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:

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.

Syftet med kandidatuppsaten är att skapa en större förståelse för hur Talent Management tillämpas hos svenska verkstadsindustrier. Fokuset ligger på hur verkstadsindustrier definierar både begreppen Talent Management och talang. Resultatet visar att deltagande organisationer har spridda definitioner av både Talent Management och talang. Dock finns det likheter mellan alla organisationers definitioner. Vidare fastställer resultatet att organisationer sällan arbetar med Talent Management efter enbart ett synsätt och dess praxis, utan arbetssätten sträcker sig ofta över ett flertal synsätt. För att förklara skillnaderna i definitionsvariationen tillämpas till stor del tidigare forskning inom området. Ett flertal teorier om varierande perspektiv på synsätt används som ett teoretiskt verktyg i studien. Studien genomförs med en kvalitativ forskning där sex semistrukturerade intervjuer med Talent Management-utövare från svenska verkstadsindustrier representeras. Resultatet från intervjuerna jämförs sedan med den tidigare forskningen i en analysdel där ett flertal ämnen mynnar ut diskussionsmaterial som presenteras i uppsatsens avslutande del. Faktorer till vad en talang representeras av bekräftar tidigare forskning likväl som ytterligare faktorer framförs som avgörande. Organisationers hantering av medarbetare med hjälp av Talent Management beror till stor del av organisationernas egna unika kulturer och värderingar, vilket till stor del bekräftar den tidigare forskningen inom ämnet. Genom detta kan resultatet av denna kandidatuppsats verka som ett komplement till den tidigare forskningen inom den svenska kontexten. Vidare kan även uppsatsen användas som ett underlag till praktikersamhället inom Talent Management-området gällande aktuella konkurrensfördelar, utmaningar och prioriteringar för verkstadsindustrier. / The purpose of the study was to form a greater understanding how Talent Management is implemented in Swedish engineering industries. Focusing on how the engineering industries define both the concepts of Talent Management and Talent. The result shows that the participating organizations have diverse definitions for both concepts, however, there are similarities found in all organizations definitions. Furthermore, the result states that organizations rarely work with Talent Management based on only one approach and practice, instead the working methods often extend over several approaches. To explain the differences for the definitions, an extensive application to previous research was applied. Several theories on the different perspectives on practices are used in the study. The study was conducted using qualitative research, which consisted of six semi-structured interviews with Talent Management-coworkers from Swedish engineering industries. The results from the interviews were compared with previous research and after analysis, several topics were presented in the discussion and conclusion. The research confirmed previous determined factors as well as additional ones. Organizations' management of employees with Talent Management, strongly depends on the organizations' own unique cultures and values, which essentially confirms previous research in the subject. Through this, the results of this study complement the previous research but now in Swedish context. Furthermore, the study can also be used as a basis for the practicing community within the Talent Management area to face current competitive advantages, challenges, and priorities for engineering industries.

As the need for similar skills across various industries has increased throughout the years, itis not mandatory to stay within the same industry or organization as you once started. Whennew opportunities take shape, people have come to compare their situation with what it couldbe like in another organization, in another industry, making the attractiveness of anorganization increasingly important, both to keep and to attract new talented employees. Thetourism & hospitality industry has long been perceived as an industry where there is poorwork-life balance, and lower compensation for the employees than other industries whencompared. Because of this, the tourism & hospitality industry have to reconsider theirpractices and evaluate what can be changed to increase the attractiveness, to ensure the futuregrowth of the industry. There are aspects of the tourism & hospitality industry that influence the intention to staywithin an organization, and in the industry as well, including the work-life balance andcompensation. However, there has been an emphasis on what influences the employees toleave rather than the aspects that could be changed to increase the attractiveness, reduce theportion of employees leaving, and attract new ones. There are also proven effects that criseshave on organizations within the tourism & hospitality industry, which influence some of thefactors, previously stated as reasons for employees considering leaving. Hence, there is aresearch gap on how to increase the attractiveness of organizations within the tourism &hospitality industry, after a crisis. The purpose of this study is to examine the key factors that explain why employees in thetourism & hospitality industry find other industries more attractive and identify howorganizations within tourism & hospitality must adapt to increase their attractiveness. Toaddress the research gap, this study used an inductive approach and conducted qualitative,semi-structured interviews to gather the data. When choosing a sample technique, it first tooka stance in the snowball technique, using the network of the authors to get in touch with theappropriate respondents. After this a purposive sampling technique was used to select themost appropriate respondents, with the ability to contribute to the study. The empirical datawas analyzed through a thematic analysis to review and present the relevant findings of the empirical data. From the thematic analysis, three main themes were identified: What creates the talentshortage, How do crises affect talent shortage and What can be done to prevent talentshortage. Within the three main themes, nine sub-themes were found, which assisted infinalizing a conceptual model, showing how organizations within the tourism & hospitalityindustry can change to become more attractive toward talented employees. The findings ofthis study shows that opportunities for personal development and career growth, continuouscommunication between employee and employer, involvement of employees in decisions,improved work-life balance, normal workloads, reduction of unhealthy stress, brand image,and compensation can increase the attractiveness of organization in the tourism & hospitalityindustry after a crisis, such as Covid-19.

This dissertation was completed on 92 pages (format A4, font Times New Roman, font size 14, 1.5 line spacing), excluding attachments. Number of tables – 8 (excluding applications). Number of figures – 17 (excluding applications). Number of formulas-0 (excluding applications). Final qualifying work consists of an introduction, two parts, conclusion, bibliography, Appendix. This work begins with an introduction that describes the relevance of the master's thesis, problem statement, definition of the purpose and objectives of the work, its object and subject, scientific novelty, research methods, practical significance. In the first Chapter of this work, the main approaches to ""personnel management"", ""human resources management"", ""talent management"" are considered and analyzed, a categorical analysis is given, similarities and differences are revealed. The second Chapter analyzes the best practices in the field of talent management in the Russian market. The analysis of the labor market to identify the demand for a new position in HRM – ""talent Manager"". The model of organizational maturity of talent management in the company is formed. In conclusion, the main conclusions are formulated, the results are listed and the results of this master's thesis are summed up. / Данная диссертация выполнена на 92 листах (формат А4, шрифт Times New Roman, кегль 14, интерлиньяж 1.5) без учета приложений. Количество таблиц – 8 (без учета приложений). Количество рисунков – 17 (без учета приложений). Количество формул – 0 (без учета приложений). Выпускная квалификационная работа состоит из введения, двух частей, заключения, библиографического списка, приложения. Данная работа начинается с введения, которое описывает актуальность магистерской диссертационной работы, постановку проблемы, определение цели и задач работы, её объекта и предмета, научной новизны, методов исследования, практической значимости. В первой главе данной работы рассмотрены и проанализированы основные подходы к «управлению персоналом», «управлению человеческими ресурсами», «управлению талантами», дан категориальный анализ, выявлены сходства и различия. Во второй главе проанализированы лучшие практики в области управления талантами на российском рынке. Проведен анализ рынка труда по выявлению востребованности новой должности в HRM – «Менеджер по управлению талантами». Сформирована модель организационной зрелости управления талантами в компании. В заключении работы формулируются основные выводы, перечислены результаты и подведены итоги данной магистерской диссертационной работы.

Sport forms an integral part of our everyday living and .has a big influence on the lives of young developing children. Participation in sport has become part of early childhood. Therefore it is of utmost importance that talent identification must start at a very early age. Due to a lack of scientific research in rugby, progress according to talent identification, has developed slightly. Very few scientific methods of identification among young rugby players could be found in literature. The aim of this study is to identify specific rugby skills, physical, motor, anthropometric and psychological variables that could be used to determine talent for 16 year-old adolescence. A test· battery of 24 rugby skills, physical and motor abilities and 14 anthropometrical tests were administered. A sport psychological performance inventory was also conducted. The top three rugby teams in the under sixteen league in the Northwest Province were used in the test as well as 41 non-rugby players. The results of these three teams were used as a criteria for rugby talent among sixteen year-old boys. In order to find the best predictors of talent, stepwise discriminant analyses (SAS Discrim procedure) were conducted on the data to find the subset of best "discriminators" among all predictors which indicated· variables that are able to identify talent at this age. Results, indicated that predictions between talented and less talented rugby players were possible and that these predictions can be useful to coaches to determine talented and less talented rugby players at sixteen years of age. / Thesis (MEd (Voorligting))--PU vir CHO, 1997

Sport forms an integral part of our everyday living and .has a big influence on the lives of young developing children. Participation in sport has become part of early childhood. Therefore it is of utmost importance that talent identification must start at a very early age. Due to a lack of scientific research in rugby, progress according to talent identification, has developed slightly. Very few scientific methods of identification among young rugby players could be found in literature. The aim of this study is to identify specific rugby skills, physical, motor, anthropometric and psychological variables that could be used to determine talent for 16 year-old adolescence. A test· battery of 24 rugby skills, physical and motor abilities and 14 anthropometrical tests were administered. A sport psychological performance inventory was also conducted. The top three rugby teams in the under sixteen league in the Northwest Province were used in the test as well as 41 non-rugby players. The results of these three teams were used as a criteria for rugby talent among sixteen year-old boys. In order to find the best predictors of talent, stepwise discriminant analyses (SAS Discrim procedure) were conducted on the data to find the subset of best "discriminators" among all predictors which indicated· variables that are able to identify talent at this age. Results, indicated that predictions between talented and less talented rugby players were possible and that these predictions can be useful to coaches to determine talented and less talented rugby players at sixteen years of age. / Thesis (MEd (Voorligting))--PU vir CHO, 1997

In the professional services industry, it is no secret that people are the greatest assets. The investment in human capital is the core of the business, the dividends of which can never be under-estimated. The continued success of the professional services firm therefore lies in being able to retain that investment within the organisation. The current high rate of turnover within the firm, and in the professional services industry, is indeed a big challenge for management. One that necessitates a review into a variety of ways of keeping the talent within the firm. This research study was commissioned to look into one of the proposed initiatives for retaining employees; that of wealth creation. The aim was to source the views of employees on wealth creation as a way of increasing the rate of retention or otherwise as well as identify the preferred structure of such a scheme. The results of the research showed that employees deem financial remuneration to be highly important and would stay with the firm longer if provided with a wealth initiative. There was preference for a short to medium term scheme rather than a long term one, with some particular suggested schemes coming out as preferred favourites than others. Respondents also went further to highlight other factors that were contributing to loss of talent within the firm. The responses from the survey have been comprehensively analysed and recommendations made on the implementation of the wealth creation scheme. / Graduate School for Business Leadership / (M.B.A.)

Thesis (MBA)--Stellenbosch University, 2014 / AFRIKAANSE OPSOMMING: Die navorsingstudie spruit voort uit ʼn dringende behoefte om die faktore te verstaan wat daartoe bydra dat sekere werknemers meer geneig is om te wil groei en wat organisasies gevolglik kan doen om werknemers te motiveer en meer te wil ontwikkel. Etlike faktore gee aanleiding tot ʼntekort aan lynbestuurders en die feit dat die begeerte om te groei ʼn skaars karaktereienskap by werknemers is. Sekere konstrukte is beheerbaar, terwyl ander nie beheerbaar is nie. Deur die beheerbare faktore te identifiseer, stel organisasies en bestuurders in staat om aksieplanne te implementeer om die impak van die konstrukte en die afwesigheid van sielkundige eienaarskap in die werksplek te verminder. Aksieplanne soos bevordering van sielkundige eienaarskap mag daartoe lei om die hoeveelheid lynbestuurders te vergroot. Dit sal bydra om tekorte uit te wis en uitdagende omstandighede die hoof te bied. Bewese navorsing oor die implementering van ʼn gestruktureerde werknemerbemagtigingsprogram kan bydra om hierdie uitdaging van die afwesigheid van sielkundige eienaarskap te oorkom. Die lynbestuurder en sy/haar bevoegdheid is ʼn sleutelrolspeler in sodanige program en die bestuur van werknemers. Hierdie studie het ten doel om ʼn bestaande sielkundige bemagtigingsmodel vir lynbestuurders te herevalueer en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos werkstevredenheid, werknemerdoeltreffendheid, organisasie-verbondenheid en voorneme om te bedank beïnvloed. As lynbestuurders en organisasies verstaan watter lynbestuurbevoegdhede organisasie-uitkomste beïnvloed, asook die manier waarop hierdie bevoegdhede op sodanige uitkomste inwerk, kan hulle toegerus word om prosesse en programme te formuleer wat tot die behoud van ʼn vaardigheid in die organisasie kan bydra. Die studie en die operasionalisering van die sielkundige bemagtigingsbevoegdhede was onsuksesvol. Die gevolgtrekking word gemaak dat die voorgestelde model gereduseer moes word en talentbestuur se latente veranderlikes uit die model verwyder moes word. Modelpassing was swak met betrekking tot die gereduseerde model. Modelspesifieke wysigings wat aangebring is, was gebaseer op modifikasie-indeksvoorstelle wat uit die data afleibaar was. Met verwysing na die gewysigde model is goeie passing getoon en ondersteuning van alle fasette en bene gevind. Daar word aanbeveel dat navorsing oor kruisvalidasie met betrekking tot die gewysigde gereduseerde model gedoen word.

The shift from an industrial-based to a knowledge-based economy has impacted market conditions and created a demand for a talented and skilled workforce in knowledge-intensive industries. This paper investigates what the role of talent is, when firms decide for a location by carrying out two studies. Firstly, an extensive literature review was conducted where three factors of firm location decision were identified as: clustering, soft and hard factors, and personal networks. The role of talent continuously emerged in the literature in regards to the three firm location decision factors and appeared to be intertwined in these. Consequently, these factors and the role of talent were conceptualized in an analytical framework. Thereafter, the analytical framework was applied to the second study when conducting a multiple-case study of three clean-tech firms in Uppsala, Sweden. This was done in order to investigate the role of talent in the firms’ location decision. The findings of the multiple-case study revealed that the role of talent was important during the location decision of all three firms where talent was intertwined with the identified location factors. Thus, the multiple-case study confirms that the role of talent impacts firm location decision through being intertwined in the identified firm location decision factors.