A identificação de talentos no esporte é um tema atual e amplamente discutido. Este debate ocorre no âmbito conceitual e metodológico. Especificamente para o futebol, esta é uma temática que tem gerado diversas discussões no meio acadêmico e na prática cotidiana dos clubes brasileiros. Assim, o objetivo deste estudo foi descrever o perfil de crianças e jovens praticantes de futebol e identificar indicadores de desempenho esportivo que permitam desenvolver parâmetros e metodologias para detecção de possíveis talentos motores para o futebol. As amostras foram compostas por 361 jovens de 10 a 13 anos de idade cronológica, constituídas por 188 escolares, aleatoriamente selecionadas do Banco de Dados do PROESPBr e por 173 atletas de futebol, selecionados por critério de acessibilidade, provenientes de dois clubes de futebol do Estado do Rio Grande do Sul (RS). Foi medida a estatura, envergadura, massa corporal, flexibilidade (sentar e alcançar com banco), força/resistência abdominal (abdominais por minuto), velocidade (20 metros), agilidade (quadrado de agilidade), força explosiva de membros inferiores (salto horizontal) e aptidão cardiorrespiratória (6 minutos). Para descrever o perfil antropométrico e de aptidão física foi utilizada a estatística descritiva (média e desvio padrão). Para a identificação das variáveis preditoras recorreu-se à Análise Discriminante e foi utilizado o pacote estatístico SPSS, versão 17.0. Os resultados demonstraram que os atletas apresentaram valores médios superiores aos escolares em todas as variáveis nas idades estudadas, com exceção da massa corporal, estatura e envergadura aos 11 anos de idade. Quanto as variáveis preditoras, aquelas que discriminaram o grupo de atletas do grupo de escolares foram: aos 10 anos de idade - flexibilidade, força/resistência abdominal, agilidade, velocidade e resistência aeróbia; 11 anos de idade - força resistência abdominal, agilidade, resistência aeróbia, velocidade; 12 anos de idade - resistência aeróbia, agilidade, velocidade, força resistência abdominal e força explosiva de membros inferiores e 13 anos de idade - resistência aeróbia, agilidade, flexibilidade, velocidade, força resistência abdominal. Os resultados demonstraram que a partir da utilização da bateria de testes do Projeto Esporte Brasil foi possível discriminar atletas de futebol de escolares e elaborar modelos capazes de identificar escolares com perfil de atleta. Assim, a utilização destes modelos podem compor os critérios de seleção de jovens para a modalidade do futebol e, ainda, atuar como instrumento auxiliar aos professores de Educação Física escolar. / Talent identification in sports is a current topic and it is widely discussed. This discussion occurs within conceptual and methodological. Specifically for soccer, this is a topic that has generated many discussions on academic level and in the daily practice of the Brazilian clubs. The aim of this study was to describe the profile of children and young people playing soccer and identify performance indicators sports which build parameters and methodologies for detecting potential talents engines for soccer. The sample was composed of 361 young people 10-13 years of chronological age, consisting of 188 students, randomly selected from the database of PROESP-Br and 173 soccer players selected by criteria of accessibility, from two soccer clubs of Rio Grande do Sul (RS) State. We measured height, arm span, body mass, flexibility (sit and reach with bench), abdominal strength / resistance (abdominal per minute), speed (20 meters), agility (agility square), explosive strength of lower limbs (horizontal jump) aerobic resistance (6 minutes). To describe anthropometric and physical fitness it was used descriptive statistics (mean and standard deviation). To identify the predictors we used the discriminant analysis. All analyses was done in statistical package SPSS, version 17.0. The results showed that athletes had higher values to schoolchildren in all variables and ages, with the exception of body mass, height and spread at 11 years old. The predictor variables, those discriminated group of athletes and students were: at 10 years of age - flexibility, abdominal strength / resistance, agility, speed and aerobic endurance, 11 years old - Strength abdominal endurance, agility, endurance aerobic speed; 12 years old - aerobic endurance, agility, speed, strength, abdominal strength and explosive strength of lower limbs and 13 years old - aerobic endurance, agility, flexibility, speed, strength, abdominal strength. The results showed that it was possible to discriminate between and students using the tests from Project Sport Brazil battery. Thus, we developed models capable of identifying students with athlete profile. The use of the models developed can compose the selection criteria of youth to the soccer sport and also act as an aid to teachers of Physical Education.

The identification and development of high potential employees is part of talent management, which is currently one of the priorities of strategic human resources management. According to relevant surveys, high potential employees account for less than five percent of the total number of employees. First, the thesis deals with talent management, its theoretical background and historical development. Subsequently, from the point of view of HR managers, it focuses on the issue of highly potential employees in order to find out which competencies are key to this group of employees. The partial objective is to clarify the extent to which selected companies in the Czech Republic agree or differ in terms of high potential employees. A qualitative survey is used to examine both objectives, consisting of a semi-structured interview with company managers and point scale. The aim of the thesis is to describe the set of key competencies of high potential employees and to distinguish them from the set of competencies of other employees.

This thesis offers a feminist analysis of the gendered public discourses surrounding notions of talent, authenticity and containment. Using two of the most polarizing stars in North America – ‘Snooki’ and Kim Kardashian – the author offers an analysis of how both hard and soft news frame our everyday understanding of women’s public work. Textual analyses of news articles demonstrated that displays of sexual power were most undermined by the media while attempts to venture beyond the reality television texts were contained. On the other hand, the news media were more likely to use positive framing when women were seen to be fulfilling more traditional roles such as wife and mother. The empirical research approach provides an original framework which can be applied to other female public figures to examine how such ideological and gendered discourses shape our understanding of women’s work as well as, more generally, women’s roles in our society.

My work is focused on the analysis of the talent education systém in GE Money in the Czech republic. In the first part I tried to explain the basis for the education of talented employees, which are obviously based on the foundations of business education. An important part was the explanation of the evaluation of education, which I determine the methodology by which I will proceed in their work. Methodology - the methods of data collection, data sources and types of research, which I looked, I describe in the second part of the work. The third part was the practical part - here I describe the organization in which I wrote the work, its organizational structure, training in business generally, and of course the various educational programs for talented staff. I here describe the results of my empirical research. This was aimed primarily at finding weaknesses and strengths of individual programs and the testing of hypotheses and determine whether the difference between the variance between the sample and control in their own self-efficacy.

This thesis is focused on analysis of current functioning of the trainee program at Nutricia a.s. The aim of theoretical part is to summarize the theoretical knowledge in the field of talent management and formulate a theoretical basis for the practical part. The subject of the practical part is to describe the trainee program at Nutricia and evaluate the current process based on the survey conducted among the participants. The aim of the thesis is to prove or disprove the hypothesis, to find the strengths and weaknesses of the program and give specific proposals and recommendations to improve the system. The main contribution of this work is provide the view of the participants on the trainee program and their expectations and create a comprehensive document which can be used for internal purposes of the company as it describes and evaluates the progress of the program.

This thesis analyses influencers of employer attractiveness with high focus on company performance and other elements concerning company as such. Theoretical part of this thesis aims to bring relevant background for the practical analysis. In particular, it examines areas such as talent management, employee value proposition and employer branding and their connection to employer attractiveness. Practical part identifies objective and subjective drivers of employer attractiveness. This part consists of three analyses: Questionnaire, Correlation Analysis and RPC Graduate Survey. Triangulation of all three analyses brings complex results concerning employer attractiveness influencers. Empirical part works towards answering of research questions and creating a recommendation manual that shall help companies to become attractive employers.

In this thesis is first converted characterization of several concepts. These are the concepts of talent, quality of life and related knowledge. These are important for further understanding of the work. The next part presents different indicators and their values these indicators come in the areas surveyed. These areas are also briefly introduced previously. In the practical part was used the interviewing method and the method of group interview. The main task was to find out how student, potential talents see the quality of life and also find resources here to help these people maintain.

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

Introduction: In the current rapidly changing world of work, organisations are investing increasingly in workforce planning. Throughout times, recruiting and retaining talented employees have been one of the most complex problems facing employers. Human Resource (HR) metrics and analytics is still a relatively untouched tool used by HR managers. However, HR practitioners are engaging in an era where recruitment and talent retention processes are becoming predictive and provide several benefits to both the employer and employee. By understanding how data can be used for insightful decisions that generate business results, HR professionals need to exploit the gap. Currently, they have the opportunity to utilise their extensive data sets by providing the organisation with the relevant and strategic analytics for informed decision-making. Research purpose: The purpose of the systematic literature review was to investigate the nature and value that metrics and analytics on recruitment and talent management add to organisations. Motivation for the study: Throughout history, people were considered as the most valuable assets in which an organisation can invest. However, HR failed to take responsibility for the programmes and initiatives which they developed and implemented. By developing a means to measure HR programmes and initiatives and assess the performance and development of employees, HR professionals will be able to demonstrate its effect on the business's 'bottom line'. Consequently, top management would then be more willing to invest money and time in HR-related activities. HR metrics and analytics will allow top management to make informed decisions on HR initiatives and programmes such as recruitment and talent management. In a volatile business environment HR departments need to prove the monetary value of the HR functions to top management. For HR analytics to be effective, it is vital that the organisation applies the correct metrics that is aligned with the overall business strategy and objectives. Research design, approach and method: For the purpose of the present study, a systematic literature review was conducted to determine the nature and value-add of recruitment and talent management analytics in an organisation. Main findings: The first objective was to determine the importance of recruitment and talent retention metrics and analytics. Results show that organisations currently struggle to recruit and retain talented employees, a factor that ultimately impacts the success of the organisation. The review provided evidence of organisations that realised the importance of recruitment and talent retention analytics by also using it to inform their human capital planning. The second objective assessed the use of metrics and analytics to manage recruitment and talent. The research indicated that organisations apply various recruitment and talent retention metrics in different ways and for diverse purposes. A possible reason may be that organisations have different data sets and also use these sets differently to develop HR-related metrics suited for the specific company. The third objective was to identify standards for metrics on recruitment and talent management. The research indicates that there is no systematic approach to evaluate recruitment and talent management. This is a topic for future research. The fourth and final objective investigated the role of recruitment and talent retention analytics in management's decision-making. Here the literature indicates that organisations have invested highly in HR analytics, and even appoint an analytics team within the company with the sole purpose of evaluating the organisation's data sets. This attest to the value management attaches to HR analytics as important contribution to the business's decision-making process, and ultimately the success of the organisation as a whole. Limitations/future research: The present research had to factor in several delimitations related to the context, constructs and theoretical perspectives of the study. The researcher firstly identified that the research context was limited to the Human Resources (HR) segment of organisations and business sector. Secondly, only HR-related analytics were used for the purpose of this study. The researcher searched, analysed and made assumptions about this research topic by consulting mainly recent (over the past 10 years) and authentic resources. Lastly, the assumptions made in the study are based on data the researcher incorporated from selected literature. Conclusion: It is evident from the findings that HR professionals began understanding the impact of recruitment and talent retention analytics on validating HR contributions to the organisation. Furthermore, it is clear that, on the other hand, management does acknowledge the importance and value that recruitment and talent retention analytics add to the organisation's 'bottom line'. This allows management to make insightful decisions, and ultimately retain a competitive edge in the market. / Dissertation (MCom)--University of Pretoria, 2016. / Marketing Management / MCom / Unrestricted

La gestion des talents (TM) a une portée stratégique dans le succès des entreprises. En gestion des ressources humaines (GRH), elle nécessite la mise en place d’outils RH pour attirer, identifier, développer et retenir le capital humain afin de répondre aux enjeux d’une entreprise. À l’aube de la troisième décennie, ces enjeux portent davantage sur les besoins croissants d’innovation et de technologie. Dans un environnement de travail en perpétuelle mutation en raison de la digitalisation et de l’intensité de la concurrence, la gestion des talents initiale demande une remise en cause de son modèle exclusif, de sa capacité à créer de la valeur pour générer un avantage concurrentiel substantiel (Barney, 1991). Malgré le progrès observé dans la conceptualisation de la gestion des talents, l’approche inclusive qui considère tous les employés d’une organisation comme détenteurs d’un talent est très peu étudiée dans la sphère académique (Sheehan & Anderson, 2015). Cette approche inaugure pourtant l’accès à un vivier de talents plus divers, propice à satisfaire les objectifs stratégiques des entreprises de cette troisième décennie. Or, une meilleure compréhension de l’approche inclusive des talents nécessite l’apport de différentes perspectives et échelles d’interprétation. Une analyse complète de la gestion des talents requiert non seulement une étude du contexte national et sectoriel (macro), mais aussi la forme organisationnelle (méso) d’une organisation, puis la mise à l’échelle des perceptions et comportements des individus (micro) de cette organisation (Al Ariss & Sidani, 2016). Cette contextualisation de l’approche inclusive de la gestion des talents est l’objet de notre recherche. Il est proposé d’étudier l’inclusion des personnes issues de la diversité (différences de genre, origine ethnique, âge, formation, culture, etc.) dans le processus de gestion des talents d’un pays, d’une forme organisationnelle et d’une population stratégique données, dans la perspective d’un avantage concurrentiel. Notre analyse porte ainsi sur la place de la diversité en France, dans les activités de gestion des talents au sein des organisations fonctionnant par projet du secteur aérospatial, l’un des secteurs en forte demande en compétences techniques et technologiques. Les perceptions et comportements des talents de la génération Y seront également étudiés, des jeunes nés entre 1980 et 2000 fortement présents sur le marché de l’emploi. / Talent Management (TM) has a strategic reach in the success of companies. In human resources management (HRM), it requires the implementation of HR tools to attract, identify, develop and retain human capital in order to meet the challenges of an enterprise. As we approach the third decade, these issues are more focused on the growing need for innovation and technology. In a work environment that is constantly changing due to digitalisation and the intensity of competition, the initial Talent Management calls for a reconsideration of its exclusive model, its ability to create value to generate a substantial competitive advantage (Barney, 1991). Despite progress in the conceptualization of Talent Management, the inclusive approach that considers all employees of an organization as talent holders is poorly studied in the academic sphere (Sheehan & Anderson, 2015). This approach, however, opens the door to a more diverse pool of talent that will help meet the strategic objectives of companies in the third decade. A better understanding of the inclusive approach to talent requires input from different perspectives and scales of interpretation. A comprehensive talent management analysis requires not only a study of the national and sectoral (macro) context, but also the organizational form (meso) an organization, and then scaling the perceptions and behaviours of individuals (micro) of that organization (Al Ariss & Sidani, 2016). This contextualization of the inclusive approach to talent management is the focus of our research. It is proposed to study the inclusion of people from diversity (gender, ethnicity, age, training, culture, etc.) in a country’s Talent Management process, a particular organizational form and strategic population, with a view to a competitive advantage. Our analysis thus focuses on the place of diversity in France, in Talent Management activities within organizations operating per project in the aerospace sector, one of the sectors in high demand for technical and technological skills. The perceptions and behaviour of millennial talent will also be studied, young people born between 10 and 2000 with a strong presence on the labour market.