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This study aims to examine the spatial distribution and movement patterns of creative talent within the Yangtze River Delta Bay Area (YRDBA) and the factors that contribute to such trends.

The study examines data for the period 2006 to 2018 from the regions that constitute the YRDBA: Shanghai, Jiangsu, Zhejiang and Anhui. Spatial distribution pattern analysis is adopted to interpret the flow tendency both spatially and chronologically and a Lasso regression model is used to investigate variables that influence this tendency.

It is found that creative talents in YRDBA are accumulating steadily in provincial capitals and financially advanced cities. Technology infrastructure, women’s rights, medical care amenities and housing affordability are major determinants of such spatial distribution. The talent spillover effect raises attention in talent saturated areas, while the surrounding regions should prepare to receive and retain the overflow.

Creative talents geography in China and the dynamism of creative talent in YRDBA are rarely discussed. Determinants of creative talents lack systematic pectination, literature that filters multiple determinants of creative talents migration is limited and discussion specific to the Chinese context is scarce. This case can, thus, provide insights into creative talents in developing countries and add to the current literature, bridge the gap of the current understanding of creative talents in YRDBA – the innovation and development center in China and provide a reference for policymakers when making macro decisions.

The purpose of this paper is to inform readers about the nature of talent development prior to post-secondary education; describe the obstacles that individuals face because of poverty, racism or geography; and recommend asset-based approaches that can enable more individuals to be prepared to make significant contributions to society within their domain of talent.

The methodology used was to review research from the fields of education and psychology about talent in varied domains of sport, academics and the arts, as it relates to key components (domain pathways, opportunities and psychosocial skills) of the talent development megamodel proposed by Subotnik et al. (2011).

Findings include a delineation of the challenges that many nations face in cultivating talent among its young citizens particularly related to their socioeconomic status, race and ethnicity and geography. Findings include recommendations for new approaches to identification; a substantial increase in school and community-based, domain-specific opportunities; teacher training; and deliberate cultivation of psychosocial skills that can support achievement.

This paper emphasizes the importance of focusing efforts on talent development at earlier stages, which is critical to creating pathways for marginalized youths to maximize their potential and contributions to the workplace.

The creation and distribution of human capital, often termed talent, has been recognised in economic geography as an important factor in the locational decisions of firms (Florida, 2002), and at a more general level as a key driver of economic growth (Romer, 1990). The purpose of this paper is to consider how talent is created and distributed across the cities of the UK and the key factors which are driving this spatial distribution. They also consider what the economic outcomes of these disparities are for cities.

The multivariate models can estimate the dynamic inter-relationships between human capital (talent), innovative capacity, and economic value added. These can be estimated, using talent as an example, in the form: human capital measure_i =α_0i+α_1i innovative capacity +α_2i quality of life + α_3i labour market indicators + α_4i economic indicators + α_5i HEI indicators + β_6i population demographics + β_7i population + υ_i.

The first finding is that talent is unequally distributed across cities, with some having three times more highly educated workers than others. Talent concentration at the city level is associated with entrepreneurial activity, culture, the presence of a university, and to a lesser degree the housing market. This feeds into more knowledge-based industry, which is associated with higher gross value added.

The research is limited in a practical sense by the fact that UK data at this level have only become available quite recently. Thus, it is only possible to capture talent flows and city growth in a relatively small window. But the prospects going forward will allow more detailed analysis at the city level of the relationship between talent flows and local economic growth. And additional insights could be considered relating to the on-going changes in the UK university system.

The question of whether universities are simply producers of talent or play a much broader and deeper role in the socio-economic landscape and outcomes of cities is an open one. This research has identified what the key drivers of city level economic growth and knowledge creation are, and sought to explain why some cities are capable of attracting and harnessing three times more talent than other cities. This has significant implications for the future development of UK cities and for those seeking to address these imbalances.

Universities are a major economic agent in their own right, but they are increasingly being asked to play a wider role in local economic development. The authors’ evidence suggests that universities do play a wider role in the growth and development of cities, but that there are large discrepancies in the subsequent spatial distribution of the talent they create. And this has significant implications for those seeking to address these imbalances and promote a broader and less unequal economic landscape.

The authors explore how cities create economic value via a process whereby talent is attracted and then this stimulates knowledge-based industry activity. The originality relates to several key aspects of the work. First, the authors look at the stock of talent, and then the authors explore how “new” talent from universities is attracted by looking at graduate flows around the cities of the UK, differentiating between top-level graduates and less talented graduates. The authors then allow a wide variety of economic, cultural, and population factors to influence the locational decision of talented people. The results highlight the complexity of this decision.

In order to reveal why there are favorable growing environments in industrial clusters (IC), the author examines the effects of the HR environment on talent growth from five aspects: industrial clusters economy (ICE), industrial clusters HR policy (ICHRP), industrial clusters living setting (ICLS), industrial clusters culture (ICC) and industrial clusters HR management (ICHRM).

The sample for this study came from four IC in China. Exploratory factor analysis and SEM analyses were conducted to analyze data.

It proved that: the economy of ICE has a positive direct impact on the talent growth in the clusters; ICHRP has a positive direct impact on talent growth in the clusters; ICC does not have a direct impact on talent growth in the clusters; ICLS has a positive direct impact on talent growth in the clusters; the HRM of companies in IC has a positive direct impact on talent growth in the clusters; the culture and ICHRP has a positive direct impact on the HRM of companies in the clusters.

The paper helps to reveal why talent grows better in IC than in other regions. It offers theoretic support for government to set HR policy.

The purpose of this paper is to answer two research questions: How does a self-initiated migrant (SiM)'s talent identity work operate in relation to their culture, the societies in which they live, their interpersonal relationships and their tacit knowledge development? and how can global talent management be re-imagined in light of this?

This co-constructed autoethnography is produced from reflexive, dyadic interviews and text “conversations” with an SiM doing “global talent identity work” and uses narrative analysis to investigate how liminal competence is developed across the life cycle.

This study shows how talent identity work is rooted in the lived, meaningful experiences of individual talent, from childhood to adult life in a pandemic. The authors add to knowledge about COVID-19 experiences of SiMs, uncover poignant examples of the role of migrant ethnic and knowledge discrimination and identify lessons for managerial practice in engendering liminality competence by combining global talent management and knowledge management.

Lessons are drawn for global talent management strategies that appreciate and support individual talent ethnic and knowledge inclusion of underappreciated migrant talent.

Examining the connection between talent identity work and liminality competence, the authors show how an individual's talent might be wasted through different forms of discrimination and highlight how ethnic discrimination during a pandemic points the way to positive changes in talent knowledge management initiatives. This study suggests ways in which ethnic and knowledge discrimination might be addressed through talent management strategies.