formal leadership positions has often been limited to roles of department chiefs, MAC chairs, etc., a growing number of organizations are recruiting physicians to other leadership positions (e.g., VP, CEO) where their involvement is being genuinely sought and valued. While physicians have traditionally risen to leadership positions based on clinical excellence or on a rotational basis, truly effective physician leadership that includes competencies such as strategic planning, budgeting, mentoring, network development, etc., is essential to support organizational goals, improve performance and overall efficiency as well as ensuring the quality of care. In this context, the authors have developed a physician leader development and succession planning matrix and supporting toolkit to assist hospitals in identifying and nurturing the next generation of physician leaders.

  13. Successful Training Development and Implementation in Plant Modernization Projects

    Kuhn, A.; Schoenfelder, C.

    2012-01-01

    In plant modernization projects, for life extension or power update, the competence development (in particular, job and needs oriented training) of the plant staff plays an important role for ensuring the highest standard of nuclear safety, and for facilitating an economic operation of the plant. This paper describes challenges, methodology, activities, and results obtained so far from an on-going project in Sweden. - - As conclusion, critical factors for a successful staff training in plant modernization projects include a systematic approach to training, a dedicated training management team, and good interfaces between supplier's engineering teams, experienced training providers, and equipment suppliers.

  14. Long-Term Prognostic Validity of Talent Selections: Comparing National and Regional Coaches, Laypersons and Novices

    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

  15. Long-Term Prognostic Validity of Talent Selections: Comparing National and Regional Coaches, Laypersons and Novices

    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.

  16. Future Assets, Student Talent (FAST)

    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.

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

    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...

  18. Reflection of successful anticancer drug development processes in the literature.

    Heinemann, Fabian; Huber, Torsten; Meisel, Christian; Bundschus, Markus; Leser, Ulf

    2016-11-01

    The development of cancer drugs is time-consuming and expensive. In particular, failures in late-stage clinical trials are a major cost driver for pharmaceutical companies. This puts a high demand on methods that provide insights into the success chances of new potential medicines. In this study, we systematically analyze publication patterns emerging along the drug discovery process of targeted cancer therapies, starting from basic research to drug approval - or failure. We find clear differences in the patterns of approved drugs compared with those that failed in Phase II/III. Feeding these features into a machine learning classifier allows us to predict the approval or failure of a targeted cancer drug significantly better than educated guessing. We believe that these findings could lead to novel measures for supporting decision making in drug development. Copyright © 2016 Elsevier Ltd. All rights reserved.

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

    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.

  20. When Failure Means Success: Accepting Risk in Aerospace Development

    Dumbacher, Daniel L.; Singer, Christopher E.

    2009-01-01

    Over the last three decades, NASA has been diligent in qualifying systems for human space flight. As the Agency transitions from operating the Space Shuttle, its employees must learn to accept higher risk levels to generate the data needed to certify its next human space flight system. The Marshall Center s Engineering workforce is developing the Ares I crew launch vehicle and designing the Ares V cargo launch vehicle for safety, reliability, and cost-effective operations. This presentation will provide a risk retrospective, using first-hand examples from the Delta Clipper-Experimental Advanced (DC-XA) and the X-33 single-stage-to-orbit flight demonstrators, while looking ahead to the upcoming Ares I-X uncrewed test flight. The DC-XA was successfully flown twice in 26 hours, setting a new turnaround-time record. Later, one of its 3 landing gears did not deploy, it tipped over, and was destroyed. During structural testing, the X-33 s advanced composite tanks were unable to withstand the forces to which it was subjected and the project was later cancelled. These are examples of successful failures, as the data generated are captured in databases used by vehicle designers today. More recently, the Ares I-X flight readiness review process was streamlined in keeping with the mission's objectives, since human lives are not at stake, which reflects the beginning of a cultural change. Failures are acceptable during testing, as they provide the lessons that actually lead to mission success. These and other examples will stimulate the discussion of when to accept risk in aerospace projects.

  1. Early successful orchidopexy does not prevent from developing azoospermia

    Faruk Hadziselimovic

    2006-10-01

    Full Text Available INTRODUCTION: The incidence of Ad spermatogonia (stem cells for fertility was assessed in 20 cryptorchid patients, all of whom had a successful orchidopexy in childhood but developed azoospermia following puberty. MATERIALS AND METHODS: From a cohort of 231 patients who had a semen analysis following successful orchidopexy 20 patients (9% had azoospermia. The patients were classified into 2 groups according to the time of surgery: A = < 21 months of age (n = 5, mean = 10.7 ± 8.6 months and B = during childhood (n = 15, mean = 10.1 ± 3 years. Nine of the 20 patients (45% had bilateral cryptorchidism: A = 1 and B = 8. Testicular biopsies were performed during orchidopexy and analyzed with semi-thin technique. The number of Ad spermatogonia and entire number of germ cells was determined. The patients' semen analyses were evaluated at least twice; FSH and testosterone plasma values were estimated. RESULTS: In group A, all patients had germ cells at the time of surgery (mean = 1.04 ± 1.4 germ cells per tubular cross section; only 6 patients in group B (40% had no germ cells (mean = 0.17 ± 0.4; A vs. B, p = 0.0133. Importantly, Ad spermatogonia were absent in the entire study population. The plasma FSH of 16 patients (80% was abnormal [median = 16.35 IU/L (Interquartile range of sample - IQR 9.075-27.85 95% CI, 3-53] while the plasma testosterone of all the patients was normal. CONCLUSIONS: The most severe cause of infertility in cryptorchid patients cannot be mitigated by an early successful surgery alone.

  2. TALENT MANAGEMENT – TOWARDS THE NEW PERSPECTIVES

    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.

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

    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…

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

    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…

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

    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.

    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. Managing Educator Talent: Promising Practices and Lessons from Midwestern 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…

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

    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

  9. Nurturing talent in Africa

    2010-01-01

    The first African School of Physics draws to a close tomorrow, and I’m proud that CERN has been a part of it. From an initiative launched by Fermilab scientist Christine Darve, the African School of Physics has grown to involve institutes and universities from all over Europe and the United States.   It’s being hosted by South Africa’s National Institute for Theoretical Physics, NITheP, at Stellenbosch, and has attracted 150 applicants from all over the continent and beyond for the 65 places available. That alone makes it a success, even before NITheP Director Frederik Scholtz uttered his words of welcome nearly three weeks ago.. When I show people the map of where CERN’s users come from, it’s gratifying to see it spanning the world, and in particular to see southern hemisphere countries starting to join the global particle physics family. Africa, however, remains notable more for the number of countries that are not involved than for those that ...

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

    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…

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

    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

  12. Pistols or swords; which are the most useful weapons in the war for talent? : A study of business students employability

    Uddén, Sara; Karlsson, Lina; Hellqvist, Johanna

    2008-01-01

    Globalisation has brought on dynamic markets and competition, and with that obliged companies to focus on long-term strategies and a greater focus on attracting, developing and retaining its employees. The present hunt for talent can be entitled as talent management, a concept that nowadays cannot be avoided. Talent management evidently not only affects companies, but also the newly graduates that are about to be employed. Students within business and economics are one affected group, since t...

  13. Transnational multistakeholder partnerships for sustainable development: Conditions for success.

    Pattberg, Philipp; Widerberg, Oscar

    2016-02-01

    This perspective discusses nine conditions for enhancing the performance of multistakeholder partnerships for sustainable development. Such partnerships have become mainstream implementation mechanisms for attaining international sustainable development goals and are also frequently used in other adjacent policy domains such as climate change, health and biodiversity. While multistakeholder arrangements are widely perceived as a positive contribution to addressing global change, few studies have systematically evaluated the existing evidence for their positive performance. This poses an urgent and important challenge for researchers and practitioners to understand and improve the effectiveness of partnerships, in particular since their popularity increases despite their past track record. The recommendations presented are based on own research, a literature survey and discussions with a large number or international Civil Society Organizations at two occasions during 2014. This article proceeds as follows: first, we define multistakeholder partnerships, outline their rational and summarize available assessments on partnership success; second, we provide a set of concrete recommendations based on lessons-learned from over 10 years of scholarship; and third, we conclude with some reflections on the future of multistakeholder governance for sustainability.

  14. Successful development of recombinant DNA-derived pharmaceuticals.

    Werner, R G; Pommer, C H

    1990-11-01

    Successful development of recombinant DNA-derived pharmaceuticals, a new class of therapeutic agents, is determined by a variety of factors affecting the selection and positioning of the compound under development. For an efficient development it is of utmost importance that the mechanism of action of the compound selected be understood on a molecular level. The compound's potential therapeutical profile and a strong patent position are key positioning considerations, as well as vital elements in shortening the development phase and protecting innovation. Installation of an interdisciplinary project management team, along with a clear definition of team members' responsibilities, is required to avoid delays and improve communication during development. Selection of the organism to be used in production must take into consideration both the structure of the protein and the quality and safety of the final product. New technologies require a considerable investment in new manufacturing facilities and equipment. Often, the decision for such an investment must be made early and with a high degree of uncertainty. Desired product yield, expected dosage, and estimated market potential are the most important considerations in this decision. Following public disclosure of the plan to develop recombinant DNA-derived products, approval of the production plant and expansion or adaptation to the new process and technology may be delayed. For this reason, they should be considered as a critical step in the overall development phase. Recruitment of qualified staff is a time-consuming and critical element of the production process. Its impact on the product timeline should not be underestimated, especially if such technologies are new to the company. The entire production process must be validated in respect to identity, purity, and safety of the product to guarantee constant product quality, as well as for safety aspects in the environment. Adequate in-process and final product

  15. 人才测评在企业人力资源开发管理中的应用%Application of Talent Evaluation to HR Development and Management in Enterprises

    张锋

    2015-01-01

    The technique of talent evaluation and its application brings the reform of the system and technology in course of enterprises' development and management of human resources, pointing out that talent evaluation, as the third party and without prejudice, can scientifically evaluate the tested persons' working ability, social adaptability and innovation capability. But under the influence of Chinese traditional culture, the team's cohesion depends on the trust between people and people and the foundation of friendship and cooperation with the long time to work together; it is not just the contractual and organizational relationship between individuals and enterprises; therefore, enterprise recruitment and personnel activities cannot be completely made by the third party, but some proposals can alternatively be accepted.%介绍了人才评测技术及其运用为企业人力资源开发和管理过程带来的制度与技术的变革,指出了人才评测尽管能科学地、没有偏见地作为第三方,较为全面地评判被测试人的工作能力、社会适应能力与创新能力,但是在我国充满人情味的传统文化影响下,团队的凝聚力以人与人之间的信任和长时间协作共事建立起来的友谊为基础,不仅仅是个人与企业的契约关系和组织关系所固定的,企业招聘等人事活动不能完全由纯第三方决策,可以有选择地接受部分建议.

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

    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.

  17. Una revisión sobre la detección y selección del talento en balonmano. [A review about talent identification and development in handball

    Javier García

    2009-12-01

    ,.. of their formative process until the elite. Therefore, the study of expertise, need an analysis of this combination of multiple factors. This work makes a review of different studies on the topic, with the aim to find parameters predicting the talent in handball players. The field of anthropometry is one of the most studied about the topic. Starting from parameters like gender of the players, the sportive modality, original country, the playing position in the field court, they establish anthropometric profiles determining the sportive expertise. Basic motor abilities and psychological capacities are other elements assessed to know which of them give the expertise in this sport, contributing to the biomedical perspective, physics, cognitive, contextual elements and so on, like influential in the formative process. The main aim of these research is to have tests and parameters which allow us to identify the talent of young players­, helping them in their future development within the sport. This must go united on the rest of investigations that analyze the other influential elements in the formative process of the young players. 39 Keywords:  Sport talent, Anthropometry, handball, formative process.

  18. The Secret Talents of Fundraisers

    Pulley, John

    2010-01-01

    A significant but unknown number of performing artists have redirected their creativity and passion into development. They are ballet and contemporary dancers, jazz and orchestral musicians, actors and comedians, opera divas and gospel belters. None of them set out to become fundraisers. Yet here they are, and they partly credit their success in…

  19. DECISIVE FACTORS OF TALENT MANAGEMENT IMPLEMENTATION IN CZECH ORGANISATIONS

    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.

  20. Intergenerational talent transmission, inequality, and social mobility

    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.

  1. Concern about Lost Talent: Support Document

    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…

  2. The Talent Search Model of Gifted Identification

    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…

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

    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.

  4. Leadership and effective succession planning in health-system pharmacy departments.

    Ellinger, Lara Kathryn; Trapskin, Philip J; Black, Raymond; Kotis, Despina; Alexander, Earnest

    2014-04-01

    Leadership succession planning is crucial to the continuity of the comprehensive vision of the hospital pharmacy department. Leadership development is arguably the main component of training and preparing pharmacists to assume managerial positions. Succession planning begins with a review of the organizational chart in the context of the institution's strategic plan. Then career ladders are developed and key positions that require succession plans are identified. Employee profiles and talent inventory should be performed for all employees to identify education, talent, and experience, as well as areas that need improvement. Employees should set objective goals that align with the department's strategic plan, and management should work collaboratively with employees on how to achieve their goals within a certain timeframe. The succession planning process is dynamic and evolving, and periodic assessments should be conducted to determine how improvements can be made. Succession planning can serve as a marker for the success of hospital pharmacy departments.

  5. Growing Your Own: developing leaders through succession planning

    Anne Murray

    2007-12-01

    Full Text Available Few professions have spent as much time contemplating their present and future as have academic librarians. Conspicuous by its absence until recently has been any systematic discussion of leadership, and more specifically the process of succession planning. In this paper I will argue that neglect of succession planning reflects a series of widespread assumptions which, even if once valid, can no longer inform strategic planning for academic libraries. Although it is clear that there are risks attached to succession planning, the experience of Cambridge University Library highlights both the need for such an exercise and the advantages that it can bring to the profession of academic librarianship as a whole.

  6. Talent

    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...

  7. Leadership, Diversity and Succession Planning in Academia. Research & Occasional Papers Series: CSHE 8.10

    Gonzalez, Cristina

    2010-01-01

    Although academia is becoming more like business in many respects--not all of them positive--it has not borrowed one of the best attributes of business culture: its tradition of developing leadership through succession planning. As a result, much talent is underutilized. This includes, most prominently, that of women and minorities, who tend not…

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

    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. IS THE SCARCITY OF TALENTS AMONG THE YOUNG A STIMULATING FACTOR OF UNEMPLOYMENT?

    MERGEANI NICEA

    2017-12-01

    Full Text Available Performance management is the highest when at the basis of the performance stand more talents, which is when, within a company, the working staff are eager to demonstrate capabilities and skills. The society of knowledge and technological developments has been a challenge for the department of human resources, especially in multinational, for specialists in human resources are no longer just looking for experienced and trained people, speaking foreign languages and advanced computer users, but they are looking for true talents, never ending streams of brilliant ideas of organizational performance. Not only must employees be talented but also recruiters and managers of the company that want to be on top and to distinguish themselves from the competition through the creativity of their talents. The purpose of the article is to highlight the role of talent within a company, by presenting the relationship between talent and performance management, as well as through the establishment of the consequences of the lack of talent regarding the unemployment of the young.

  10. Talent support at Kaposvár University, Faculty of Pedagogy

    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.

  11. TALENT RECRUITMENT AND SELECTION – ISSUE AND CHALLENGE FOR ORGANIZATIONS IN THE REPUBLIC OF MOLDOVA

    BÎRCĂ ALIC

    2016-12-01

    Full Text Available This article is dealing with the issue of talents recruitment and selection, as the essential element of ensuring organizational competitiveness. In this context, we intend to show the importance of the recruitment and selection of talents that makes the difference between organizations. In order to attract more talents, organizations should undertake concrete strategies of attracting talents and to develop the employer’s brand. The recruitment and selection of talents is also influenced by factors such as: demography, labor mobility, the changing business environment, etc. Moreover, the Moldovan demographic issues and awareness of the importance of human resources on the part of senior management have led to the need to approach this problem. The selection of talents in organizations can be achieved by applying a big variety of criteria. That’s why, in order to identify criteria for selecting talents in Moldovan organizations, has been realized a sociological survey by questionnaire. This survey covered 152 organizations from Republic of Moldova.

  12. Development of an Electronic Portfolio System Success Model: An Information Systems Approach

    Balaban, Igor; Mu, Enrique; Divjak, Blazenka

    2013-01-01

    This research has two main goals: to develop an instrument for assessing Electronic Portfolio (ePortfolio) success and to build a corresponding ePortfolio success model using DeLone and McLean's information systems success model as the theoretical framework. For this purpose, we developed an ePortfolio success measurement instrument and structural…

  13. Plan competitions reveal entrepreneurial talent

    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.

  14. Pathways in STEM: Factors Affecting the Retention and Attrition of Talented Men and Women from the STEM Pipeline

    Heilbronner, Nancy N.

    2009-01-01

    Many men and women who are talented in science, technology, engineering, and/or mathematics (STEM) choose not to pursue undergraduate majors or careers in these fields. To develop talents in STEM, educators must understand the factors that contribute to an individual's retention in STEM domains, as well as the factors that act as barriers to…

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

    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

  16. Teachers' Concepts of Musical Talent and Nurturing Musical Ability: Music Learning as Exclusive or as Opportunity for All?

    Jaap, Angela; Patrick, Fiona

    2015-01-01

    In recent years, there has been a shift in terminology used to describe gift and talent. This has resulted in widespread adoption of the term high ability to describe more able pupils. This shift has promoted a more inclusive ethos in terms of the concept of encouraging talent development, but it has also highlighted tensions between teachers'…

  17. Success factors in the development of farm vacation tourism

    Schulze, Holger; Sidali, Katia Laura; Spiller, Achim

    2007-01-01

    Farm vacation tourism allows many families to fully use their domestic resources; furthermore it generates social benefits for the surrounding community. We have conducted a study to examine the success factors of this type of tourism. The results clearly demonstrate that one of the key components relies on the entrepreneurial skills of the farmer.

  18. Developing a Successful Asynchronous Online Extension Program for Forest Landowners

    Zobrist, Kevin W.

    2014-01-01

    Asynchronous online Extension classes can reach a wide audience, is convenient for the learner, and minimizes ongoing demands on instructor time. However, producing such classes takes significant effort up front. Advance planning and good communication with contributors are essential to success. Considerations include delivery platforms, content…

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

    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…

  20. Evaluation models of some morphological characteristics for talent scouting in sport.

    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.

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

    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...

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

    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...

  3. Of Bricks and Bats: New Stadiums, Talent Supply and Team Performance in Major League Baseball

    Rockerbie, Duane W; Easton, Stephen

    2016-01-01

    This paper considers whether publicly-financed new facility investments encourage professional sports team owners to increase their investments in costly talent. We develop a model of a sports league that incorporates publicly-financed facility investments, the unique characteristics of the talent market, and revenue sharing to explore the complementarity between new facility amenities, the team budget decision and team performance. Our empirical results suggest that publicly-financed new sta...

  4. Determining personal talents and behavioral styles of applicants to surgical training: a new look at an old problem, part II.

    Bell, Richard M; Fann, Stephen A; Morrison, James E; Lisk, J Ryan

    2012-01-01

    The selection of applicants for training in any particular surgical program is an imprecise exercise. Despite the abundance of information on particular candidates, many of the fundamental qualities that are associated with success for the surgical trainee cannot be identified by review of the applicants' grades, scores, letters of recommendation, personal statement, or even from the interview process. We sought a method to determine behavior, motivation, and values possessed by applicants that coincided with traits by our current residents who had demonstrated success in our program. The methods have been described in detail in Part I.(1) Briefly, the individual applicants' personal talent report was used to develop a rank-ordered list by the outside consultant and was compared to the traditionally developed rank list developed by the Department in the traditional fashion and the newly developed job benchmark. Five hundred thirty-five applications were received and interviews were offered to 112 (21%) applicants. Seventy-five on-line surveys were completed by the 77 applicants who were interviewed. The consultant was able to identify important personal talents, elements of motivation, and behavioral style that were not gleaned from the application or the interview process, some of which prompted a revision of our final ranking order.(1) This report discusses the results of the motivational analysis and of the Personal Talents Skills Inventory. Applicants with a strong motivation for the theoretical (knowledge) and social commitment (desire to help others) are important characteristics. Clear views of the external world and of self, as well as a sense of satisfaction with the applicants' vision of their future are positively associated with success in our program. The ability to identify unique behavioral, motivational and personal talents that applicants bring to the program that were not identifiable from the traditional application and interview process has

  5. Talent Identification in Sport: A Systematic Review.

    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.

  6. Bleeding talent: a lesson from industry on embracing physician workforce challenges.

    Kneeland, Patrick P; Kneeland, Christine; Wachter, Robert M

    2010-01-01

    Shortages of both generalist and specialist physicians are intensifying as the US healthcare system confronts an unprecedented confluence of demographic pressures, including an aging population, the retirement of thousands of baby-boomer physicians, the growth of nonpractice opportunities for MDs, and physician demands for greater work-life balance. This work posits that the medical profession might benefit from recognizing how progressive nonmedical companies systematically approach similar "talent shortages" through a recruiting and retention strategy called "talent facilitation." It highlights the 4 actions of talent facilitation (attract, engage, develop, and retain) and provides examples of how each action might be utilized to address medicine's recruitment and retention challenges. Although other policy maneuvers are needed to address overall physician workforce shortages (such as the planned opening of more medical schools and changes in the payment system to promote primary care), the talent facilitation approach can help individual organizations meet their needs and those of their patients. Copyright 2010 Society of Hospital Medicine.

  7. Analysis of the lack of scientific and technological talents of high-level women in China

    Lin, Wang

    2017-08-01

    The growth and development of high-level female scientific and technological talents has become a global problem, facing severe challenges. The lack of high-level women in science and technology has become a global problem. How to recruit and help female scientists and technological talents grow raises awareness from the industry. To find out the main reasons for the lack of high-level female scientific and technological talent. This paper analyses the impact of gender discrimination on the lack of high-level female scientific and technological talents, the impact of disciplinary differences on female roles. The main reasons are: women’s natural disadvantage of mathematical thinking; female birth, the traditional culture on the role of women and the impact of values.

  8. Getting It Right: Revamping Army Talent Management

    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

  9. Successive collision calculation of resonance absorption (AWBA Development Program)

    Schmidt, E.; Eisenhart, L.D.

    1980-07-01

    The successive collision method for calculating resonance absorption solves numerically the neutron slowing down problem in reactor lattices. A discrete energy mesh is used with cross sections taken from a Monte Carlo library. The major physical approximations used are isotropic scattering in both the laboratory and center-of-mass systems. This procedure is intended for day-to-day analysis calculations and has been incorporated into the current version of MUFT. The calculational model used for the analysis of the nuclear performance of LWBR includes this resonance absorption procedure. Test comparisons of results with RCPO1 give very good agreement

  10. Transnational multistakeholder partnerships for sustainable development: Conditions for success

    Pattberg, P.H.; Widerberg, O.E.

    2016-01-01

    This perspective discusses nine conditions for enhancing the performance of multistakeholder partnerships for sustainable development. Such partnerships have become mainstream implementation mechanisms for attaining international sustainable development goals and are also frequently used in other

  11. Talent selection and genetics in sport

    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...

  12. Designing and Managing Successful International Joint Development Programs

    2016-04-30

    joint development programs are important because of their potential to reduce costs and increase partnership benefits such as interoperability, economies ...have actualized by discussing what characteristics research has shown as crucial to international joint development program outcomes. The study team... characteristics of international joint development programs that result in positive or negative cost, scheduling, and end-product outcomes, such as a final

  13. A successful local economic development-urban renewal initiative ...

    Despite the urgent need for local economic development in South Africa, Local Economic Development (LED) as area of professional endeavour/activity has largely failed to live up to this need. In this article, an alternative approach to local economic development, which involved a 'bottom-up' approach to urban renewal is ...

  14. Learning, Motivation, and Transfer: Successful Teacher Professional Development

    McDonald, Lex

    2012-01-01

    In this article, I am concerned with three key issues of teacher professional development--teacher learning, motivation, and transfer of learning. Each issue has received minimal attention in teacher professional development literature. The three issues are discussed, and a model of an integrative professional development approach is outlined,…

  15. Return of talent programs: rationale and evaluation criteria for programs to ameliorate a 'brain drain'.

    Keely, C B

    1986-03-01

    The term, brain drain, describes the loss of skilled professionals and the nonreturn of students from advanced study abroad. It is now used almost exclusively in reference to mobility from less developed countries to more developed countries. Controversy centers on whether needed skills are being drawn off unfairly at subsidized rates from developing to developed countries or whether excess capability is being utilized in developed countries rather than underemployed or wasted at home. Some causes of high level personnel migration include: 1) wage differentials between sending and receiving countries; 2) absence of opportunities for career development or mobility for reasons other than merit or accomplishment; 3) lack of high quality facilities, equipment, time, and other costly supports in developing countries; 4) employer's lack of knowledge of employee work and the resulting wages; and 5) political disagreement or persecution. Prospects for closing wage gaps and upgrading working conditions on a large scale in developing countries are dim. Growth of the labor force coupled with national needs that are not congruent with professions requiring costly facilities, supplies, and equipment make this a slim possibility. Increasing career mobility possibilities seems to be a more promising route to reducing brain drain. One form of preventive measure is offering study abroad which requires service at the end of the study period; a variation is to guarantee employment for university graduates or for certain sectors, such as scientists. Restructuring decisions on hiring and promotion would have a positive effect, as would developing a better evaluation of expected productivity by type of training. Successful return of talent programs will be relatively modest in terms of the number of people returning and should be thought of as a part of human capital investment. Programs that are concerned with filling positions rather than with luring talent home are more likely to be

  16. Raising the Motivation and Self-Esteem of All Learners by Creating a Climate for All Talents to Flourish: Developing Empowerment for Life

    Wallace, Belle

    2008-01-01

    The issues discussed in this article have arisen from 12 in-depth case studies of "successful" schools in England, which were carried out during the academic year 2006/2007. However the practices that have emerged from these case studies are universally applicable when one analyses the factors that enabled learners to develop…

  17. An audit of employee commitment to enable leaders to manage organisational talent

    Ophillia Ledimo

    2014-09-01

    Full Text Available Leaders in motor manufacturing companies are faced with the challenge of talent attraction, development and retention due to constant changes in manufacturing technology. Yet, these leaders are expected to recruit, train and retain specialist skills due to the highly specialised nature of their manufacturing business processes. Another threat faced by these leaders is the loss of skilled talent to their competitors. These challenges have, therefore, created the need to audit employee commitment in a manufacturing organisation in order to enable leaders to initiate talent management practices. It is against this background that this paper poses the question: What is the nature of organisational commitment of manufacturing employees for leaders to be able to manage talent? This question was addressed through a quantitative study of organisational commitment dimensions. The main objective of this study was to audit the organisational commitment dimensions (as measured by Meyer and Allen’s Organizational Commitment Scale within a manufacturing organisation. The data was collected using a survey on a random sample size of N=371, all of whom were employees of a South African motor manufacturing organisation. The results of this study indicate that there are significant differences between organisational commitment dimensions namely; affective, normative and continuance commitments. These findings provide valuable information to assist leaders to propose talent management interventions vital for organisational talent attraction, development and retention.

  18. Sociocultural Transformation & Development. Good Practices or Successful Actions

    Oriol Ríos

    2013-10-01

    Full Text Available The most disadvantadged neighborhoods in Europe have received funds from State Administration to eradicate social exclusion and overcome processes of urban ghettoization. These processes are being implemented in several social areas such as housing, employment, and education. Actions, defined as "good practices", are usually valued by the quantity and type and not by the quality and final outcomes they achieve. For example, when they improve the living conditions of the populations in these areas. The INCLUD-ED project shows positive results by replacing these "good practices" by "successful actions". They are grounded on scientific evidence in order to respond to the aims set by the neighbours of these disadvantaged neighborhoods.

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

    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.

  20. The Impact of Technical–Nontechnical Factors Synergy on Innovation Performance: The Moderating Effect of Talent Flow

    Hong-Bo Shi

    2018-03-01

    Full Text Available Innovation and talent are the guarantee of the sustainable development of an enterprise. However, internet companies are facing two major problems: innovation scarcity and frequent talent flow. The gradual intensification of competition is leading internet companies to realize the importance of collaborative innovation of an enterprise’s internal elements. Previous studies have pointed out that appropriate talent flow is conducive to improve the corporation’s innovation performance, too low or too high talent flow has a negative impact on the enterprise’s innovation ability. This study explores the relationship between talent flow, technical–nontechnical element synergy and collaborative innovation performance in the internet industry. The results show that the technical–nontechnical element synergy is beneficial to improve the collaborative innovation performance, and the comprehensive coordination of the elements can generate integration advantages that single element synergy cannot produce. As a moderator variable, talent flow can positively moderate the relationship between technical–market synergy, technical–strategy synergy, technical–institution synergy and collaborative innovation performance. However, because of the particularity of organization and culture, talent flow has no moderating effect on the relationship between technical–culture synergy, technical–organization synergy and innovation performance. Finally, this paper puts forward some suggestions on how to promote internet enterprise internal element synergy and use the talent flow frequency to improve collaborative innovation performance.

  1. Critical Success Factors in Sustainable Office Development in the Netherlands.

    Vink, A.J.G.; Abdalla, G.; Favie, R.; Huyghe, J.M.R.J.; Maas, G.J.

    2010-01-01

    Commercial buildings are responsible for large percentage of the global emission of greenhouse. The development of sustainable offices is being driven by ecological and political motifs as well as by economical and social arguments. Despite all efforts to encourage it, sustainable office development

  2. Talking about Youth Development: Helping Campers Grow into Successful Adults.

    Camping Magazine, 2001

    2001-01-01

    Youth development moves beyond risk reduction by turning a narrow negative focus on at-risk factors into positive action strategies. Critical components of youth development are providing positive ways for young people to meet their needs and building competencies. Physical, social, cognitive, vocational, and moral competence are described, and…

  3. Measuring the success of an academic development programme: A ...

    This study uses statistical analysis to estimate the impact of first-year academic development courses in microeconomics, statistics, accountancy, and information systems, offered by the University of Cape Town's Commerce Academic Development Programme, on students' graduation performance relative to that achieved ...

  4. Design development of graphite primary structures enables SSTO success

    Biagiotti, V. A.; Yahiro, J. S.; Suh, Daniel E.; Hodges, Eric R.; Prior, Donald J.

    1997-01-01

    This paper describes the development of a graphite composite wing and a graphite composite intertank primary structure for application toward Single-Stage to Orbit space vehicles such as those under development in NASA's X-33/Reusable Launch Vehicle (RLV) Program. The trade study and designs are based on a Rockwell vertical take-off and horizontal landing (VTHL) wing-body RLV vehicle. Northrop Grumman's approach using a building block development technique is described. Composite Graphite/Bismaleimide (Gr/BMI) material characterization test results are presented. Unique intertank and wing composite subcomponent test article designs are described and test results to date are presented. Wing and intertank Full Scale Section Test Article (FSTA) objectives and designs are outlined. Trade studies, supporting building block testing, and FSTA demonstrations combine to develop graphite primary structure composite technology that enables developing X-33/RLV design programs to meet critical SSTO structural weight and operations performance criteria.

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

    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.

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

    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.

  7. Successful behavioral health business development for the millennium.

    Pyrce, J M

    1998-08-01

    The business development framework for provider positioning, market share, and competition has significantly shifted in the late 1990s as providers prepare for the millennium. The use of the Marketing Four Ps is a helpful tool for providers to thoroughly evaluate their product/service viability, pricing objectives, promotional mix, and place accessibility, and will allow organizations to reposition in their marketplace, maximize market share, and develop new partnerships with previous competitors.

  8. Developing a successful marketing plan for HELP JSC

    Nguyen, Ke Tuong

    2010-01-01

    Health care has become an extremely important issue during the economic development. Vietnamese rapid population growth has made the service sector become overloaded. Majority of people are absorbed at work and neither do take care of their health nor do have a proper health care programme. HELP, a health care service company, has discovered general ideas of its services: brings health, joy and happiness to people. It is no later than now to develop a marketing plan, which can enhance the bu...

  9. Developing entrepreneurial competencies for successful business model canvas

    Sundah, D. I. E.; Langi, C.; Maramis, D. R. S.; Tawalujan, L. dan

    2018-01-01

    We explore the competencies of entrepreneurship that contribute to business model canvas. This research conducted at smoked fish industries in Province of North Sulawesi, Indonesia. This research used a mixed method which integrating both quantitative and qualitative approaches in a sequential design. The technique of snowball sampling and questionnaire has been used in collecting data from 44 entrepreneurs. Structural equation modeling with SmartPLS application program has been used in analyzing this data to determine the effect of entrepreneurial competencies on business model canvas. We also investigate 3 entrepreneurs who conducted smoked fish business and analyzed their business by using business model canvas. Focus Group Discussion is used in collecting data from 2 groups of entrepreneurs from 2 different locations. The empirical results show that entrepreneurial competencies which consists of managerial competencies, technical competencies, marketing competencies, financial competencies, human relations competencies, and the specific working attitude of entrepreneur has a positive and significantly effect on business model canvas. Additionally, the empirical cases and discussion with 2 groups of entrepreneurs support the quantitative result and it found that human relations competencies have greater influence in achieving successful business model canvas.

  10. Software development project success and failure from the supplier's perspective: A systematic literature review

    Savolainen, Paula; Ahonen, Jarmo J.; Richardson, Ita

    2012-01-01

    peer-reviewed In this paper, we consider software development project success and failure from the supplier's perspective. First we clarified concepts in order to be able to exclude review articles on in-house projects, continuous services, the customer's perspective, and software product development, with the aim of providing valid results for supplier firms. We divided success criteria into project success and project management (PM) success, and, in seven articles, identified thre...

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

    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…

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

    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

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

    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.

  14. Una revisión sobre la detección y selección del talento en balonmano. [A review about talent identification and development in handball

    Javier García

    2009-12-01

    excelencia en este deporte, aportando a la perspectiva biomédica, elementos físicos, cognitivos, contextuales, etc como influyentes en el proceso formativo. La intención de estas investigaciones es contar con test, parámetros que nos permitan identificar el talento de los jóvenes deportistas, lo que beneficiará su proyección futura en el deporte. Esto debe ir unido al resto de investigaciones que analizan los demás elementos influyentes en el proceso formativo de los jóvenes jugadores. Palabras claves: Talento deportivo, antropometría, balonmano, proceso formativo.   Abstract Trying to maximize the performance in sports, optimizing the process of improvement of players, we find a research focusing in identification and selection of talents. The players expertise has determinate by genetic, and others elements of training process, environment, etc,.. of their formative process until the elite. Therefore, the study of expertise, need an analysis of this combination of multiple factors. This work makes a review of different studies on the topic, with the aim to find parameters predicting the talent in handball players. The field of anthropometry is one of the most studied about the topic. Starting from parameters like gender of the players, the sportive modality, original country, the playing position in the field court, they establish anthropometric profiles determining the sportive expertise. Basic motor abilities and psychological capacities are other elements assessed to know which of them give the expertise in this sport, contributing to the biomedical perspective, physics, cognitive, contextual elements and so on, like influential in the formative process. The main aim of these research is to have tests and parameters which allow us to identify the talent of young players­, helping them in their future development within the sport. This must go united on the rest of investigations that analyze the other influential elements in the formative process of the

  15. Recent developments in inorganically filled carbon nanotubes: successes and challenges

    Ujjal K Gautam, Pedro M F J Costa, Yoshio Bando, Xiaosheng Fang, Liang Li, Masataka Imura and Dmitri Golberg

    2010-01-01

    Full Text Available Carbon nanotubes (CNTs are a unique class of nanomaterials that can be imagined as rolled graphene sheets. The inner hollow of a CNT provides an extremely small, one-dimensional space for storage of materials. In the last decade, enormous effort has been spent to produce filled CNTs that combine the properties of both the host CNT and the guest filling material. CNTs filled with various inorganic materials such as metals, alloys, semiconductors and insulators have been obtained using different synthesis approaches including capillary filling and chemical vapor deposition. Recently, several potential applications have emerged for these materials, such as the measurement of temperature at the nanoscale, nano-spot welding, and the storage and delivery of extremely small quantities of materials. A clear distinction between this class of materials and other nanostructures is the existence of an enormous interfacial area between the CNT and the filling matter. Theoretical investigations have shown that the lattice mismatch and strong exchange interaction of CNTs with the guest material across the interface should result in reordering of the guest crystal structure and passivation of the surface dangling bonds and thus yielding new and interesting physical properties. Despite preliminary successes, there remain many challenges in realizing applications of CNTs filled with inorganic materials, such as a comprehensive understanding of their growth and physical properties and control of their structural parameters. In this article, we overview research on filled CNT nanomaterials with special emphasis on recent progress and key achievements. We also discuss the future scope and the key challenges emerging out of a decade of intensive research on these fascinating materials.

  16. Successful Development of Cordyceps bassiana Stromata from Beauveria bassiana

    Lee, Je-O; Shrestha, Bhushan; Sung, Gi-Ho; Han, Sang-Kuk

    2010-01-01

    A specimen of Beauveria bassiana was collected from Yang-yang of Gangwon province, Korea in October 2006. Conidial isolates were prepared from the specimen by the dilution method and inoculated in brown rice medium for fruiting body production. After nearly two months incubation for perithecial stromata developed from single isolates as well as from their combinations. They were determined as Cordyceps bassiana by observing the stromatal characters and their conidial structures. This is the first report of the development of C. bassiana from B. bassiana cultures. PMID:23956619

  17. Sustainable Development in Sweden - a success story. Discourse analysis

    Ahlberg, Malin

    2009-01-01

    In Sweden the term 'Sustainable Development' is very well known and is often used as leitmotivs in many parts of the society. Since the UN Conference on Environment and Development took place in Rio de Janeiro 1992 SD has become more and more indispensable in political debates and it has even become a crucial argument in management decisions in the business sector. Due to the tradition of consensus policy and the strong involvement of different interest group in policy decision-making processes, the idea of SD as a holistic policy concept fell in Sweden on a fruitful ground

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

    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...

  19. Implementing successful e-health implementations within developing countries

    Ouma, S

    2009-08-01

    Full Text Available ), hospital staff members (n=31) and patients (n=24). Therefore a total of (n=60), participated in the study. The findings revealed that just like in the majority of the developing nations, there are very few computers and e-health solutions that are currently...

  20. Steps to Successful Professional Development in Head Start

    Trivette, Carol M.; Raab, Melinda; Dunst, Carl J.

    2012-01-01

    This article discusses the implications of utilizing coaching-mentoring strategies with Head Start teachers identified from the results of a study which used an evidence-based approach to professional development. Early childhood and coaching practices that formed the basis of the study are explained. Implications from the study results regarding…