(in English): The thesis deals with online labour markets. They are differentiated against job portals and have their characteristics and specific variations relevant to workers and employers analysed. The thesis also differentiates a Talent Market. The analysis identifies geographical distribution of workers as well as the workforce composition related to primary area of expertise. A significant borderline between the dominant fields of work in the east and west is found. The analysis also focuses on fees imposed by individual portals and their relation to the utility of a given portal. In the conclusion, recommendations concerning choosing the most suitable market with regard to the nature and length of the project are given.

Lack of theoretical coherence in the field of gifted education has given rise to multiple attempts at a grand unification, including most recently the work of Subotnik, Olszewski-Kubilius, and Worrell (2011). The authors argue that the incoherence is an inevitable consequence of the fundamental incompatibility of theoretical and definitional features desired by psychologists and educators. Our field could best progress by splitting into the two related but distinct disciplines of high-ability psychology and advanced academics. Furthermore, the prospective adoption of Subotnik et al.'s eminence framework as an organizational principle for either advanced academics or high-ability psychology is criticized.

This is the first part of a 2-part discussion on weightlifting and will describe the historical and scientific background of the sport.

Bakgrund: Inom fotbollen råder det oenighet kring definitionen av begreppet talang. Vissamenar att talang utgörs av medfödda egenskaper, andra hävdar att talang bildas vid mycketträning. Ändå är talang hos unga fotbollsspelare en central del av den akademi som finnsinom fotbollsklubbar med elitambitioner. Tränaren är en viktig del av hur talang uppfattas ochpåverkar vilka som elitsatsar i akademier. Som teoretiskt ramverk används en idrottsanpassad version av gatekeeping- teorin.Syfte: Studien syftar till att undersöka hur akademitränare ser på talang hos ungafotbollsspelare.Metod: Fem semi-strukturerade intervjuer med akademitränare har genomförts.Den insamlade datan bearbetades sedan utifrån en induktiv tematisk analys.Resultat: Analysen av materialet resulterade i fem övergripande teman; Arvet, Miljö,Inställning, Oviss Framtid och Helheten.Diskussion: Tränarnas syn på talang visar att den definieras av tränarnas eget tycke och smak.Talang verkar vara en sammansättning fysiologiska, tekniska och kognitiva egenskaper sombildas av det genetiska arvet och miljön. / Backround: Within football there is disagreement around the definition of the term ”talent”.Some say that talent consists of abilities that are innate. Others say that talent is formedthrough training. Despite that, talent in young football players is regarded a central part of theacademy system that exists in football clubs with elite ambition. The coach is also animportant part of how talent is perceived and affects which players makes an elite investmentin an academy. The theoretical frameworks that were used on the study consists of a sports-customized version of the gatekeeping theory.Purpose: The aim of this study was to examine how academy coaches view talent in youngfootball players.Method: Five separate semi-structured interviews with academy coaches were conducted.The data collected were processed using an inductive thematic analysis.Resultat: The analysis of the gathered material resulted in five overall themes: Legacy,Environment, Attitude, Uncertain Future and Entirety.Discussion: The coaches view on talent shows that talent is defined by the coaches liking andtaste. Talent seem to be a composition of the physiological, technical and cognitive abilitiesthat are formed by the genetic legacy and the environment.

Tidigare forskning, både i Sverige och internationellt, har visat på en ökad rörlighet på arbetsmarknaden och att det råder brist på kvalificerade medarbetare, talanger. Denna konkurrenssituation benämns även som War for talent. Många arbetsgivare försöker att bemöta detta genom att stärka sitt arbetsgivarvarumärke, genom att skapa en attraktiv organisation och försöka möta de olika kravställningar som talangerna har på sin nuvarande eller framtida arbetsgivare. Dessa kravställningar kan variera beroende på många faktorer men denna studie vill belysa utifrån generationsskillnader och då fokuserat på Generation Z, som är den senaste generationsgruppering att ta sig in på arbetsmarknaden. / Previous research, both in Sweden and internationally, has shown increased mobility in the labour market and that there is a shortage of qualified employees, talents. This competitive situation is also referred to as War for talent. Many employers try to address this by strengthening their employer brand, by creating an attractive organization and trying to meet the various demands the talents have on their current or future employers. These requirements may vary depending on many factors, but this study aims to shed light on generation differences and then focused on Generation Z, which is the latest generation group to enter the labour market.

Šulová, G. Talent management in company praxis. Diploma thesis. Brno: Mendel University, 2018. The diploma thesis focuses on talent management and its importance for talents and business practice. The way of implementation and the benefits of TM were investigated in 3 branches of multinational organization. Literary research is focused on defining basic concepts, philosophy and the whole process of talent management. The thesis also examines the current state of talent management, especially individual activities were described and evaluated. The survey also included a questionnaire survey, the main task of which was to determine the level of competence development, careers, and answers research questions. The entire talent management program was reviewed by Kirkpatrick's four-level model. Everything was completed by structured interviews with HR/TM executives of the branches investigated. Based on the outcomes, proposals have been made to im-prove the effectiveness of both individual programs and the program itself.

El texto completo de este trabajo no está disponible en el Repositorio Académico UPC por restricciones de la casa editorial donde ha sido publicado. / The turnover rate of personnel in companies in the service sector is approximately 10%. In Peru, this figure is above 15%, which generates high cost overruns for organizations. Companies with the highest turnover are the service companies, and the operational staff is regarded the key factor of these organizations. Previous research has been carried out on this issue, and the solutions are models with the objective of retaining employees, using Employer Branding, Endomarketing, and Talent Management techniques. However, for this study, a model based on the combination of these techniques was designed and applied. Thus, it is intended that the model managed to meet the concerns raised and to reduce costs in companies. The model was applied in a company in the fast food sector, aiming the frontline/operational personnel of the organization. The results showed that an agile recruitment process and development of personnel training significantly reduces high rates of personnel turnover and the costs presented by this. Additionally, it is proven that the leadership of store managers plays an important role in increasing employee satisfaction and commitment within the organization.

The purpose of this research is to understand how data analytics talent has been helping to improve firm performance. Given that firms have been hiring expensive and rare data talent aggressively to build their data analytics capabilities, the motivation of this research is to understand the kind impact this talent is having on firm performance. This research also examines the extent to which this talent has helped firms increase their revenue and improve their profitability and looks at this phenomenon by firm size and by industry membership. The research finds that the impact of data talent is higher in larger firms when compared to smaller firms. The research also finds that the impact of data talent on firm performance varies by industry membership, with some industries having a higher impact on improving revenue whereas some industries seeing impact on reducing costs. The research finally looks at explaining this difference in impact on revenue and cost with the help of the skills of the talent these firms are looking for. It finds that the type of skills requested by firms in data talent have a relationship with type of impact this talent can make on firm performance. There are important insights for Chief Data/Analytics Officers to align their organizations to contribute towards the performance of their firm, especially given the financial position of the firm. Some firms need to improve revenues whereas others have a need to cut costs. If a firm has a significant opportunity to reduce costs, but its data strategy is aligned towards improving revenue it becomes difficult to translate goals into action. The insight in this paper allows Chief Data/Analytics Officers to align their talent strategy towards the goals of the firm. / Business Administration/Strategic Management

The trend of changing technology has affected different sectors including human resources in the process of recruitment and selection. Different technology solutions offer various benefit for recruitment practices especially in terms of efficiency outcome while it seems to overlook the relationship outcomes. Whether or not to have a balance approach depends on how a firm views their own recruitment process. The purpose of this study is to understand firm’s orientation towards its approach in performing recruiting practices. The analysis and discussion is articulated through the phenomenon of AI in recruiting with the interplay of different views especially from human resources and operations management. This study follows an inductive qualitative single case study that involves 11 HR professionals to participate in semi-structured interviews. The data analysis is performed with thematic analysis to develop grounded theory which is based on approach introduced by Gioia (see Corley and Gioia, 2004; Gioia et al., 2013). The findings proposed by this study is TOP framework which covers competitive advantage through operations, redefining customer orientation, and process enhancement through collaboration.

Existing research practices in gifted education have many areas for potential improvement so that they can provide useful, generalizable evidence to various stakeholders. In this article, we first review the field’s current research practices and consider the quality and utility of its research findings. Next, we discuss how open science practices increase the transparency of research so readers can more effectively evaluate its validity. Third, we introduce five large-scale collaborative research models that are being used in other fields and discuss how they could be implemented in gifted education research. Finally, we review potential challenges and limitations to implementing collaborative research models in gifted education. We believe greater use of large-scale collaboration will help the field overcome some of its methodological challenges to help provide more precise and accurate information about gifted education.