Submitted by Nadir Basilio (nadirsb@uninove.br) on 2016-06-21T14:15:01Z No. of bitstreams: 1 Marcius Koehler.pdf: 733203 bytes, checksum: 9a6d64929fe7426744bc83e9d23505e5 (MD5) / Made available in DSpace on 2016-06-21T14:15:02Z (GMT). No. of bitstreams: 1 Marcius Koehler.pdf: 733203 bytes, checksum: 9a6d64929fe7426744bc83e9d23505e5 (MD5) Previous issue date: 2016-03-30 / This work dealt with the topic networks in the basic context of Brazilian football. The study addressed small organizations involved in the Brazilian Base Football Movement - MFBB initiated by the Brazilian Football Confederation - CBF returned to discuss the problems of basic categories, mainly of harassment and "theft" of young talent and generate improvement proposals . This movement resulted in the formation of a network of grassroots clubs organized later by the Brazilian Football Association Executives - ABEX Football. The research was a multi-case study, qualitative, exploratory type, in order to explain how the network training contributed to the retention of talent in small clubs of Brazilian football. Processing of the data was collected mainly with semi-structured interviews and analyzed in tables (Word). We interviewed two representatives of ABEX, representatives of three clubs entered the network and three bookies entrepreneurs soccer athletes. It was based on intra-case analysis and inter-case performed to compare the data and obtain search results valid for the whole sample. As a result of research, it was found that the network interface of the base club has great influence on the retention of young athletes. They were identified and analyzed other elements that helped in the study for the research goal was reached. In addition, it was noticed that the relationship network, particularly for small clubs studied played an important role in young talent retention or receipt of compensation from its output. / Esta dissertação tratou do tema redes no contexto do futebol brasileiro de base. O estudo abordou pequenas organizações envolvidas no Movimento de Futebol de Base Brasileiro - MFBB iniciado pela própria Confederação Brasileira de Futebol – CBF voltado para discutir os problemas das categorias de base, principalmente os de assédio e “roubo” de jovens talentos e gerar propostas de melhorias. Este movimento resultou na formação de uma rede de clubes de base organizados mais tarde pela Associação Brasileira de Executivos do Futebol – ABEX Futebol. A pesquisa realizada foi um estudo multi-caso, de natureza qualitativa, do tipo exploratório, com o objetivo de explicitar como a formação em rede contribuiu para a retenção de talentos em pequenos clubes do futebol brasileiro. O tratamento dos dados foi coletado principalmente com entrevistas semi-estruturadas em profundidade e analisados em tabelas (Word). Foram entrevistados dois representantes da ABEX, representantes de três clubes inseridos na rede e três empresários agenciadores de atletas de futebol. Baseou-se em análises intra-caso e inter-caso realizadas para se comparar os dados e obter resultados de pesquisa válidos para o conjunto da amostra. Como resultado de pesquisa, constatou-se que a rede de relação dos clubes de base tem grande influencia na retenção de jovens atletas. Foram identificados e analisados outros elementos no estudo que auxiliaram para que o objetivo de pesquisa fosse atingido. Além disto, percebeu-se que a rede de relação, principalmente para os pequenos clubes estudados tiveram papel importante na retenção do jovem talento ou no recebimento da indenização proveniente da sua saída.

Although Talent Management is an area of research that has captured the attention of many as organizations around the world compete for talent, it is a relatively new area of research. Sweden is a country where the shortage of skilled workforce is significant and demand is high, especially in the knowledge-intensive industry. Hence, the aim of the thesis is to contribute to the understanding of how organizations in Sweden in the knowledge-intensive industries, attract and retain talents through talent management practices. This study is based on a qualitative methodology where the data collection was conducted through eight semi-structured interviews with ten respondents. The results show that talent can be defined both as something that all employees can become and develop into, and as personal qualities, but also depending on the context and situation. Talent attraction is achieved through employer branding and reputation building. A good reputation can be achieved through honesty and openness, through partnerships with other actors that are beneficial to the organization and through personal encounters both outside and inside the organization. In addition to the obvious benefits, an organization can develop methods to develop and enable career goals. Organizational culture can have an impact on the work of Talent Management and thus can set norms and influence perceptions of talent within an organization.

This master thesis focuses on actual topic of talent management. The thesis is divided into two parts, theoretic and practical one. The first one covers basic terms of talent management, evaluation, development and motivation, career management and retention of talented employees within company. In order to obtain necessary information secondary data were used. In second part there is an analysis of current state of human resources management in the company. The analysis is based on empiric research which consists of interviews with concerned people in company management and investigation of internal methodical materials. As a next step there is an analysis of employee's satisfaction which was realised through questionnaires. Thank to those data I suggested possible corrective measures to improve level of particular activities of human resources management in order to set up talent management, which is the main goal of my thesis. Based on previous findings and recommendations I also suggested complex solution of talent management's set-up in the company. Final part sums up results and recommendations for the company.