Critical Review of Talent Management in a Local Context:A Case Study

Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in the last few years based on reviewing the pre-existing literature.In addition,an insight into the challenges specific to the management of talent in Saudi Arabia is discussed.Due to the traditional and conservative society of Saudi Arabia,along with its governmental policies such as Saudization and the Nitaqat system,it has become extremely challenging for private organisations to employ TM practices.This study provides insights into various TM practices employed in Saudi Arabia;however,none of the studies have provided any information about the types of TM practices to be employed for a better and more efficient organisational performance in the context of Saudi Arabia.It is concluded that the practice of TM in Saudi Arabia is extremely selective in private organisations and can be considered to be in its infancy.Moreover,the gaps in the research in these areas are identified,and based on those,recommendations are made for the scope of future work.This study contributes to a critical understanding on the suitable TM practices that can be applied in Saudi Arabia as well.It provides insights assisting to further research and practical applications.Our study finds its relevance among TM academicians,human resource(HR)departments,policy makers,government agencies,talent managers,and employers who are either already functional in Saudi Arabia or are planning to open business processes in Saudi Arabia in the near future.This can act as a strategic development when collaborated appropriately with the government authorities.

Research on Management of Marine Science and Technology Talent Ecological Chain

Firstly,the current situation of China’s current marine science and technology talent ecological chain was analyzed,and then the problems in talent training were discussed.Finally,countermeasures to improve the talent ecological chain were proposed.

Research on Marine Talent Management Based on the Perspective of Talent Ecological Chain

On the basis of ecological theory and methods,the current situation and problems of China s marine talent ecological chain were analyzed,and solutions to corresponding problems were proposed.

Increasing Equal Opportunities in Education in Transcarpathia.Talent Development Programmes of the“GENIUS”Charity Foundation

The essential condition of the economic evolution in Transcarpathia is the assistance of young researchers,finding the young talents,supporting their development as well as finding those young people with outstanding achievements and with appropriate knowledge.Searching for,identifying,and developing young people with outstanding abilities is a determining key factor of the competitiveness of a given region;in such a work,a prominent role is given to different educational institutions and talent agencies.Thus concerning this reason,“GENIUS”Charity Foundation has been established in 2011.It carries out a wide range of talent management,talent development and research among the schoolchildren,students,and young researchers.Our aim is to create an integrated system of the talent support programs,to assure equal access in promoting talents,and increase the talented youth’s social responsibility.The Foundation among many others,organizes the Conference of Young Researchers,as well as the Conference of Scientific Students,and operates the nine Talent Points where more than 2,000 children,more than 300 qualified teachers,and nearly 90 schools take part.

The Influencing Factors on the Growth of Economic and Management Talents Based on Structural Equation Model—A Case Study of Sichuan Province

To analyze the influencing factors on the growth of economic and management talents in China's Sichuan Province, this paper constructs an analysis framework for the growth of economic and management talents, takes 340 economic management scholars in 53 higher education institutions in Sichuan Province as the research objects, uses CV analysis to organize their CVs and information, and constructs an evaluation index system combined with system science theory for the influencing factors from five dimensions: Educational experience, work experience, research experience, part-time experience, and award experience. Correlation analysis and structural equation model are used to systematically analyze the influencing factors on the growth of economic and management talents. The experimental results show that work experience, research experience, and award experience have a direct positive significant influence on talent growth;research experience and award experience play mediating roles in the influence of talent growth. This paper enriches the theoretical dimensions of this research field and explores the interactions among these factors. It also helps to improve the cultivation and development mode of economic and management talents in the western region. Furthermore, it provides guidance and reference for the role of talents in promoting economic growth, industrial upgrading, and sustainable development.

Predictive HR analytics and talent management:a conceptual framework

Digitisation,new technologies and artificial intelligence demand organisations for new ways of working with a different skill set to accomplish strategic objectives.HR analytics is the scientific solution enabling organisations to make significant human capital and strategic business decisions and thereby gain a competitive advantage.However,theory-based relationships in HR analytics adoption is meagre.Further,there is a paucity of HR analytics literature on the role of contextual factors that affect organisations in building predictive HR analytics(PHRA)capability.Addressing this gap,we develop a conceptual framework through the lens of the Technological-Organisational-Environmental(TOE)framework and Resource-based theory to examine the relationships among the antecedents and consequences of PHRA capability considering talent management under the moderating effect of a data-driven culture.This paper is possibly the first study to propose a theoretical model to examine the effect of PHRA capability on talent management outcomes.

Implementation of SHRM in Organizations Through Strategic HR Directors

Aim of this study is to discuss implementation method of strategic human resource management(SHRM)in organizations.Study suggests strategic HR Director position in organizations to implement SHRM.Because personnel management(PM)and human resource management(HRM)are already implemented by firms,SHRM is not in practice yet.Strategic HR Director might be the methodology for implementation of SHRM.Methodology of this study is systematic review.Hence,study carefully scanned well-known field researches written by well-known HR scholars.In systematic review methodology,author posed out a research question and it answers this question by field studies and HR scholars.Main research question of this study is whether strategic HR Directors put SHRM into practice in organizations.Major defense is:Managers carry firms to organizational goals.Job responsibilities of strategic HR Directors are talent management and HRM systems.Target of talent management and HRM systems is star employees and talents in organizations because it is expected that stars may become managers in organizational hierarchy at the future.Furthermore,talent manager,PM division,and SHRM division are operated inside HRM department.If strategic HR Director position is set at top management,VENN relations between PM,HRM,and SHRM may be dispersed.Because SHRM activities would be tied to strategic HR Director,this study also explores VENN relations among three HR methodology.