<p>Sweden is entering a time characterized by a shortfall of qualified labour. Thus companies will have to hold on to, and develop their most valued employees since it is getting harder to find competent replacements. By finding and developing Talents, companies will improve their position in the market and perhaps even create a competitive advantage. The academic discipline concerning locating, assessing, developing and retaining Talents is called Talent Management.</p><p>Purpose</p><p>To identify how the most desirable employers in Sweden work with Talent Management, and implications following its practises.</p><p>Method</p><p>The selection was made based on the response of a pre-study of 30 large Swedish companies recognised for their employment practises. Nine oral interviews, with a number of HR professionals at the corporations, were performed to investigate how they utilise Talent Management to create more value from human resources. The thesis takes a multiple case study approach investigating the utilization of Talent Management practises in Sweden.</p><p>Conclusion</p><p>The Swedish dialect of Talent Management correlates with the frame presented by theory. Swedish firms are mostly locating Talents internally but are willing to use outsourcing for some recruitments. Talents’ competencies are more important than their credentials. Within the frame of their job description, Talents are encouraged to find creative solutions to solve their tasks. Swedish firms are increasingly using assessment and clear feedback as foundation for the individual development plans. Within the individual development plans there is on-the-job training, job rotation and mentors. This is also a part of the retention process which focuses on recognition, relocation and career management. Implications of the work with Talent Management in Sweden are; since the companies investigated employed, or were about to employ, Talent Management processes, it seems that they are well prepared for the future war for Talents and will better cope with the gap occurring when baby boomers retire. Thus, firms adapting to Talent Management, and sees the strategic importance of it, can gain a competitive advantage against others not concerned with these practises.</p>

Edukologai gabių vaikų ugdymą nagrinėja įvairiais aspektais: identifikavimo, veiklos organizavimo, vertinimo ir įsivertinimo, tačiau stokojama edukologinių įžvalgų apie gabių vaikų ugdymo vadybą bendrojo lavinimo mokykloje. Problema. Kokia yra matematikai gabių vaikų ugdymo vadyba pagrindinėje mokykloje, kokios jos tobulinimo prielaidos? Darbo objektas. Matematikai gabių vaikų ugdymo vadyba pagrindinėje mokykloje. Darbo tikslas. Atskleisti matematikai gabių vaikų ugdymo vadybos pagrindinėje mokykloje ypatumus ir numatyti jos tobulinimo prielaidas. Darbo uždaviniai. Išanalizuoti mokslinę literatūrą apie matematikai gabių vaikų ugdymą, išryškinant vadybines šio proceso dimensijas. Atskleisti matematikai gabių vaikų atpažinimo proceso vadybinius aspektus. Ištirti mokytojų ir mokyklos vadovų požiūrį į matematikai gabių vaikų ugdymo organizavimą pagrindinėje mokykloje. Atskleisti mokyklų vadovų požiūrį į matematikai gabių vaikų ugdymo planavimą pagrindinėje mokykloje. Tyrimo teorinį naujumą sudaro tai, kad pirmą kartą matematikai gabių vaikų ugdymas nagrinėjamas vadybiniu aspektu. Ištirtos matematikai gabių vaikų ugdymo planavimo ir organizavimo prielaidos yra aktualios bendrojo lavinimo mokyklų vadovams ir tyrėjams. Tyrimo praktinį reikšmingumą sudaro tai, kad empiriškai ištirta matematikai gabių vaikų ugdymo vadyba pagrindinėje mokykloje. Tyrimo pagrindu suformuluotos išvados ir rekomendacijos matematikos mokytojams, ugdymo įstaigų vadovams ir švietimo politikams. Tyrimo... [toliau žr. visą tekstą] / The education of gifted children is being examined from various aspects: identification, organization of practical activities, assessment and self- evaluation. However, there is a lack of educational insight into the management of education of mathematically gifted children at secondary school. The results suggest that the concept of talent is quite complex and there is an obvious lack of precise definition of a talented student. There are quite many theories explaining the concept of talent however all of them emphasize only a key structural element of talent - the intellectual ability. In the modern definitions of gifted and creative students not only a high level of intellectual capacity is mentioned, but also the ability to solve problems, and creativity. The aim. To investigate and disclose the managerial aspects of education of gifted children at secondary school. Objectives: 1. To analyze the scientific literature on mathematically gifted students, highlighting the managerial dimensions of the process. 2. To reveal the managerial aspects of identification of mathematically gifted students. 3. To investigate the teachers’ and school principals’ approach to the organization of education of mathematically gifted students at secondary school. 4. To reveal the attitude of school principals to the planning of education of mathematically gifted students. Methods used: The investigation was carried out using questionnaires, the... [to full text]

Title:                 Talent Management   Author:             Simon Kjellman Level:               Master Thesis 30, hp Keywords: Talent management, Organizational Performance, Employee engagement, Human resource management Background: Today business is pressured to provide result and profit, but at the same time provide health and stimulate work environment for the employees. Human resource is rising to be the organizations new winner to get a competitive advantage. In order to be successful and continue to grow, companies need to attract and maintain their talent. Research question: Which tensions between organizational performance and employee engagement can arise when using talent management?  Purpose: The purpose of this thesis is to develop an understanding of which tensions    between organizational performance and employee engagement that can arise when using talent management. By focusing on employee engagement and organizational performance, I put the emphasis on the approaches used when using talent management and therefore I also developing what characterizes the used approach. Method: A qualitative research approach was applied, which included a case study design consisting of multiple cases. Unstructured interviews and observations were the methods used for collecting the empirical data. The seven respondents were selected from two Swedish companies, based on a theoretical sampling method. The data analysis method included a cross-case analysis. Theoretical framework: Based on the purpose, the concepts that I find most relevant and coherent with Talent Management, Employee engagement and Organizational performance will be introduced and explained in the following sections. At first, Talent Management is defined and explained and then the employee engagement and organizational performance come as following. The theories will provide the basis for a detailed investigation and analysis over Talent Management. Findings: Swedish companies uses a collective approach to talent management. What characterizes the work with talent management in a collective culture are inclusion, democracy, soft culture and communication. They are using democratic and human ways of treating their employees. This causes the tension to be low in overall because usually the desires are met on both sides. Signs of separation in developments plans between different professionals can start a tension. The communication is important when using talent management to get a stable work environment.

Despite the increased attention directed toward high potential and talent in the world of work, conceptual and empirical research is lagging and is needed to better understand what these concepts represent and how they can be predicted (Dries, 2013; Silzer & Church, 2009). The present dissertation sought to address these gaps using discursive and psychological approaches. In Study 1, semi-structured interviews were conducted with executive and senior leaders from a Canadian post-secondary institution to understand how they made sense of and gave sense to high potential and talent. I analyzed transcripts from 20 participants using discourse analysis. The analysis revealed that ‘high potential’ was in the initial stages of entering the focal institution’s discourse and tied to the concept of ‘leadership.’ Talent was used in a general sense to depict successful, skilled, or accomplished individuals. Leadership books and their corresponding ideas served as discursive resources that were used by participants to reshape, legitimate, and contest the shifting meaning of leadership that was occurring in the focal institution and to define the meaning of ‘high potential leadership.’ Moreover, the leadership books (and the associated ideas) were embedded within leadership development programming and other HR practices in the institution. In Study 2, associations between distinct dimensions of cognitive complexity (i.e., differentiation and integration) with leadership level and high potential recommendations were examined in a sample of mid- and senior-level leaders from the aforementioned post-secondary institution. Using two novel computer-assisted software programs (i.e., Profiler Plus & Automated Integrative Complexity), participants’ responses to six questions on the topic of leadership were content analyzed to assess the extent to which their cognitive representations were differentiated and integrated. As expected, participants holding senior leadership positions possessed lower differentiation and higher integration than mid-level leaders. Furthermore, mid-level leaders possessing higher differentiation and lower integration were provided with more high potential recommendations from senior leaders. I discuss the findings of this work within the context of how cognitive complexity may be a valid predictor of high potential leadership across its shifting conceptions. / February 2017

4 Abstract The thesis introduces an outline of information about the career of an organization employee. The career is described in a theoretical manner which also looks into general characteristics of a career, its possible types, individual structures and career cycles. The thesis also focuses on individual types of employees represented in the organization, possible career movements and mentions a working environment typology. Other parts of the thesis discuss the relation of professional career and the organization culture as well as parts of the relation consisting of personal growth planning, executive positions succession planning and career planning. This part is followed by a draft of talent management. The last chapter of the thesis is an actual illustration of career management in an organization, namely in Škoda Auto. This part is concluded by an analysis carried out by the author of the thesis. Key words: career, career management, talent management

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O termo talento esportivo é utilizado comumente para descrever pessoas que possuem grande aptidão para o desempenho em determinada modalidade esportiva. Com isso, tem-se a ideia de que o talento diz respeito a o potencial para o desenvolvimento e a parte inata do sujeito ao manifestar determinada habilidade. O tema talento esportivo é bastante estudado no cenário mundial, tendo em vista que presume quais seriam as circunstâncias ideais para o desenvolvimento de atletas talentosos. Contudo, por ser um tema abrangente, há dificuldade em sumarizá-lo e estabelecer um consenso quanto ao que, de fato, pode intervir no desenvolvimento de um atleta talentoso. Desta forma, os objetivos do presente estudo foram: levantar o estado da arte dos artigos que abordam o talento esportivo que foram publicados no biênio de 2017 e 2018, sumarizar as principais características, contribuições e as modalidades esportivas mais abordadas pelas pesquisas disponíveis e ajudar no desenho de futuros estudos, identificar potências e fragilidades sobre o TE. Para isto, foi realizada uma revisão sistemática nas bases de dados: Web of Science, Scopus, SciELO, PsycINFO, SPORTDiscus, Google Scholar e Pubmed em busca de artigos que tratem sobre talento esportivo. Espera-se que as sínteses das informações contribuam para o debate, no sentido de oferecer uma compreensão global e comparativa quanto ao assunto. Através do processo de revisão, foram selecionados 75 artigos os quais garantiram grande variedade de informações, 44 deles abordavam estudos relacionados ao desenvolvimento do talento; 23 artigos tratavam sobre a detecção do talento; 07 artigos referiam-se à seleção do talento e finalmente, 1 artigo abordou a identificação e desenvolvimento do talento. Concluí-se que os aspectos fisiológicos, psicológicos, bem como fatores intrínsecos se correlacionam nos processos de seleção, detecção e desenvolvimento do talento esportivo, sendo necessários mais estudos com ideal epistemológico que abordem o assunto / The term sports talent is used to describe people who have great fitness for performance in some sporting modality. With this, one has the idea that talent refers to the potential for the development of a part of the subject when manifesting a skill. The sport talent theme is well studied on the world stage, in order to presume which are the ideal circumstances for the development of a sport talent. Why, a comprehensive problem, a difficulty in summarizing and establishing a consensus as to what, in fact, can be a problem of developing a skill. In this way, the objectives of this study were: Raise the state of the art to approach the sports talent that was published in the biennium of 2017 and 2018, to help the project of an future studies, identify potencies and fragilities in the sport talent. To that purpose, was made an systematic review on some databases: Web of Science, Scopus, SciELO, PsycINFO, SPORTDiscus, Google Scholar and Pubmed searching for articles about sport talent. It is hoped that the sintesis of the information can help on the academic discussions, there is a sense of global and comparative understanding of the subject. Through the review process, 75 articles were selected that guaranteed a wide variety of information, 44 had their studies related to the development of talent; 23 articles dealt with the detection of talent; 07 articles referred to the selection of talent and finally, 1 article addressing the identification and development of talent. Finally, it is concluded that the physiological, psychological, and intrinsic factors are related in the process of selection, detection and development of sports talent. More studies with an epistemological ideal are needed

Titel: Kampen om rätt medarbetare. En studie om generation Z. Frågeställning: Vilka HR-strategier använder organisationer för att attrahera och behålla generation Z? Syfte: Uppsatsen syfte är att identifiera vilka HR-strategier organisationer använder för att attrahera och behålla medarbetare och hur de anpassar dem till generation Z. Studien kan komma att bidra till att ge dagens organisationer förutsättningar för hur de ska attrahera och behålla generation Z. Metod: Studien har en deduktiv ansats med en kvalitativ forskningsstrategi. Data utgår från sju strukturerade intervjuer. Slutsats: Organisationer i Sverige använder liknande strategier för att attrahera och behålla medarbetare, skillnaden är hur anpassade och välutvecklade det är för generation Z. Organisationens utformning av HR-strategier beror på vilken uppfattning de har av generation Z.

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.)

Este trabalho de pesquisa teve por objetivos: primeiro, descrever em termos cineantropométricos atletas de voleibol masculino de nível estadual, de acordo com as diferentes categorias competitivas - de mirim a principal - e verificar as relações existentes entre aspectos morfológicos e de desempenho motor; segundo, verificar o comportamento das variáveis cineantropométricas entre atletas pertencentes a diferentes categorias competitivas procurando determinar, na amostra estudada, quais variáveis devem ser consideradas como mais importantes no período compreendido entre uma categoria inferior e outra imediatamente superior; e terceiro, comparar quatro possibilidades de métodos que possam ser utilizados na classificação dos atletas nas diferentes categorias competitivas, respectivamente: a) classificação subjetiva do treinador; b) classificação através da utilização do escore padrão Z; c) classificação através do coeficiente de classificação por médias; d) classificação através de análise dos componentes principais, os quais possam auxiliar mais efetivamente o processo de seleção e promoção de talentos esportivos para o voleibol. Para isso, uma amostra de 75 atletas de voleibol masculino, na faixa etária de 13 a 28 anos, distribuídos entre as diversas categorias competitivas, foi avaliada em termos cineantropométricos conforme variáveis consideradas relevantes para a prática do voleibol de alto nível. Foi possível concluir que: 1) os atletas avaliados apresentaram valores cineantropométricos próximos e/ou superiores aos esperados para atletas de voleibol de nível competitivo nas medidas realizadas, indicando o bom nível dos atletas envolvidos no estudo; 2) existem importâncias diferentes para as variáveis na passagem de uma categoria inferior para outra imediatamente superior; 3) o coeficiente de classificação por médias, neste estudo, parece indicar que análises multivariadas podem adequar-se mais fielmente à resolução da complexidade que envolve os processos de promoção de talentos / This work of has several arms: first, to describe in kinanthropometrics terms top level male volleyball athletes at São Paulo State in different competitive categories - from minor to major and verify the existence of relationships among morphological aspects and motor performances; second, to verify the behavior of kinanthropometrics variables among athletes belonging to different competitive categories. The goal here is trying to determine how variables should be ranked in importance to define performance and how this ranking changes as we go from one stage to the next one; third, to compare four possibilities of procedures that may be used on the athletes ranking in different competitive stages namely: a) coachs subjective classification; b) classification using the standard Z score; c) classification using the coefficient derived by means; d) classification using the analysis of principal components. One tries to point out the ones which more effectively may cooperate in the process of selection and promotion of talent to volleyball. In order to make the comparison, a sample of 75 male volleyball athletes between the ages of 13 and 28 years old, divided among all the different competitive categories were evaluated in kinanthropometric terms by using the variables considered important to the practice of high level volleyball. It was possible to conclude that, 1) the evaluated athletes presented kinanthropometrics values close and/or superior to the expected for high competitive level male volleyball athletes in the variables measured, showing the good level of the athletes involved in the study; 2) there are differences in the importance of the variables in the passage from a lower stage to the following next ; 3) the coefficient of classification by means in this study seems to indicate that the multivariate analysis is more adequate to give better understanding of the complexity that involves the process of talent promotion