scholarly journals Talent management practices in IT companies of Ukraine: Differences in exclusive and inclusive approaches

2021 ◽  
Vol 19 (4) ◽  
pp. 436-445
Author(s):  
Natalia Nosan ◽  
Sergiy Nazarenko
Keyword(s):  
Human Capital ◽  
Empirical Study ◽  
Empirical Analysis ◽  
Management Practices ◽  
Talent Management ◽  
Descriptive Statistics ◽  
Average Level ◽  
Knowledge And Skills ◽  
The World ◽  
Research Period

Employees, their knowledge, and skills are becoming an increasingly important factor in the performance and competitiveness of companies in the XXI century. Approaches to talent management vary around the world. The more technological the company, the more unique the technology of using human capital and the higher the level of employee stress. The aim of the study is to establish statistically significant differences in exclusive and inclusive approaches to talent management in Ukrainian IT companies. The study employed methods of psychodiagnostic and descriptive statistics. The research period is from January to June 2021. The total number of respondents is 150 employees from the TOP-50 largest IT companies in Ukraine as of 2020. The population of the empirical study included 70 men (46.7%) and 80 women (53.3%) aged 21 to 40 years. The results of empirical analysis show that, indeed, the degree of employee burden in IT companies is enormous. The study empirically confirmed and theoretically proved that there are statistically significant differences in exclusive and inclusive approaches to talent management. IT companies that use an exclusive approach show burnout rates at an average level (according to 38.5% of respondents), and talents are already working at the limit of their psycho-emotional resource capabilities.

scholarly journals Exploratory Factor Analysis of The Underlying Structure of Talent Management Practices Among Universities in Uganda

2018 ◽  
Vol 5 (2) ◽  
Author(s):  
Farooq Miiro
Keyword(s):  
Factor Analysis ◽  
Empirical Study ◽  
Exploratory Factor Analysis ◽  
Management Practices ◽  
Talent Management ◽  
Underlying Structure ◽  
Validity And Reliability ◽  
Survey Tool ◽  
Measuring Scale ◽  
Promax Rotation

The empirical study presents the findings generated from 300 randomly selected respondednts from six universities in the central region of Uganda. The survey tool contained 24 self-reported items with a five point Likert measuring scale chosen from the earlier studies done on the four sub-dimension of talent management construct. Exploratory Factor Analysis was used with Promax rotation to establish whether identification, development, culture and retention are true dimensions of talent management construct. The results from the date exhibited that the four factors of talent management structure were explained at 56.1% variance. The validity and reliability were sound enough since the internal consistency scale estimates ranged from 0.837 (identification), 0.7(development), 0.707 (culture) and 0.758 (retention) for the factor structure extracted. Lastly, the findings gave plausible empirical evidence for the validity of the four sub-dimensions and their individual items.

scholarly journals Education of population for the future and the future of education

Stanovnistvo ◽  
2017 ◽  
Vol 55 (1) ◽  
pp. 63-85
Author(s):  
Biljana Jovanovic-Gavrilovic ◽  
Biljana Radivojevic
Keyword(s):  
Sustainable Development ◽  
Human Capital ◽  
Industrial Revolution ◽  
Knowledge And Skills ◽  
Fourth Industrial Revolution ◽  
The World ◽  
The Future ◽  
Future Of Education ◽  
The Impact

The key to the future of any country in the modern world lies in the knowledge, skills and talent of its population. This gives a special importance to education through which human capital is created as an important component of national wealth. Different methods of measuring human capital are found in literature. There is a well-known division into monetary and non-monetary methods, with the latter being specifically addressed in the article. Education plays an important role in achieving sustainable development. Through education, knowledge about sustainable development is acquired while human resources that are capable and willing to achieve this development are created. Education, just like sustainable development, has a long-time perspective. In both cases, the interests of the future are respected when making decisions in the present. The impact of education on sustainable development is manifested through all three of its dimensions ? economic, social and environmental. The key role of education for achieving sustainable development has been globally recognized and embedded in relevant United Nations documents, including a new global development agenda by 2030, focusing on the Sustainable Development Goals, of which Objective 4 explicitly refers to education. The European Union also pays considerable attention to education for the future in the context of the commitment of its members to achieve sustainable development. Serbia, at least declaratively, follows it, given the orientation of the country to join this regional integration. The future of education is under the strong influence of global mega trends, especially the Fourth Industrial Revolution, which strongly influences the world of work and the necessary knowledge and skills. During the earlier industrial revolutions, it took several decades to build appropriate education and training systems, but there is no time for that now. Changes must be anticipated, and reactions should be quick. The quality of educational systems of countries around the world and their preparedness for the challenges of the new age can be evaluated on the basis of the results of the Program for International Student Assessment ? PISA, the most important research in the field of education, which, under the auspices of the OECD, tests the knowledge and skills of fifteen-year-olds, and relying on the composite indicator introduced by the World Economic Forum ? Global Human Capital Index (GHCI). The results for Serbia are generally discouraging, but in some segments, they point to the country?s hidden potentials that should be activated. Education represents the development opportunity of Serbia at the threshold of the Fourth Industrial Revolution. As a small and economically country, Serbia should not remain at the margin of events, in the role of a passive observer. On the contrary, through adapting its education system to the demands of time by adequate financial and institutional support, thus improving human capital of the people, Serbia can find its place in a changing labor market and create preconditions for dynamic and sustainable economic development.

scholarly journals Top Trends for Talent Management

2021 ◽  
Vol 3 (2) ◽  
pp. 163-169
Author(s):  
Kaifu Zhang
Keyword(s):  
Human Capital ◽  
Supply And Demand ◽  
External Environment ◽  
Talent Management ◽  
Contemporary Society ◽  
Critical Determinant ◽  
Corporate Development ◽  
The World ◽  
Management Capabilities ◽  
Operation And Management

Since McKinsey’s 1998 report on “better talent is worth fighting for” which formally introduced the term “the war for talent,” talent management (TM) has been attracting strong attention from industries and academia throughout the world. Talents are seen as the critical determinant of organizational success and a necessity for sustainable corporate development. To be successful, companies need to identify and manage talents effectively. However, the dilemma faced by companies are the uncertainty of the external environment which makes it difficult for them to predict the supply and demand of talents in the external labor market as well as the difficulty to attract the needed talents and retaining the skills that they have spent abundant resources to cultivate. This article aims to summarize the top trends of talent management (TM) in the contemporary society and offers a comprehensive explanation as well as corresponding suggestions in response to these trends so as to provide the best way to build a multi-dimensional and comprehensive team to meet the new requirements in the infobahn era, thus enhancing the operation and management capabilities for optimizing human capital.

scholarly journals Rethinking of Curriculum for the Senior Staff Course of Bangladesh Public Administration Training Centre: An Empirical Analysis

2014 ◽  
Vol 26 ◽  
pp. 1-29
Author(s):  
Md Zohurul Islam ◽  
Md Shafiqul Haque ◽  
Md Abdul Mannan
Keyword(s):  
Human Capital ◽  
Public Administration ◽  
Empirical Analysis ◽  
Quantitative Research ◽  
Research Approach ◽  
Training Centre ◽  
Senior Staff ◽  
Knowledge And Skills ◽  
The Government ◽  
Different Levels

One of the mandates of Bangladesh Public Administration Training Centre (BPATC) is to develop human capital of senior level civil servants of Bangladesh. This study has identified the development needs of the Joint Secretaries of Bangladesh Civil Service in order to facilitate knowledge and skills through Senior Staff Course (SSC) organized by BPATC. This study has used quantitative research approach. Data were collected from different levels of respondents that include officers of the rank of Joint Secretary, Additional Secretary and Secretary. The results have yielded seven thematic areas, in respect of knowledge and skills where Joint Secretaries are required to develop and with these seven thematic areas course contents need to be developed to achieve present and future priorities of the Government of Bangladesh.

scholarly journals Kesiapan Modal Insani Era Industri 4.0 pada Industri Manufaktur, Perbankan dan Telekomunikasi

2021 ◽  
Vol 20 (2) ◽  
pp. 173-187
Author(s):  
Achmad Fajar Hendarman ◽  
◽  
Astrid Alfina Primatasya ◽  
Azzahra Nabila Sufiadi ◽  
Veren Sonia
Keyword(s):  
Human Capital ◽  
Industry 4.0 ◽  
Quantitative Method ◽  
Soft Skills ◽  
Digital Transformation ◽  
Descriptive Statistics ◽  
The Other ◽  
Hard Skills ◽  
The World ◽  
Manufacture Company

Abstract. Digital transformation has interested many firms or organizations in the World. This transformation relates to the context of industry 4.0. One of the most organizational parts affected by the transformation is human capital. Therefore, this research will conduct a mapping through analyzing the readiness of a firm to face industry 4.0 related to the human capital aspect (Knowledge, Hard Skills, Soft Skills, and Attitude) The method used in this research is quantitative method and employs a questionnaire survey to gather the data from telecommunication, banking, and manufacture company in Indonesia. Then, the result of the gaps is analyzed using descriptive statistics and HDI Formula. The findings of the readiness as follow; Knowledge, preliminary; Hard Skills, not ready; Soft Skills, optimal; Attitude, ready. In this case, Soft Skills become the best (optimal) in facing industry 4.0 compare to the other factors. Keywords: Readiness, gap, human capital, industry 4.0, digital

scholarly journals The human as capital? A contribution to the critique of the theory of human capital

2017 ◽  
Vol 20 (5) ◽  
pp. 95-106
Author(s):  
Paweł Drobny
Keyword(s):  
Human Capital ◽  
Human Potential ◽  
General Description ◽  
Knowledge And Skills ◽  
The Third ◽  
Economic Significance ◽  
Production Factors ◽  
The World ◽  
Modern Economic ◽  
The Relationship

In modern economic theories, human qualities are treated as autonomous production factors, which are called “human capital”. However, these theories provide no description of the relationship between human capital and the man who is its “bearer”, nor an explanation of the formation process of that capital. In the thesis, the author tries to justify it as follows: human qualities, including knowledge and skills, are an integral part of a human being, that is, they are involved in every human act. It is, therefore, wrong to analyse their economic significance in isolation from the whole structure of human activity. Through his or her action, man discovers the potential in things and relationships in the form of the possibility of using them for a particular purpose. Capital is thus realized by the human potential of things that form a system for transforming the world. In the first part of the article, a general description of human capital will be provided. In the second part, it will be criticized, while in the third part, there will be an attempt to show the proper relationship between man and capital from the perspective of personalism.

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