- Table View
- List View
Talented Children and Adults: Their Development and Education
by Jane PiirtoThis third edition of the widely popular Talented Children and Adults: Their Development and Education has been revised to include the most up-to-date information on talent development. Written by a nationally recognized author in the field of gifted education, this textbook explores the factors that encourage talent development from birth through adulthood, with specific chapters focusing on children from birth to age 2, elementary and middle school students, high school and college students, and adults. Talented Children and Adults includes information for identifying talented students, developing programs for these students, identifying creativity, and creating appropriate curricula. The book also addresses counseling and guidance for talented students, as well as underserved populations.Each chapter begins with a vignette, and case studies from students and educators in the field are included at the end of each chapter. This book is a must-read for anyone who works with talented children and adults.Educational Resource
TalentCorp Malaysia and the Returning Expert Programme
by Alexis Brownell Danielle Li Mathis Wagner William R. KerrTalentCorp Malaysia runs the "Returning Expert Programme," a government program designed to encourage Malaysian professionals abroad to return home through use of various incentives. The REP is intended to combat the "brain drain" caused by highly-educated professionals moving away to take advantage of better career opportunities, by offering returnees benefits such as tax breaks and permanent residency for family members. In 2011, TalentCorp took over administration of the REP, and through adjustments to incentives and application requirements was able to dramatically increase the number of REP applicants and approvals. Now they are considering another set of changes and must demonstrate that their changes will increase "bang for the taxpayer buck," raising the number of applicants while maintaining the same level of quality.
Talent Wants to be Free
by Orly LobelThis timely book challenges conventional business wisdom about competition, secrecy, motivation, and creativity. Orly Lobel, an internationally acclaimed expert in the law and economics of human capital, warns that a set of counterproductive mentalities are stifling innovation in many regions and companies. Lobel asks how innovators, entrepreneurs, research teams, and every one of us who experiences the occasional spark of creativity can triumph in todays innovation ecosystems. In every industry and every market, battles to recruit, retain, train, energize, and motivate the best people are fierce. From Facebook to Google, Coca-Cola to Intel, JetBlue to Mattel, Lobel uncovers specific factors that produce winners or losers in the talent wars. Combining original behavioral experiments with sharp observations of contemporary battles over ideas, secrets, and skill, Lobel identifies motivation, relationships, and mobility as the most important ingredients for successful innovation. Yet many companies embrace a control mentality--relying more on patents, copyright, branding, espionage, and aggressive restrictions of their own talent and secrets than on creative energies that are waiting to be unleashed. Lobel presents a set of positive changes in corporate strategies, industry norms, regional policies, and national laws that will incentivize talent flow, creativity, and growth. This vital and exciting reading reveals why everyone wins when talent is set free.
Talent- und Kompetenzmanagement: Eine anwendungsorientierte Perspektive
by Oliver Wegenberger Josef WegenbergerDieses Buch bietet eine umfassende Darstellung des Talent- und Kompetenzmanagements in übersichtlicher Form. Es dient Führungskräften, HR-Verantwortlichen wie auch Betriebsräten, Beratern und Studierenden als nützliche Informationsquelle für die Themen Kompetenzmanagement, Personalplanung, Personalauswahl, Entwicklung und Onboarding sowie das gesamte Spektrum des Human Potential Managements. Abgestimmte Tools, Instrumente und wichtige Leitfäden ermöglichen die direkte Umsetzung in die betriebliche Praxis.
Talent, Transformation, and the Triple Bottom Line
by Andrew Savitz Karl Weber Edward E. Lawler IIIHR Professional's guide to creating a strategically sustainable organization Employees are central to creating sustainable organizations, yet they are left on the sidelines in most sustainability initiatives along with the HR professionals who should be helping to engage and energize them. This book shows business leaders and HR professionals how to: motivate employees to create economic, environmental and social value; facilitate necessary culture, strategic and organizational change; embed sustainability into the employee lifecycle; and strengthen existing capabilities and develop new ones necessary to support the transformation to sustainability.Talent, Transformation, and the Triple Bottom Line also demonstrates how leading companies are using sustainability to strengthen core HR functions: to win the war for talent, to motivate and empower employees, to increase productivity, and to enliven traditional HR-related efforts such as diversity, health and wellness, community involvement and volunteerism. In combination, these powerful benefits can help drive business growth, performance, and results.The book offers strategies, policies, tools and specific action steps that business leaders and HR professionals can use to get into the sustainability game or enhance their efforts dramatically Andrew Savitz is an expert in sustainability and has worked extensively with many organizations on sustainability strategy and implementation; he and Karl Weber wrote The Triple Bottom Line, one of the most successful books in the field Published in partnership with SHRM and with the cooperation of the World Business Council for Sustainable DevelopmentForward by Edward Lawler IIIThis book fills a gaping hole in both the HR and sustainability literature by educating HR professionals about sustainability, sustainability professionals about HR, and business leaders about how to marry the two to accelerate progress on both fronts.
Talent@Tencent
by Shu Lin Tarun Khanna Nancy Hua DaiLate in 2016, two senior human resources (HR) executives at Tencent Holdings (Tencent), China's leading Internet services firm, are assessing the effectiveness of the company's talent management practices in responding to Tencent's sustained hypergrowth. Over the preceding decade, Tencent's revenues and earnings had grown at a compound annual rate (CAGR) of 38% and 44%, respectively. Its staff grew at a 25% CAGR, primarily by hiring recent college graduates. At the time of the case, the average Tencent worker was 29 years old, and worked at the firm for an average 3.24 years. Headquartered in the booming city of Shenzhen, China, Tencent benefited from rich pools of local entrepreneurship, capital, and skills, yet also lost employees to other opportunities catalyzed by those resources. The company therefore must do its utmost to attract, develop, and retain top talent: rivalry with its primary Chinese competitors, Alibaba and Baidu, is intensifying, and all three firms are increasingly looking to cultivate enterprise customers and to develop and sell products driven by new technologies, both in China and abroad.
Talent Tectonics: Navigating Global Workforce Shifts, Building Resilient Organizations and Reimagining the Employee Experience
by Steven T. HuntHow to attract, retain, develop, and engage people for a changing world of work Shifting demographics combined with the digitalization of all aspects of life are transforming the nature of work. This is forcing companies to rethink how they design jobs and recruit, develop, and engage employees. In Talent Tectonics: Navigating Global Workforce Shifts, Building Resilient Organizations, and Reimagining the Employee Experience, Dr. Steven Hunt explains how technology is changing the purpose of work and why creating effective employee experiences is critical to building organizations that can thrive in a world of accelerating change and growing skill shortages. In the book, you&’ll find insights from the perspective of a person who has worked with thousands of companies around the globe using technology to build effective workforces. The book explores how business strategy, organizational psychology, and work technology interact to create nimble companies. The book discusses the future, but its focus is on the present, identifying things companies can do now to attract critical talent and create resilient organizations including: How to manage different types of employee experiences to create engaged and adaptable workforces How technology can enable large organizations to act more like small, agile, entrepreneurial companies. Rethinking employee recruitment, development, and engagement to create supportive, inclusive, and resilient organizational culturesPerfect for human resources professionals, employee experience managers, and business leaders responsible for building effective workforces, Talent Tectonics belongs in the libraries of every leader, employee, and professional invested in ensuring that their organization can attract, retain, and develop the talent needed to achieve its strategic goals.
Talent Strategies and Leadership Development of the Public Sector: Insights from Southeast Asia (Routledge Focus on Public Governance in Asia)
by Celia LeeTo stay ahead of the competition, the public sector has to ensure an effective talent management strategy to attract, develop and retain talents. Effective talent management is about aligning the organisation’s approach to talent with the strategic aims and purpose of the organisation. This book adopts a comparative country analysis, which takes into account the institutional emphasis, organisational configuration and unique characteristics of the public sector. Against the backdrop of three major stages of administrative development, i.e., the colonial, postcolonial and modern periods, this book unpacks how the talent schemes have been shaped by the reforms, experiences, cross-country knowledge transfers and evolved over time responding to globalisation and digitalisation in Southeast Asia. This book will be of great interest to scholars and public managers working on public administration and civil service reforms in Asia towards developing a contextualised understanding of talent management and leadership development in the region.
A Talent Show of Nerves (The\nhia Normal Ser.)
by Sheelue Yang"Eleven-year-old Nhia confront stage fright at the school’s talent show in this installment of The Niah Normal graphic novel series. Eleven-year-old Nhia “Silver” Lee’s brother convinces her to join the talent show and showcase her storytelling know-how. Just one problem: She’s got a serious case of stage fright! Can Nhia overcome her fears and take home the top talent trophy? Or will her anxieties upstage her act? Written by Hmong American Sheelue Yang, this graphic novel is a darkly humorous, normalizing exploration of coming-of-age anxiety through the lens of authentic preteen. More Books in This Series: Losing It in Translation School of (Negative) Thought What-a-Bummer Camp"
Talent Show (Fountas & Pinnell LLI Green #Level E, Lesson 55)
by Mary AtkinsonFountas and Pinnell Leveled Literacy Intervention Green System -- 1st Grade
The Talent Revolution: Longevity and the Future of Work
by Lisa Taylor Fern LeboThe definitive guide to maximizing workforce value, The Talent Revolution exposes work-life longevity as the most influential driver transforming today’s workplace – a competitive edge for organizations smart enough to capitalize on it. This is a first – a book that positions older workers as revolutionaries and reveals how organizations that engage employees across all life stages will outperform their competitors. With clarity and specificity, it describes new models, debunks commonly held myths about older workers, demolishes justifications for traditional structures and attitudes, and builds the case for a reset that will help smart companies profit from their most valuable assets. Through case studies, metrics, strategies, and tactics, The Talent Revolution explores the impact of workforce demographics on the future of work and provides new, actionable strategies for turning an aging workforce into a competitive advantage.
Talent Relationship Management
by Armin TrostIn times of growing talent shortage, companies have to find new ways to fill their strategic positions from the outside. This book presents useful and competitive solutions for hiring talented and motivated employees. The author presents four concrete fields of action to achieve this and provides the reader with definitions of strategically relevant key and bottleneck functions. The book emphasizes the fact that employers must sell relevant functions just like they would as part of an employer branding strategy. Employers are moving towards active sourcing strategies beyond job ads and headhunting. They must maintain and manage relations with promising talent once they have been identified. Finally, employers must ensure a positive candidate experience. This book serves as a handy reference for HR managers and talent recruiters.
Talent Relationship Management
by Armin TrostAngesichts des dramatisch zunehmenden Fachkräftemangels wird es für Unternehmen in Zukunft noch schwieriger sein, Schlüsselfunktionen zu besetzen. Neue, aktive und teils aggressive Methoden werden gebraucht, um die wenigen talentierten Kandidaten zu finden und an das Unternehmen zu binden. Der Autor - Berater und Professor an einer innovativen Business-School - stellt das Konzept Talent Relationship Management (TRM) anhand von Fallbeispielen vor und gibt Tipps, wie TRM in Unternehmen (auch in kleinen und mittelständischen) umgesetzt werden kann.
Talent Relationship Management: Personalgewinnung in Zeiten des Fachkräftemangels
by Armin TrostAngesichts des dramatisch zunehmenden Fachkräftemangels wird es für Unternehmen in Zukunft noch schwieriger sein, Schlüsselfunktionen zu besetzen. Neue, aktive und teils aggressive Methoden werden gebraucht, um die wenigen talentierten Kandidaten zu finden und an das Unternehmen zu binden. Der Autor – Berater und Professor an einer innovativen Business-School – stellt das Konzept Talent Relationship Management (TRM) anhand von Fallbeispielen vor und gibt Tipps, wie TRM in Unternehmen (auch in kleinen und mittelständischen) umgesetzt werden kann.
Talent Recruitment at frog design Shanghai
by Robert G. Eccles Yi Kwan Chu Amy C. EdmondsonThis case illustrates the complexity and importance of hiring decisions in the Chinese operation of a global design and innovation firm.
The Talent Masters: Why Smart Leaders Put People Before Numbers
by Ram Charan Bill ConatyThe Talent Masters itself stems from a unique marriage of talents. Bill Conaty, in the course of a 40-year career at General Electric, worked closely with CEOs Jack Welch and Jeff Immelt to build the company's internationally renowned talent machine. Ram Charan is the legendary advisor to companies around the world. Here they combine their unparalleled experience and insight to create a blueprint for talent development, and to show how critical it is to the continuing and future success of every business. The essential skill that lasts. Why talent management guarantees future results in a way that short-term financial success and market share cannot. Secrets of the masters. How world-class companies achieve their stellar performance decade after decade by finding and nurturing leadership talent. The importance of knowledge. Why knowing and understanding your talent and reviewing it systematically is the foundation for creating a steady, self-renewing stream of leaders for all levels of your organization - from first-line supervisors to the CEO. The Talent Masters tool kit. Specific guidelines that will help you assess and improve your company's talent mastery capabilities.
Talent Management Systems: Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning
by Allan SchweyerTalent Management Systems addresses the transformation Web-based technologies have brought to workforce acquisition and management. It examines proven and leading-edge best practices, and what tactics and strategies organizations should employ to remain competitive in this arena. The book is part practical, offering advice on how to institute best practices in e-recruitment and talent management, and strategic, discussing trends and state of the art technology and practices that should be adopted or avoided. "We're at the brink of the next global battle in the war for talent, and companies with a firm grasp on today's technologies, and the best view over the horizon, are positioned to win. No one understands the intersection of talent and technology better than Allan Schweyer and, as this book demonstrates, no one tells us the story as clearly as he. This is an essential read and an important work in the now-critical discipline of human capital management." —Michael Foster, CEO, AIRS, and Author of Recruiting on the Web "Allan Schweyer has been on the leading edge of recruitment technology since the dawn of the Internet. In many ways the Internet has created more confusion than solutions for the world of recruiting and talent management. It has certainly made things more complex. HR professionals and even company presidents have become desperate for clarity on the future of talent management-Allan Schweyer's book provides that clarity and establishes him as the authority on web-based hiring and talent management. No major implementation decision should be made without this invaluable guide." —Graham Donald, President, Brainstorm Consulting "Talent management has suddenly gone from being a nice idea to a core business function. No one knows more about this new function, and the technologies that make it possible, than Allan Schweyer." —David Creelman, Senior Contributing Editor, HR.com, and Independent Human Capital Analyst "Once again, Schweyer has produced the best writing in North America on this subject, which I've covered for fifteen years." —Bill Kutik, Technology Columnist, Human Resource Executive "As corporate executives quickly come to the shocking realization that the global workforce-and how that talent is managed and developed both locally and globally—will almost unilaterally determine their future success in global markets, few workforce experts have bothered to provide business leaders with a useful compass and map for the next chapter of workforce management. Mr. Schweyer generously and eloquently provides the talent compass and workforce map for the first pragmatic steps of the new global journey." —John Chaisson, CEO, Global Workforce Solutions
The Talent Management Problem: Why We Need to Think Differently About Talent Management
by Peter CappelliTalent management practices fall into two equally dysfunctional camps: doing nothing to anticipate or address talent requirements or relying on complex bureaucratic models of forecasting and succession planning from the 1950s. The old model of the "Organization Man" is no longer practical. In this chapter, the author outlines four key principles for managing talent in the current business environment, where uncertainty is the major challenge.
Talent Management of Self-Initiated Expatriates
by Vlad Vaiman Arno HaslbergerA collection of research papers about self-initiated expatriates and their experiences. As traditional talent management can no longer fulfil the needs of globally operating organisations, self-initiated expatriates have become an ever more important, albeit neglected source of the global talent flow.
Talent Management of Knowledge Workers
by Vlad VaimanThe workforce, especially in the professional services market, is splitting into two parts. There are traditional employees (those with salaries, benefits, regulated work and hours) and non-traditional (contingent) employees who are not employed full-time due to other priorities they have in life. This book takes a closer look at the white-collar workforce, and, more specifically, knowledge workers who work on a project basis without tying themselves to traditional employer employee relationships. These 'freelancer workers possess a tremendous amount of knowledge, skill and ability. If the firms that employ them on a project basis wish to retain them in the long run, they must reconsider their HRM strategies, especially in terms of recruitment, retention and motivation. In short, the main theme of this book is about identifying, defining and implementing talent management strategies for effective management of non-traditional knowledge employees in an organization. "
Talent Management in the Developing World: Adopting a Global Perspective
by Joel Alemibola ElegbeEconomic and political reforms and globalization in the developing world have led to the emergence of companies that are expanding beyond their national borders into the international arena. The transformation into multinational corporations is generally not accompanied by a change in the way they manage their talent. There is a disconnect between globalization and talent management. Yet the most effective and sustainable source of competitive advantage is talent. Talent Management in the Developing World explores how the policies, systems and procedures that have been successful within national boundaries are inadequate to meet the value propositions of completely different and diverse people working in different countries, cultures, legal and socio-economic environments. In fact they may be dysfunctional to talent management. Using the perspective of the developing world, Dr Elegbe outlines the shift in paradigm and practice that is required if organizations are to develop a sustainable talent management strategy in these countries. A global approach to talent management assures competitiveness and sustainability of success in the international environment but change will not happen until line and HR managers see its urgency and criticality. That is the endeavour of this book.
Talent Management in Small and Medium Enterprises: Context, Practices and Outcomes (Routledge Focus on Issues in Global Talent Management)
by Aleksy Pocztowski Urban Pauli Alicja MiśTalent Management in Small and Medium Enterprises contributes to the body of knowledge concerning talent management in small and medium enterprises. Despite the growing number of publications on talent management in recent years, research has focused mainly on large companies. As a consequence of this research bias towards large companies, the presented theoretical concepts and practices have limited applicability for talent management in small and medium enterprises (SMEs). Because SMEs constitute a significant part of the national economy in a large number of countries, many authors report the necessity to investigate talent management in such enterprises. This book will be a source of useful data for managers of SMEs and owners and provide them with information about the practices and methods concerning the acquisition, development and retention of talented employees who may contribute to the success of SMEs and the execution of business strategies. The book offers academic researchers, postgraduate students and reflective practitioners a state-of-the-art overview of Talent Management in Small and Medium Enterprises.
Talent Management in Latin America: Pressing Issues and Best Practices (Routledge Focus on Issues in Global Talent Management)
by Jordi Trullen; Jaime BonacheIn a period of about 20 years, Latin America (LATAM) moved from having highly unstable closed economies ruled by authoritarian regimes, to becoming more democratic, stable and open to investment and trade, attracting by 2020 close to 11% of world total foreign direct investment. In parallel, the region has seen the emergence of large multinational companies (so called multilatinas), which have become true global players. There is still relatively little knowledge about how to manage employees in these countries and there is a need for more research addressing people management problems. In comparison with other world regions, Human Resource Management research on Latin America remains scarce. Focusing on this region, this book seeks to offer a more up to date review of the main developments in HRM and talent management that have recently occurred in Latin America, paying attention to local cultural and institutional factors; illustrate examples of idiosyncratic problems or issues that require approaches to TM that differ significantly from those commonly established in current literature; and describe and reflect on the transfer of Talent Management policies from and to LATAM within the context of local and foreign multinational companies. Talent Management in Latin America updates main HRM topics in Latin America, with a local focus on culture and institutions. It shows the latest state of knowledge on the topic and will be of interest both to researchers, academics, and students in the fields of human resource management, critical management studies, and international business.
Talent Management in Global Organizations: A Cross-country Perspective (Palgrave Studies of Internationalization in Emerging Markets)
by Marina LatukhaThis book explores the implications of talent management in four practical settings across the globe. Focusing on countries in the Asia-Pacific region, Central and Eastern Europe, Latin America and within the Commonwealth of Independent States (CIS), the authors illustrate how multinational corporations (MNCs) can benefit from talent management practices and as a result, develop a strategy of organizational leadership. Offering empirical examples from each region, this book examines how economic and cultural contexts influence talent management. Talent Management in Global Organizations discusses successful cases in different cross-cultural settings, and aims to inspire companies around the world to develop and implement talent management practices effectively.