Global ETD Search

51	Gerenciamento global de talento: estudo em uma Companhia Internacional de Tecnologia da Informação Mazurkiewicz, Ligia Zotini 18 May 2011 (has links) Made available in DSpace on 2016-04-25T16:44:22Z (GMT). No. of bitstreams: 1 Ligia Zotini Mazurkiewcz.pdf: 1985249 bytes, checksum: ec7b65a31f3cc7db851b88d1712b8508 (MD5) Previous issue date: 2011-05-18 / The aim of the present research is to analyze the culture of Global Talent Management in an IT multinational company, its processes, and the career expectations of those participating in this program. The study was motivated by the company's result in a survey on global leadership training, in which it was classified in 2009 by the consulting firm Hewitt Associates, as the global company that better developed leaders in the corporate world. This is a case study with exploratory and descriptive purposes. The data collection was done with 55 high performers from different areas, ages, and with long careers in business. In the end, 30 professionals completed the questionnaire, which revealed that the company's talents recognize GTM programs and have positive expectations regarding the growth of their international careers by being part of them. They also recognize that their careers rely heavily on their personal efforts, although highlighting that leadership plays a direct role in the evolution and maintenance of such positions over time / O objetivo desta pesquisa é analisar a cultura de Gerenciamento Global de Talentos em uma empresa multinacional de Ti, seus processos e as expectativas de carreiras dos participantes desse programa. O estudo foi motivado pelo resultado da companhia em uma pesquisa sobre formação de liderança mundial, na qual ela foi classificada, em 2009, pela consultaria Hewitt Associates, como a empresa global que mais forma lideranças de qualidade no mundo das corporações. Trata-se de um estudo de caso com finalidade exploratória e descritiva. A coleta de dados foi feita com 55 profissionais de alto desempenho de diversas áreas, idades e tempos de carreira na empresa. Ao final, 30 profissionais responderam o questionário que demonstrou que os profissionais de talento da empresa reconhecem seus programas de GTM e têm, de forma geral, expectativas positivas em relação ao crescimento de suas carreiras internacionais por fazerem parte deles. Reconhecem também que suas carreiras dependem muito de seus esforços pessoais, mas não deixaram de observar que a liderança direta exerce um papel fundamental na evolução e manutenção dessas posições ao longo do tempo Gerenciamento global de talento Profissionais de alto desempenho Programas de desenvolvimento de talentos Global talent managment High performance profissionals Talent development programs
52	How to keep up with the war for talent? : A comparative study between talent management in Company X and literature suggestions for identification of talent Rönnlund, Josefin January 2009 (has links) <p><strong>Datum: </strong>2009-06-30</p><p><strong>Författare: </strong>Rönnlund Josefin</p><p><strong>Nivå/utbildning: </strong>Master Thesis, Management</p><p><strong>Handledare: </strong>Owe R. Hedström</p><p><strong>Titel: </strong> How to keep with the War for talent? A comparative study between talent management in Company X and literature suggestions for identification of talent</p><p><strong>Problem: </strong>The need for talent management and a company's assets in form of Human Capital creates the demand of consultant firms and their services. The problem for companies today is to keep their up with the war for talented workers, and the way leadership talent is managed in the company is crucial for gaining competitive advantage. The research problem in my study is to identify how companies can manage talent within their organization successfully and by doing a research within a specific company, compare findings in their different organizational levels.</p><p><strong>Syfte:</strong> To investigate talent management processes in one company known for their success in the area of talent management and compare different views on talent management that might exist in different levels. My paper aims to value their talent management processes, and if there are gaps that could be filled and methods that could be developed.</p><p><strong>Metod: </strong>Qualitative method through six interviews and by doing a comparison between empirical findings and theory</p><p><strong>Resultat/slutsatser:</strong> talent management processes are very well developed in this business line in Company X, and in some areas they are even better than what literature suggests. They need to keep encouraging their personnel to take challenges and rotate. They also need to have a clear understanding of the roles in the organization, the responsibility of top recruitment and development. The areas that are in need of further development are leadership development, learning and training. Even if they have grasped the importance of these factors, they have some difficulties implementing right methods for reaching their targets. The company should encourage their employees to take challenges to be able to discover who can learn the most from them.</p><p><strong>Sökord: </strong>talent management, key personnel, high flyers, top performers, human resource and human capital management, identification of potential, talent development and high performers.</p><p><strong>Omfång, sidor:</strong> 82</p><p><strong>Antal ref/källor:</strong> 43</p> Talent Management key personnel high flyers top performers identification of potential talent development and high performers. Business studies Företagsekonomi
53	How to keep up with the war for talent? : A comparative study between talent management in Company X and literature suggestions for identification of talent Rönnlund, Josefin January 2009 (has links) Datum: 2009-06-30 Författare: Rönnlund Josefin Nivå/utbildning: Master Thesis, Management Handledare: Owe R. Hedström Titel: How to keep with the War for talent? A comparative study between talent management in Company X and literature suggestions for identification of talent Problem: The need for talent management and a company's assets in form of Human Capital creates the demand of consultant firms and their services. The problem for companies today is to keep their up with the war for talented workers, and the way leadership talent is managed in the company is crucial for gaining competitive advantage. The research problem in my study is to identify how companies can manage talent within their organization successfully and by doing a research within a specific company, compare findings in their different organizational levels. Syfte: To investigate talent management processes in one company known for their success in the area of talent management and compare different views on talent management that might exist in different levels. My paper aims to value their talent management processes, and if there are gaps that could be filled and methods that could be developed. Metod: Qualitative method through six interviews and by doing a comparison between empirical findings and theory Resultat/slutsatser: talent management processes are very well developed in this business line in Company X, and in some areas they are even better than what literature suggests. They need to keep encouraging their personnel to take challenges and rotate. They also need to have a clear understanding of the roles in the organization, the responsibility of top recruitment and development. The areas that are in need of further development are leadership development, learning and training. Even if they have grasped the importance of these factors, they have some difficulties implementing right methods for reaching their targets. The company should encourage their employees to take challenges to be able to discover who can learn the most from them. Sökord: talent management, key personnel, high flyers, top performers, human resource and human capital management, identification of potential, talent development and high performers. Omfång, sidor: 82 Antal ref/källor: 43 Talent Management key personnel high flyers top performers identification of potential talent development and high performers. Business studies Företagsekonomi
54	中小企業轉型之人才發展機制探討-以G公司為例 / The Study on Talent Development Mechanism of Small Medium Enterprise Transformation- A Case Study of G Company 林添瑞 Unknown Date (has links) 中小企業一直以來都扮演著台灣整體經濟的幕後重要推手，但面對全球經濟景氣多變的經營環境，台灣中小企業面臨的競爭挑戰也日趨增加，主要原因為全球化趨勢促使產業環境快速變遷、競爭加劇，對中小企業的經營有著關鍵性的影響，面對這樣強烈的全球化挑戰，中小企業轉型和升級是必然的。因此，當中小企業遇到經營瓶頸，必須藉由轉型策略，重新塑造企業競爭優勢，而企業轉型的成敗與人才發展機制息息相關，本次個案研究以某一具代表性的中小企業科技公司為研究的對象，採用深入訪談法引導談話方向的訪問方式進行資料收集。透過實證研究來探討「企業轉型」與「人才發展機制」之間配合運作方式，並探討企業轉型後，如何利用人才發展機制的因應策略，來提升企業之組織績效。在組織進行企業轉型策略後，透過適當的人才發展機制的選擇，讓轉型的績效可以更順利的達成，期望透過這一次的研究，提供中小企業在面臨到組織轉型時，擬定人才發展機制的參考資料。 / Small & Medium Enterprises (henceforth, SMEs) have acted in an important backstage role as a whole in the economy of Taiwan. Surrounded by the constantly changing business environments in the world, the SMEs in Taiwan faces more competition from domestic and foreign markets. The main reasons are that the trends of globalization have not only had a severe impact on competition, but also on opportunities for SMEs. With strong global competition and challenges, the only way for Taiwan to face international competition is to look at industry transformation. Hence, to solve the difficulties, the entrepreneurs must reshape the competitive advantage through a transformation strategy. And the success or failure of transformation is related to the talent development mechanism. The object of this case study is a figure of small and medium technology company. In this case, gather necessary data through thorough interviews between individuals. For this reason, this paper tends to probe into the relationships between corporate transformation and talent development for SMEs in Taiwan by empirical research and tries to figure out how SMEs use the talent development mechanism to promote the corporate performance after the transformation. Keywords：Small & Medium Enterprises; Transformation Strategy; Talent Development 中小企業轉型策略人才發展機制 Small & Medium Enterprises Transformation Strategy Talent Development Mechanism
55	Talang sökes! : En studie av två distriktsfotbollsförbunds talangidentifierings- och urvalsprocess till distriktslagen Grundströmer, Niclas, Pettersson, Mikael January 2012 (has links) The purpose of this bachelor essay was to analyze two Swedish district football associations and how the responsible coaches of the elite youth development teams identify and select talent. Key questions in the thesis were how the coaches described their leadership and their own part in the team, how the coaches identify talent, how they work with the selection process and their opinions about the elite youth development team structure. The study was based on 7 semi-structured interviews. The interviews showed differences between the district football associations but also many similarities in how they selected the team during the talent identification process. All coaches were involved in the selection process but the way they talked about developing elite players varied. One interesting result in the study was that the coaches’ way of describing talent revolved a lot around non-football related attributes such as character and attitude. Nyckelord: Talent Football/Soccer Selection process Talent identification Swedish Football Association Talent development Talang Fotboll Urvalsprocess Talangidentifikation Svenska Fotbollsförbundet/SvFF Talangutveckling Social Sciences Samhällsvetenskap Pedagogy Pedagogik
56	LIVED EXPERIENCES OF RECENTLY TRANSITIONED ENGINEERING MANAGERS: AN INTERPRETIVE QUALITATIVE STUDY Swetha Nittala (9749255) 15 December 2020 (has links) <p>Developing engineering talent in organizations has long been an issue for industries. Notably, with rapidly changing business models and flattened organizational structures, engineers are required to transition into managerial and leadership roles more quickly than ever before. Yet engineers and employers alike often characterize this as a difficult transition. Further, there remains a lack of empirical research on the nature of engineering managerial work practices. To address these issues, this dissertation aims to holistically uncover the experiences of recently transitioned engineering managers. Specifically, the study investigates the meaning-making and experiences of the participants’ transitional journeys and also addresses related questions such as what changes and challenges they face during the transition and how they navigate the challenges associated with the transition. The study is examined through the lens of work-role transition frameworks and models that emphasize the role of the individual in the transition.</p> <p>In order to address the research objectives, an interpretive qualitative study is employed. To explore and understand the lived experiences of recently transitioned engineering managers, I conducted semi-structured interviews with 16 newly transitioned engineering managers at a Telecom firm in the United States. The interviews were then used to develop narrative accounts of participants describing their journeys of transition. The interviews were also analyzed thematically to identify: a) specific patterns in how the participants experience and make sense of their transition to engineering managerial roles; b) changes experienced by engineers during the transition; c) challenges faced by engineers as they transition to managerial roles, and d) new skills developed by participants to navigate the transition. </p> <p>The findings suggest that most engineers struggled with the transition, especially during the early stages. This difficulty in part stems from the various personal changes that they experience as a result of the transition, changes related to their individual cognitive, physiological, and social aspects. Moreover, the transition experiences are also impacted by both the situational factors of the individual (e.g., demographics, career progression) as well as the organizational factors, including HR policies related to training and development, dual pathway offerings, etc. The findings in this study, in part presented as narratives, are expected to contribute to the field of engineering education and practice by providing insights into the experiences of engineering professionals taking up managerial and leadership roles. More specifically, the narratives are expected to serve as examples and provide inspiration for engineers at a variety of career stages. The thematic findings are also expected to help students, engineering educators, engineering leadership faculty, and industry affiliates understand and improve the managerial transition process and associated role expectations, which for the most part, remain largely unexplored. </p> Education Engineering Practice Human Resources Management technical managers engineers career transition engineering practice Narratives learning and development Human Resource Management Talent development Qualitative Study
57	Examination of Relationship Between Talent Management Practices and Employee Job-Related Outcomes Renu Dalal (9755840) 11 December 2022 (has links) <p>This study examined the relationship of talent management practices to employee job-related outcomes in the Indian manufacturing setting. Talent management practices included talent acquisition, talent development, talent engagement, and talent retention. Employee job-related outcomes of this study included intent to stay, job engagement, affective commitment, job satisfaction, and employee competency. This study used the social exchange theory and resource based view as the theoretical underpinning for the proposed TM model. The role of organizational culture as a moderator was also examined in the study.</p> <p>The sample of the study consisted of 992 full time employees working in one of largest textiles and paper manufacturing organization of India with facilities located in two Indian states. Data is collected online through a questionnaire composed of several existing survey instruments. Response rate for the survey was high (62.98 percent). The primary method of data analysis was structural equation modeling.</p> <p>Overall, the findings of the analysis showed a number of significant relationships among talent management practices and employee job-related outcomes. There were strong positive relationships between talent acquisition and affective commitment, talent engagement and job satisfaction, talent engagement and affective commitment, and talent retention and employee competency. The findings showed that organizational culture is significantly related to talent management and employee job-related outcomes. However, the organizational culture does moderate the relationship of talent management and employee job-related outcomes. The overall relationship between talent management and employee job-related outcome was found significant and positive.</p> <p>The findings of this study identified a number of implications for the Indian manufacturing organizations. The study also provides a framework of talent management practices for future research.</p> Human resources management Talent management Human resource management Employee job-related outcomes Indian manufacturing industry Organizational culture Talent development Talent acquisition Talent engagement Talent retention Human Resources Management
58	La part de l’irrationnel dans les processus de sélection des futurs dirigeants des grandes entreprises françaises / The irrational side of executive selection processes in large French corporates Jumelle-Paulet, Delphine 17 December 2018 (has links) La part de l’irrationnel dans les processus de sélection des futurs dirigeants des grandes entreprises françaises. Cette thèse explore la part d’irrationalité intervenant dans les processus de sélection des futurs dirigeants français. Examinant les profils des dirigeants français du début du 21ème siècle, elle souligne la persistance d’une doxa cartésienne, c’est-à-dire la croyance en l’autorité de la conscience et de la raison dans la détection, la sélection ou la génération d’élites et plus particulièrement de dirigeants dans les organisations, réalisant en particulier un biais de sélection sociale précoce pour l’accès à la direction des grandes entreprises. Combinant les apports des théories de l’agence, des échelons supérieurs, et de la rationalité limitée, ce travail construit une vision intégrative des enjeux et paramètres de la sélection des futurs dirigeants à plusieurs niveaux (individus, systèmes, réseaux, organisation, culture), et analyse comment des processus rationnels peuvent être modifiés par des formes d’irrationalité, des premiers moments de détection et de fabrique des talents à celle, à la fois plus symbolique et signifiante, de la dirigeance. Le cadre conceptuel du leader transcendant permet de représenter une vision intégrative du leadership, et d’explorer les « nouvelles » qualités que les processus de sélection devront identifier, illustrant l’inadéquation des processus traditionnels aux enjeux des entreprises modernes. Ce travail met en lumière la nécessité de réévaluer les pratiques de la sélection des dirigeants au travers d’une rationalité procédurale plus en adéquation avec la réalité opératoire, à la fois sur le plan de la rationalité sous-jacente (les valeurs et critères du leadership), de ses outils (les méthodes d’évaluation), et de son objet (une articulation intégrative et continue du développement et de la sélection assumant une part d’irrationnel). / The purpose of this research work is to investigate how irrationality plays a significant role in selecting top executives in French corporates. Upon an in-depth review of the making of top executives in France at the beginning of the 21st century, it appears that a Cartesian rationale still prevails, based on the sheer belief that conscience and reason must be the unique dimensions used in selecting, promoting, and thus, perpetuating elites, from the early school years to the appointment of the C-suite in large organisations. Three theories are central in this research work: the agency theory, the upper echelon theory, as well as the bounded rationality theory. Combining them in an integrative conceptual framework allows to understand how strong rational patterns might be affected by forms and mechanisms of irrationality all along the process of identifying and developing future leaders to the more significant moment when they are appointed. Ultimately, the outcome of this research work shows that the model of « transcendent leadership » seems more effective than others to address the challenges of identifying and selecting executives in modern organisations. This leads to examining how to build more robust systems of executive selection at three levels of progress: (a) underlying values and patterns of leadership, (b) assessment tools and processes and (c) conscious acceptance of irrationality as a significant part of talent and executive spotting and development. Irrationnel Détection Haut-potentiel Talent "Assessment center" Succession Dirigeance Sélection Intelligence émotionnelle Rationalité limitée Irrationality Transcendent leader High potentials Talent development Succession Top management Executive assessment Emotional intelligence Bounded rationality
59	Framgångsfaktorer i en svensk talangutvecklingsmiljö : En kvalitativ fallstudie av handbollens talangutvecklingsmiljö ur ett holistiskt ekologiskt perspektiv / Successfactors in a swedish talent development environment : A qualitative study, conducted in a Swedish handball club, about success factors in the talent development environment Johannesson, Christian January 2015 (has links) Genom att tillämpa en fallstudiedesign undersöker denna studie en talangutvecklingsmiljö inom lagidrotten handboll. Studiens syfte är att studera den interaktion och dynamiska process som sker mellan spelare, tränare och andra signifikanta personer i en svensk talangutvecklingsmiljö. Studiens teoretiska ramverk är Henrikens (2010) modeller för att studera framgångsrika talangutvecklingsmiljöer. Studien tillämpar en kvalitativ forskningsstrategi i form av intervjuer och dokumentanalys. Resultatet visar att det finns stora likheter mellan den undersökta handbollsmiljön och framgångsrika talangutvecklingsmiljöer från andra studier. / By using a case study design this a talent development environment in the team sport of handball. The aim of the study is to examine the interaction and dynamic process between players, coaches and significant others in a Swedish talent development environment. The theoretical framework is Henriksen (2010) working models for studying talent development environment. This study has a qualitative research strategy in the form of interviews and document analysis. The results show similarities with the environment in the handball club and successful talent development environment from other case studies. Talent development environment success factors talent development sport environment handball teamsport qualitative study interviews document analysis case study ATDE working model ESF working model micro environment macro environment holistic ecologic Talentudviklingmiljø succesfaktorer talent udvikling sportslige miljø håndbold holdsport kvalitativ undersøgelse interviews dokumentanalyse case study ATDE ESF micro miljø macro miljø Talangutvecklingsmiljö framgångsfaktorer talangutveckling idrottsmiljö handboll lagidrott kvalitativ studie intervju dokumentanalys fallstudie ATDE ESF micro miljö macro miljö holistisk ekologisk Talentutviklingsmiljø suksessfaktorer talent utvikling sportslig miljø håndball lagsport kvalitativ studie intervjuer dokumentanalyse case study ATDE ESF micro miljø macro miljø
60	Nurturing Concern for Others in Adolescents: A Study of Empathy, Compassion, and Prosocial Behavior Aakash Arvind Chowkase (13163007) 27 July 2022 (has links) <p>This dissertation investigated a psychoeducational intervention’s effectiveness in nurturing concern for others in adolescents with high intellectual abilities. The intervention was implemented at two research sites in a city in western India with 130 participants. Concern for others was conceptualized as an interplay of empathy, compassion, and prosocial behavior, and interrelationships among them were examined using correlational and regression analyses of self-reported survey data. Results indicated that prosocial behavior is positively associated with empathy (i.e., perspective taking and empathic concern) and other-compassion (i.e., compassion for others and compassion for other living beings) with correlations ranging from medium to strong (.46 ≤ <em>r</em> ≤ .79). Compassion for self, however, is not associated with prosocial behavior (<em>r</em> = .01) or any other key variables of having a concern for others (-.06 ≤ <em>r</em> ≤ .09). Compassion for others and perspective taking are the strongest predictors of prosocial behavior. Predicted self-reported prosocial behavior in girls is, on average, significantly greater than that in boys. Participants were then randomly assigned to treatment and control (delayed treatment) groups. The intervention’s effectiveness was evaluated using a convergent mixed-methods design by combining repeated-measures multivariate analysis of variance (RM-MANOVA) of self-reported survey data and thematic analysis of interview data. Classroom quality was perceived to be high. Moreover, on average, participants’ level of adherence to the intervention was high, especially for session attendance (93%), and self-reported home activity completion (89%). The RM-MANOVA results showed that the self-reported concern for others varied significantly over the time of participants’ participation in the intervention with a large effect (treatment group: ηp2 = .57; delayed treatment group: ηp2 = .47); however, the effects did not seem to sustain over the next three months. Univariate <em>post-hoc</em> analyses indicated significant differences with moderate effect size in prosocial behavior and compassion for others. Overall, the intervention was perceived to be a largely positive experience—appealing, meaningful, and supportive of belongingness—yet there is a scope for improvement, especially regarding active participation. Emotional regulation, mindful engagement, responsible communication, relationship building, kindness, and gratitude were described as key intervention affordances. The mixed-methods integration of results provided preliminary evidence for the effectiveness of the intervention. (IRB #1812021447)</p> Educational psychology Giftedness Perspective taking Empathic Concern compassion for others compassion for self compassion for other living beings prosocial behavior talent development Concern for others kindness gratitude interconnectedness common humanity Intervention research mixed-method design convergent mixed-methods design concurrent mixed methods design Hierarchical regression modelling Thematic analysis social connectedness social desirability bias Classroom quality Learning motivation Adherance Fidelity of implementation

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