CLOWN SCOUTING AND CASTING AT THE CIRQUE DU SOLEIL: DESIGNING BOUNDARY PRACTICES FOR TALENT DEVELOPMENT AND KNOWLEDGE CREATION

2016 ◽  
Vol 20 (04) ◽  
pp. 1640006 ◽  
Author(s):  
THIERRY GATEAU ◽  
LAURENT SIMON
Keyword(s):  
Knowledge Creation ◽  
Talent Development ◽  
Talent Management ◽  
Creative Industries ◽  
Shared Reality ◽  
Cirque Du Soleil ◽  
Hr Management ◽  
Boundary Practices ◽  
Development Engineering ◽  
And Training

A significant part of management in creative organisations is the discovery, development, and engagement of the creative talents. These activities require practices at the intersection of talent management, knowledge management and HR management. In this paper, we observed a bootcamp held at Cirque du Soleil in order to experiment with new casting and training practices for a scarce and specific occupational creative community: clowns. Our study shows that this bootcamp provides context at the borders of distinct practices: recruitment, training, and exploration. This intermediary zone allows the emergence of a boundary practice: the co-construction of what actors of the organisation and members of the communities do, make and learn to connect, create and understand new meaning of their shared reality in performance and exploration. This concept contributes to an improved understanding of the management of scarce talents in knowledge-and-creativity intensive fields, as hi-tech industries, software development, engineering, or creative industries.

scholarly journals Relation of selected factors of further education in organizations development and profitability of organizations

2019 ◽  
Author(s):  
Pavel Pudil ◽  
Irena Mikova ◽  
Lenka Komarkova ◽  
Vladimir Pribyl
Keyword(s):  
Empirical Study ◽  
Financial Performance ◽  
Talent Management ◽  
Further Education ◽  
Education Evaluation ◽  
Key Factors ◽  
The Czech Republic ◽  
Education Industry ◽  
And Training

Purpose – further education and training play an important role in organizations development. The paper aims to analyze its relation to the financial performance of organizations, particularly to find which factors of further education are significantly related to the organization profitability indicators. Research methodology – it is an empirical study based on 142 profit-oriented organizations operating in the Czech Republic. Multiple median regression was used to investigate the correlation among organization profitability and talent management, long-term strategy, education evaluation, investments into education, industry sector, organization size and its owner. Findings – the results provide evidence that talent management, education evaluation, investments into education are significantly related to the considered profitability indicator ratios (ROA, ROE, ROCE, ROS). Research limitations – follow from the size of the research sample, its extension is planned for the continuation of our research. Practical implications – the results of the research could stimulate organizations to pay more attention to the key factors of further education in their development so as to improve their financial performance. Originality/Value – the authors are not aware of any other empirical study from the post-transformation economies analyzing the relation of further education and the organization´s financial performance. It extends our pilot study presented at ECMLG 2017 in London. The results provide a suggestion for organizations which steps to take in order to gain the most from further education.

scholarly journals Teacher’s Competency Model in Vocational Education and Training within Uncertainty of Labor Markets (On the Example of L.B. Krasin Moscow Vocational School of Creative Industries)

2020 ◽  
pp. 43-55
Author(s):  
L.M. Tabatadze
Keyword(s):  
Labor Market ◽  
Staff Development ◽  
Vocational Education ◽  
Labor Markets ◽  
Education And Training ◽  
Creative Industries ◽  
Competency Model ◽  
Vocational School ◽  
Vocational Education And Training ◽  
And Training

In the article the author presents a relevant experience of designing an actual competency model of an educator in vocational education and training (VET) which is based on the researches of the world and Russian labor markets. There is explained a term “innovative segment of a labor market” and given risks of vocational education and training in part of its interaction with this segment. The author made an analysis of trends affecting the vocational education and training development and analyzed data of the VET economics monitoring. The approach to designing a competency model of an educator in VET is described in consideration of the transforming role of an educator. The L.B. Krasin vocational school of creative industries experience in designing a competency model of an educator is presented, the competency models is given with detailed description of the competencies. Keywords: vocational education and training, VET, staff development, labor market, innovative segment human capital, educator, competency model.

Talent Management Practices and Competitive Advantage

2021 ◽  
Vol 12 (5) ◽  
pp. 102-115
Author(s):  
Yazan Emnawer Al-Haraisa ◽  
*Noor Al-Ma'aitah ◽  
Khalaf Al-Tarawneh ◽  
Ahmad Abuzaid
Keyword(s):  
Competitive Advantage ◽  
Management Practices ◽  
Talent Development ◽  
Talent Management ◽  
Insurance Companies ◽  
Convenience Sample ◽  
Insurance Sector ◽  
Talent Retention ◽  
The Right ◽  
Selection Stage

This study investigated the role of talent management practices (talent discovery, talent development, and talent retention) on achieving a competitive advantage in Jordanian insurance companies. Data were collected via a questionnaire using a convenience sample consisting of 130 managers and their assistants. Using SPSS 21, a multiple regression analysis was conducted and found a positive effect for talent management (talent discovery, talent development, and talent retention) on competitive advantage, and the relative importance of dimensions was talent development, talent discovery, and talent retention, respectively. This study concluded the importance of talent management practices in Jordanian insurance sector, in particular in the selection stage for choosing the right people. Recommendations for future researches are also identified.

Skills and Training Investment Vital to the Success of Public Service Broadcasting

2018 ◽  
Keyword(s):  
Public Service ◽  
Driving Force ◽  
Creative Industries ◽  
Collaborative Approach ◽  
Barriers To Entry ◽  
Production Sector ◽  
The Public ◽  
Public Service Broadcasting ◽  
Total Investment ◽  
And Training

This chapter discusses the skill challenges in the creative industries. The public service broadcasting (PSB) system is the driving force behind the UK's vibrant TV production sector. The PSBs are responsible for some 80 per cent of total investment in UK original non-news content. Independent producers are responsible for around 60 per cent of total commissioned hours on the five main PSB channels. As new platforms and formats emerge and old divides are blurred, there is a need for a holistic and collaborative approach across not just PSBs but all screen-based industries to ensure that the creative industries' talent base can compete globally. This requires upskilling and re-skilling with an integrated view and a systematic approach to tackling barriers to entry and enabling progression within an ever more casualized workforce.

scholarly journals Ideas and Networks: The Rise and Fall of Research Bodies for Powered Artificial Arms in America and Canada, 1945-1977

2016 ◽  
Vol 38 (2) ◽  
pp. 35-56 ◽  
Author(s):  
David J. A. Foord ◽  
Peter Kyberd
Keyword(s):  
Upper Limb ◽  
Knowledge Creation ◽  
Professional Groups ◽  
Funding Program ◽  
The Us ◽  
Funding Programs ◽  
Fundamental Research ◽  
Training Unit ◽  
And Training ◽  
Policy Discussion

This paper examines the rise and fall of research and development funding programs for upper-limb myoelectric prosthetics in America and Canada from 1945 to 1977. Despite similarities in overall technological goals, to produce electronic arms and hands for veterans in the US and children with phocomelic limbs in Canada, we argue that the reasons for starting and ending the programs reflected different national preoccupations. In the US the reasons for the creation in 1945 and termination in 1977 of funding programs focused on the lack of fundamental research in the field, and role that science could have in the development and design in prosthetics. In Canada, by contrast, there was little discussion about science and its relationship to technology in knowledge creation when the prosthetics research and training unit (PRTU) funding program was founded in 1963 and wound up in 1975. Instead, the policy discussion focused on the importance of regional representation and relationships among different professional groups and sectors of society.

scholarly journals Identifying critical skills for logistics professionals: Assessing skill importance, capability, and availability

2016 ◽  
Vol 27 (1) ◽  
pp. 45-61 ◽  
Author(s):  
Sean P Goffnett ◽  
Zachary Williams ◽  
Brian J Gibson ◽  
Michael S Garver
Keyword(s):  
Supply Chain ◽  
Survey Research ◽  
Talent Management ◽  
Management Program ◽  
Decision Makers ◽  
Critical Skills ◽  
Current Availability ◽  
Importance Analysis ◽  
Factor Index ◽  
And Training

The purpose of this research is to identify critical skills needed in the logistics profession now and in the future. This study uses survey research, means tests, and importance analysis to explore a multi-factor framework that identifies critical supply chain skills perceived by 176 experienced supply chain professionals from manufacturing, transportation, and retail/wholesale segments. Results indicate significant differences exist between current and future needed skills, among current capabilities and current availability of skills, and among skill needs utilizing a multi-factor index. Identifying needed skills based on importance is common. Considering more factors than just importance offers a more thorough assessment that reduces potential oversights and inefficiencies that can occur if decision makers focus on one factor when planning key processes, such as recruiting, hiring, and training, in a talent management program.

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