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Article
Publication date: 27 April 2020

Yingying Zheng and Shuang Liu

In order to solve the current imbalance of academic resources within the discipline, this article builds a three-dimensional talent evaluation model based on the…

Abstract

Purpose

In order to solve the current imbalance of academic resources within the discipline, this article builds a three-dimensional talent evaluation model based on the topic–author–citation based on the z index and proposes the ZAS index to evaluate scholars on different research topics within the discipline.

Design/methodology/approach

Based on the sample data of the CSSCI journals in the discipline of physical education in the past five years, the keywords were classified into 13 categories of research topics including female sports. The ZAS index of scholars on topic of female sports and so on was calculated, and quantitative indexes such as h index p index and z index were calculated. Comparative analysis of the evaluation effect was performed.

Findings

It is found that compared with the h index and p index, the z index achieves a better balance between the quantity, quality and citation distribution of scholars' results and effectively recognizes that the citation quality is higher and the number of citations of each paper is more balanced. In addition, compared to the z index, this article is based on a ZAS index model with an improved three-dimensional topic–author–citation relationship in research fields such as female sports.

Originality/value

It can identify some outstanding scholars who are engaged in small-scale or emerging topic research such as female sports and are excellent in different research areas. Talents create an objective and fair evaluation environment. At the same time, the ranking ability of ZAS indicators in the evaluation of talents is the strongest, and it is expected to be used in practical evaluations.

Details

Library Hi Tech, vol. 40 no. 1
Type: Research Article
ISSN: 0737-8831

Keywords

Article
Publication date: 10 October 2016

Fanxing Meng, Xiaomei Wang, Huajiao Chen, Jin Zhang, Wei Yang, Jin Wang and Quanquan Zheng

The purpose of this paper is to explore the influence of organizational culture (OC) on talent management (TM) by a case study of a real estate company.

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Abstract

Purpose

The purpose of this paper is to explore the influence of organizational culture (OC) on talent management (TM) by a case study of a real estate company.

Design/methodology/approach

The method of case study is adopted in the present study.

Findings

The authors present four propositions. The first is OC has an effect on TM. The second is a new conceptual model of TM. The third is a 4-P pattern to identify and develop the talent. The fourth is to adopt both the spiritual and material satisfactions that retain the talent.

Research limitations/implications

The primary limitation of this study is embedded in the case study method, which is not sufficient to represent the totality. The other limitation is that the issue of cohesion and team efficacy of talents is not considered. This study argues the relationship between OC and TM and expands the existing TM and OC theory. The effect of professional idealism is emphasized on in the process of TM. Talent can be retained firmly within the organization through the methods of rebuilding and strengthening OC.

Originality/value

A conceptual model of TM, 4-P pattern of evaluation and the operational mean to retain the talent is introduced.

Details

Journal of Chinese Human Resource Management, vol. 7 no. 2
Type: Research Article
ISSN: 2040-8005

Keywords

Abstract

Details

Global Leadership Talent Management
Type: Book
ISBN: 978-1-78714-543-6

Article
Publication date: 21 September 2021

Arnold Saputra, Gunawan Wang, Justin Zuopeng Zhang and Abhishek Behl

The era of work 4.0 demands organizations to expedite their digital transformation to sustain their competitive advantage in the market. This paper aims to help the human…

768

Abstract

Purpose

The era of work 4.0 demands organizations to expedite their digital transformation to sustain their competitive advantage in the market. This paper aims to help the human resource (HR) department digitize and automate their analytical processes based on a big-data-analytics framework.

Design/methodology/approach

The methodology applied in this paper is based on a case study and experimental analysis. The research was conducted in a specific industry and focused on solving talent analysis problems.

Findings

This research conducts digital talent analysis using data mining tools with big data. The talent analysis based on the proposed framework for developing and transforming the HR department is readily implementable. The results obtained from this talent analysis using the big-data-analytics framework offer many opportunities in growing and advancing a company's talents that are not yet realized.

Practical implications

Big data allows HR to perform analysis and predictions, making more intelligent and accurate decisions. The application of big data analytics in an HR department has a significant impact on talent management.

Originality/value

This research contributes to the literature by proposing a formal big-data-analytics framework for HR and demonstrating its applicability with real-world case analysis. The findings help organizations develop a talent analytics function to solve future leaders' business challenges.

Details

The TQM Journal, vol. 34 no. 1
Type: Research Article
ISSN: 1754-2731

Keywords

Article
Publication date: 4 January 2016

Stephen Swailes and Michelle Blackburn

Despite a large literature on talent management there is very little research on the comparative attitudes of employees in talent pools with those not in talent pools…

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Abstract

Purpose

Despite a large literature on talent management there is very little research on the comparative attitudes of employees in talent pools with those not in talent pools. This is an important omission as employee reactions should influence how effective talent programmes are and how they can be designed and evaluated. Consequently, the purpose of this paper is to explore the work-related attitudes of employees who are members and non-members of talent pools.

Design/methodology/approach

Matched samples of employees working in a single public sector, scientific organization were surveyed using a standard survey and open questioning to elicit and compare the voices of included and excluded employees.

Findings

Employees in talent pools were more positive about their future prospects than employees outside talent pools who reported feelings of lower support from the organization, stronger feelings of unfairness and had lower expectations of the organization’s interest in them.

Research limitations/implications

More matched-sample studies are necessary to further understand how employee reactions to talent pool membership are mediated by context.

Practical implications

Organizations should consider how employees will react to the design and implementation of talent pools and try to alleviate any adverse reactions. Two threats in particular are the depression of affect among excluded employees and failure to sustain positive affect among the included employees.

Originality/value

This is one of very few studies to explore employee reactions to talent programmes in a single organization. The single-site design controls for a large number of variables that confound inter-organizational studies of talent pool membership.

Details

Employee Relations, vol. 38 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 14 June 2021

Sung In Kim, Jaewook Kim, Yoon Koh and John T. Bowen

The research purpose is to conceptualize competitive productivity (CP) in the peer-to-peer (P2P) accommodation businesses. This study aims to conceptualize the four…

Abstract

Purpose

The research purpose is to conceptualize competitive productivity (CP) in the peer-to-peer (P2P) accommodation businesses. This study aims to conceptualize the four driving forces of P2P hosts’ CP and to empirically capture guest-based equity that supports such conceptual hosts’ CP model.

Design/methodology/approach

The goal of this paper is to apply Bauman’s Firm competitive productivity (FCP) model to the P2P accommodation business to conceptualize the CP of micro-entrepreneurial hosts. Four areas of the FCP model were reviewed to find how each of them contributes to the P2P hosts’ CP maximization.

Findings

Host talent, host resource management, value and host branding were conceptualized as key drivers of P2P hosts’ CP. The study also filled a gap in current literature by empirically analyzing online reviews to successfully capture key guest-based equity as satisfiers contributing to host talent, resource and branding.

Practical implications

Based on the hosts’ CP model, customer-generated resources play a significant role in the managerial implications, so that guest reviews with needs and wants and ratings can be empirically used to strengthen hosts’ CP under specific market circumstances.

Originality/value

This study is the first attempt to conceptualize a P2P host as a micro-entrepreneurial firm in the sharing economy platform for CP. This study looked at how the unique characteristics of the P2P accommodation industry and guest-based equity affect the P2P hosts’ CP.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 9
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 2 March 2020

Atheer Abdullah Mohammed, Abdul Hafeez Baig and Raj Gururajan

The key objective of the study is to understand the best processes that are currently used in managing talent in Australian higher education (AHE) and design a…

Abstract

Purpose

The key objective of the study is to understand the best processes that are currently used in managing talent in Australian higher education (AHE) and design a quantitative measurement of talent management processes (TMPs) for the higher education (HE) sector.

Design/methodology/approach

The three qualitative multi-method studies that are commonly used in empirical studies, namely, brainstorming, focus group discussions and semi-structured individual interviews were considered. Twenty-three individuals from six Australian universities participated in this study.

Findings

The qualitative study explored three key themes and ten subthemes of TMPs that are used in AHE. These were: (1) talent attraction, (2) talent development and (3) talent retention.

Research limitations/implications

This study only targeted one country (Australia) and one sector (HE).

Practical implications

This study offers three major contributions as follows: theoretical, practical and policy aspects. Theoretically, the study provides a value-add to Talent Management (TM) theory through designing a guide (conceptual model) of TMPs for the HE sector. Practically, it collects original qualitative data regarding TM in the HE domain. From a policy point of view, this study adds more debate around adding new ideas to Australian education strategic plans for HE.

Originality/value

This study has a unique methodology because of strengthening the effect of an in-depth case study. For instance, two different techniques were used for data analysis for the same research objective as follows: (1) both manual methods and content analysis software (NVivo 11) and (2) the three-stage approach. Using these techniques for the same purpose in one study can provide greater flexibility to examine the relationship between theory and data.

Details

Journal of Applied Research in Higher Education, vol. 12 no. 5
Type: Research Article
ISSN: 2050-7003

Keywords

Article
Publication date: 2 October 2019

Jia-lu Shi and Wen-hsiang Lai

Over recent decades, talent agglomeration has emerged as a critical topic for scholars, businesses and government officers. Innovative ability is a core competition for…

Abstract

Purpose

Over recent decades, talent agglomeration has emerged as a critical topic for scholars, businesses and government officers. Innovative ability is a core competition for high-tech talents. In China, low innovation is the bottleneck, as the high-tech industry usually cannot provide sufficient support for the continuous needs of innovative talents. To enhance the continuous support of talents, it is important to obtain the mechanisms of talent evaluation and flow in high-tech industry. Exploring the incentive factors influencing the scientific and technological personnel, adjust the layout of talents and promote the rational agglomeration. It’s significant to realize the regional economic development.

Design/methodology/approach

This study proposes an assessment model using the multi-criteria decision-making method of analytical hierarchy process (AHP) to determine the weights of incentive factors and a nonlinear programing model, from micro, meso and macro perspectives of individual, organizational and social incentives by adopting Maslow’s hierarchy of needs theory, Kurt Lewin’s field theory and Lee’s push-pull theory. After the literature review and interviews with 14 experts, this study produced a research framework and a pairwise comparison questionnaire. In addition, the relative quantitative weights of 3 main categories and 15 indicators are identified and ranked based on the AHP method.

Findings

The results demonstrate that the most important dimension is the individual, and the top three highest weighted factors are job satisfaction, sense of working accomplishment and interpersonal relationships. The discussion in this study showed that the proposed model is rational and acceptable to motivate high-tech innovation talent (HTIT) agglomeration for high-tech enterprises, universities, government and start-ups.

Research limitations/implications

The pairwise comparison using the AHP method is limited to expert opinions, which are considered comparatively subjective. The number of incentive factors should be increased, as some indicators may have been omitted from the AHP model.

Practical implications

According to the results, some suggestions can be recommended to corporate executives, HR managers and government officers to attract and retain high-tech talents and further to improve industrial clusters and economic development.

Originality/value

This paper derives a relative ranking of importance based on the opinions of experienced HR specialists, high-tech talent, scholars and government official, and assesses the consistency of results. The ordering represents the importance of indicators and sub-indicators of two levels from respondents’ perspectives in an industry cluster background. The study, focusing on the high-tech industry in China (which is a developing country), offers a unique view, as earlier studies mainly collect data from developed countries.

Details

International Journal of Innovation Science, vol. 11 no. 4
Type: Research Article
ISSN: 1757-2223

Keywords

Article
Publication date: 30 May 2019

Angelos Pantouvakis and Maria Karakasnaki

In line with recent trends in the human resource management literature that address talented employees and their management, the purpose of this paper is to examine the…

Abstract

Purpose

In line with recent trends in the human resource management literature that address talented employees and their management, the purpose of this paper is to examine the associations between talent philosophies (innate/developable and exclusive/inclusive) and the way talent is identified and assessed in the context of service organisations.

Design/methodology/approach

A structured questionnaire was administered in shipping companies located in Greece and 125 questionnaires suitable for further use were collected. Moreover, the measurement instruments of the constructs under examination were adopted from relevant studies in the literature. Finally, the data were analysed through exploratory factor analysis and multiple regression analysis.

Findings

The findings showed that the different talent philosophies impact upon the way talent is managed (i.e. identified and assessed). Specifically it was found that managers who adopt mainly innate and exclusive talent philosophies tend to rely more on their first impressions in the identification of talent and to focus in a greater extent on their personal judgment rather than standardized procedures in talent assessment.

Originality/value

Despite the increased academic voices on exploring the concepts of talent and talent management in the context of business organisations, the field is still lacking empirical evidence. Therefore, this study contributes to the limited empirical studies on talent issues and provides evidence on the links between the dominant talent philosophies and the way talent is identified and assessed in organisations.

Details

Industrial and Commercial Training, vol. 51 no. 4
Type: Research Article
ISSN: 0019-7858

Keywords

Book part
Publication date: 11 November 2019

Sharna Wiblen and Janet H. Marler

Despite the vast talk about digitalization and its ability to transform how organizations manage their workforce and their talent, our understanding of how the…

Abstract

Despite the vast talk about digitalization and its ability to transform how organizations manage their workforce and their talent, our understanding of how the implementation and use of Talent Management Information Technology (TM IT) changes various organizational processes is limited. In this chapter, we use a qualitative case study of a multi-business unit professional services firm to highlight the complexity of the human – technology interface. Contributing to our understanding of the role of human resource management in talent management, we show how perceptions and attitudes toward information technology, in combination with existing social systems influence the role HR managers play in high potential talent identification. The chapter provides a more nuanced and context-based account of how eHRM, HRM and talent management materialize in organizations as HR professionals struggle to remain relevant in an increasingly digital world.

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