The purpose of this study is to contribute with new knowledge of  how Talent Management can be seen as a an opportunity or threat for organizational development, concerning competence, on the basis of HR. The research questions asked are: Out of wich aspects can Talent Management be seen as an opportunity or threat on the basis of HR-employees? How can it affect the work of HR? To answer these questions qualitative interviews with five employees within HR from four different companies has been executed. The essay has been investigated on the basis of an explorative aim and with a qualitative method. The empirical results has indicated common themes such as director support, HRs view of Talent Management, HRs development and shifts of generations. Talent Management can be seen as a possibility for employees within HR to work with comtemporary HR-questions and for them to secure key competence for thier companies. Talent Management can be seen as a threat against HRs own development, since their mian focus is to develop others. The support from directors and management and their influence on the work of HR and HRs oportunity to development need to be examined in a future, more extensive, study. / Syftet med denna studie är att bidra med ny kunskap gällande huruvida Talent Management kan ses som en möjlighet eller hot för organisationers utveckling, främst gällande kompetens, i ett HR-perspektiv. Forskningsfrågorna lyder: Ur vilka aspekter kan arbete med Talent Management ses som ett hot respektive en möjlighet ur en HR-anställds perspektiv? Hur kan arbetet med Talent Management påverka dem i deras dagliga arbete och yrkesroll? För att besvara forskningsfrågorna har semistrukturerade intervjuer utförts med fem personer från fyra företag. Uppsatsen har ett explorativt syfte och skrivs med en kvalitativ metod. De empiriska resultaten visar på gemensamma teman som chefstöd, HRs syn på Talent Management, HRs utvekling och generationsskiften. Talent Management kan ses som en möjlighet för HR-anställda då de får chans att arbeta med aktuella HR-frågor och att de genom detta arbete kan säkra samt utveckla nyckelpersoner. Talent Management kan ses som ett hot då HR-anställdas egen utveckling hamnar i skymundan då de i första hand arbetar med andras utveckling. Chefers och ledningsgruppers stöd och påverkan på HR-anställdas arbete. HRs möjligheter till utveckling är något som bör undersökas i en mer utförlig undersökning.

<p>Författarna till denna uppsats har under de senaste åren kunnat följa en explosionsartad snabb utveckling av böcker och artiklar publicerade kring konceptet Talent Management. Dessa böcker och artiklar har gemensamt att de betonar vikten av att företag adopterar konceptet och de ödesdigra följderna om de låter bli. Talent Management är enligt många ett utav det största och senaste begreppen inom personaladministration.</p><p>Under personaladministrationens historia har emellertid en mängd olika begrepp kommit och gått ur tiden såsom Personnel Management, Human Resource Management och Strategisk Human Resource Management och många forskare har hävdat att dessa begrepp inte skiljer sig nämnvärt åt, utan snarare kan karaktäriseras som ett kontinuerligt strävande efter legitimitet och status av personalansvariga. Det huvudsakliga temat i detta strävande har varit att ett företags personal utgör en viktig och betydande del av organisationen och därigenom kan utgöra skillnaden mellan framgångsrika och icke framgångsrika företag.</p><p>Syftet med den här uppsatsen var att ta reda på de bakomliggande faktorerna och motiven till varför företag implementerar Talent Management, samt att undersöka i vilken utsträckning konceptet kan sägas karaktäriseras av ny och värdefull kunskap.</p><p>Genom att jämföra teorier om HRM och personalutveckling med normativ litteratur och intervjuer kring Talent Management har författarna kommit fram till att Talent Management inte kan sägas karaktäriseras av ny och värdefull kunskap, utan snarare som ett försök att paketera om gamla idéer och tekniker under en ny etikett. Förfat-tarna till den här uppsatsen tror att konceptet kan sägas känneteckna ännu ett försök av personalansvariga att stärka sin legitimitet och status i sina respektive organisationer.</p> / <p>The authors of this thesis have found that, during the last years, the world has witnessed a dramatic explosion of articles and books about the concept Talent Management. These books and articles, all emphasise the urgency for companies to adopt the concept and the devastating consequences if they don’t. The concept is by many re-searchers seen to be the top issue and, the latest trend within Human Resource Management.</p><p>Nevertheless, throughout the history of the personnel profession the world has witnessed several different concepts such as Personnel Management, Human Resource Management, and Strategic Human Resource Management and several researches have claimed that these concepts describes the same thing. Some researchers have argued that the different concept instead represent a continuous rhetoric struggle by HR professionals to enhance their legitimacy and status by becoming more business oriented and demonstrate that employees indeed can make a difference in distinguish-ing successful organizations from others.</p><p>The purpose of this thesis was to investigate the underlying reasoning and logic to why companies adopt talent management and explore what the concept represents in terms of new knowledge.</p><p>By comparing traditional theories of HRM and HR planning with normative literature and interviews on Talent Management the authors have found that the concept does not represent any new and distinctive knowledge, but rather can be considered as an effort to repackage old ideas and techniques with a new label. The authors of this thesis believe that Talent Management is another illustration of the struggle by HR professionals to enhance their legitimacy and status in their organization.</p>

Arbetsgivares största utmaning på dagens multikulturella arbetsmarknad är att vinna kampenom de medarbetare som är duktiga och besitter såväl rätt kunskap som rätt kompetens. Detkrävs stort engagemang och framförhållning för att arbetsgivarna ska lyckas marknadsföra sigpå arbetsmarknaden och hitta rätt personal. Det tycks vara av stor betydelse för arbetsgivareatt attrahera unga, talangfulla studenter för att få ett försprång i kampen om de bästamedarbetarna. Mycket tyder på att kommunala, offentliga organisationer har en svårighet i attändra ungas bild av jobben som erbjuds vilket bekräftas då det är ytterst få offentliga företagsom utmärker sig på topplistor över attraktiva arbetsgivare. Tidigare studier klargör attarbetsgivare är i behov av att skapa sig ett varumärke på arbetsmarknaden och att de börfokusera lika mycket på arbetet med att behålla talangfulla medarbetare som självarekryteringen av dem. Då denna mindre grupp av personer, som är duktiga och har både rättkunskap samt kompetens, får fler valmöjligheter i karriären blir konkurrens om arbetskraftenhård. Syftet med vår studie är att undersöka individers behov både som medarbetare ochprivatpersoner vid beslutstillfället att söka sig till, stanna hos eller lämna en arbetsgivaregenom att anta ett kulturellt helhetsperspektiv. Detta för att se vad en eftertraktad arbetsgivarekan göra för att påverka en individs beslutsfattande om valet av arbetsgivare och därmedbehålla verksamhetens kunskaps- och kompetensnivå.Studien baserades på datamaterial som samlades in genom åtta semi-strukturerade intervjuermed medarbetare från en kommunal organisation. Intervjuerna baserades på en guidebestående av fyra teman där tekniken för kritiska händelser användes i syfte att fårespondenterna att förmedla en detaljrik berättelse kring sina beslut. Följaktligen genomfördesen narrativ analys av berättelserna som lyfte fram avvikande såväl som gemensammaföreteelser i en kronologisk följd.Utifrån analysen för vi slutligen en diskussion där resultatet av vår studie förhåller sig tilltidigare forskning och som sedan mynnar ut i vår slutsats. Vår slutsats är att eftertraktadearbetsgivare arbetar på ett engagerat sätt med att tillgodose de behov och egenskaper somvärdesätts av medarbetare. Detta kräver en medvetenhet hos arbetsgivaren om att talangfullamedarbetare påverkas av kulturella grupper i deras omgivning. Det krävs också en insikt i hurkonkurrenssituationen förändras beroende på tidpunkt i karriären som den åtråvärdamedarbetaren befinner sig i. En eftertraktad arbetsgivare kan påverka medarbetarnasbeslutsfattande genom att vara medvetna om vad som är viktigt vid valet av arbetsgivare,nämligen att: utsidan räknas, insidan avgör. / The greatest challenge faced by employers on today’s multi-cultural labor market is thecompetition for talented employees in possession of the right knowledge and competence. Tobe able to market themselves properly and in order to find the right personnel, employers needto be well prepared and highly committed to the task. It seems to be of great importance foremployers to attract young, talented students in order to get an advantage in the fight for theemployees of the future. There is however few public companies included in the top lists ofattractive employers, which confirm the public organizations’ suspicion that they havedifficulties with changing students’ perception of the jobs they offer. Previous studies haveidentified a need for employers to establish a brand on the labor market and the importance offocusing just as much on retaining talented employees as on recruiting them. Since potentialemployees in possession of the right knowledge and competence are faced with an increasingselection of possible career paths, the competition for this small group of talents hardens. Thepurpose of our study is therefore to investigate the private and work related needs ofindividual employees in their decision of applying to, staying with or leaving an employer.With regards to a holistic and cultural perspective this study aims to see what an employer ofchoice can do to affect an individual’s decision making with the purpose of retaining theorganization’s level of knowledge and competence.This study is based on data gathered through eight semi-structured interviews with employeesfrom a public organization. The interviews were conducted with the help of an interviewguide comprised of four themes in accordance to the critical incident technique, meant tofacilitate more depth to the respondents’ stories. A narrative analysis of the stories was carriedout in which common as well as divergent incidents were emphasized in chronological order.Lastly, we provide a discussion based on our analysis that compares and contrasts the resultsof our study with previous research. The discussion leads to the conclusion of our study: anemployer of choice works in a committed way to accommodate the needs and qualities thatare valued by the employees. That work requires awareness of the influences talentedemployees gets from cultural groups in their milieu. It also requires an insight in how thecompetition changes depending on the career stage in which the desirable personnel aresituated. An employer of choice can influence the employees’ decision making by beingaware of what is important in their choice of employer: the external matters, the internaldetermines.This thesis will continue in Swedish.

Access to abstract permanently restricted to Ball State community only. / Access to thesis permanently restricted to Ball State community only. / Department of Telecommunications

人才對於促進一國經濟發展的重要性，從人力資本理論在二十世紀五、六十年代興起以來，隨著知識經濟來臨，受到廣泛的重視便可得知。面對中國大陸經濟迅速發展，人才的需求越來越高，台灣卻存在人才流失及金融產業競爭力下降等現象。尤其近幾年來，台灣與中國往來密切，兩岸貿易及業務越趨開放，人才流動也更加頻繁。 在金融交流方面，雙方於2009年11月簽訂兩岸金融監理備忘錄後，開始有了較正式且完善的進展，兩岸人才流動將擴及金融業，可能加遽台灣人才的外流。為了釐清此現象並探究成因，本文以分析兩岸金融開放與交流之經驗以及深度訪談學界及產業界人士的方式，來探討兩岸金融人才的流動狀況。研究發現，鑑於大陸的經濟成長、人才強國戰略以及金融市場需求，兩岸金融人才的流動並不平衡。銀行業、證券業、保險業在不同時期都呈現出不同的流動族群及流動模式。總的來說，兩岸的人才流動從2001年開始，由陸資金融機構挖角、外資金融機構從台灣培訓人才以拓展大中華業務，到2009年簽訂兩岸金融監理備忘錄後，轉向以台資金融機構外派為主。本文進一步透過推拉因素來解釋這個現象，其中薪資所得、政策、金融市場是中國吸引台灣金融人才的拉力因素，而社會融入、升遷管道、以及家庭因素、生活環境等問題則是中國的推力因素。這些因素在不同程度上影響人才移動的決策。最後，本文也提出金融業人才流動的正負影響以及流動現象背後所隱含的台灣經濟環境的問題。 / Talent, one of the most important factors of fostering a country’s economic development, has caught great attention with the development of knowledge economy since human capital theory boomed in 1950s and 1960s. With the rapid growth of Chinese economy, the demand of talent is huge. As for Taiwan, it is facing brain drain and the decrease of competitiveness in financial industry. Especially in recent years, the relationship is getting closer between Taiwan and China. The trade and business are increasing, as well as talent flow. In terms of financial communication, Taiwan and China have made a big progress since the agreement of Memorandum of Understanding (MOU) was signed in November, 2009. However, it may worsen the problem of brain drain in Taiwan. In order to get a clear idea of this situation, the research thesis examines the condition and discusses the reasons by analyzing cross-strait financial exchange experience and interviewing professionals from academic and industrial fields. The findings are as follows. Due to economic growth, talent strategy with nation strengthening and the demand of financial market in China, the cross-strait talent flow is unbalanced. It shows that banking industry, securities industry and insurance industry have their own type of talent flow within recent years. Generally speaking, the cross-strait financial talent flow started from 2001, with Chinese financial industry’s poaching to learn more skills and foreign financial industry’s training to expand their business in greater China. Until 2009 when the agreement of MOU was signed, it changed by more and more expatriates in China sending from Taiwanese financial industry. Furthermore, the research thesis analyzes the reasons through Pull and Push Theory, which salary structure, policies and financial market are pull factors of China, while social integration, career path plan, family, dwelling environment, etc. are push factors of China. These factors variably affect peoples’ decisions by their own concern. Finally, the thesis comes up with pros and cons of financial talent flow and thus tells the problems which Taiwanese economic circumstances are facing.

The thesis is focused on talents and methods to deal with them. The basic terms (gifts, their types, talent etc.) are explained at the beginning of the work, followed by methods of detection and recognition of individual talent, types of talent and specific groups of talented individuals. Furthermore, there are mentioned approaches in educating gifted children and ways to choose appropriate method for specific individuals. In the practical part of this thesis, these approaches and methods are judged on the basis of realistic usage and use in practice. The basis for this judgement is the evaluations of the teachers and the parents. The information acquired by research work is compared with conclusions of the theoretic part.

The diploma thesis looks into talent management in context of educational management with the application of professional literature analysis. It describes talent acquisition, human resource development, career management and succession planning and points out the connection between these and other human resource processes and talent management. It specifies the approach of personality psychology, industrial organizational psychology, vocational psychology, positive psychology, social psychology, educational psychology and management to the meaning of the talent. It defines talent management strategy, including a guideline on how to create one. It compares every approach to the talent amongst each other and summarizes the main difference. It presents research results on talent management application within organizations, which brings the attention to a low rate of application of this process and its complete absence within the educational institutions in the Czech Republic. It describes talent management best business practice in the educational sector abroad. It reaches the aim of the thesis, when it proposes a talent management concept in context of educational management and its implementation into educational organizations' practice in the Czech Republic. KEYWORDS career management, educational...

This master thesis deals with the phenomenon of Westernization of pop culture in mainland China on the example of the Chinese adapted version of the Talent Show China's Got Talent. (CHGT) In its theoretical part it outlines the overall globalizing and Westernizing tendencies and sets a theoretical framework of the main terminology of media studies. The research goal of the thesis was to analyze the audience reception of CHGT in China and their ideas and views on pop culture The research goal is included in the broader context of cultural imperialism theories and the specifics of talent and reality shows are elaborated. Furthermore a historical overview of the evolution of pop culture in mainland China is provided. In the practical part, the applied methodological approaches and their potential strengths and weaknesses are described. A basic thematic analysis of certain selected social media like Weibo, QQ and Baidu was conducted. The two versions of the adapted Got Talent format were compared as far as the formal features are concerned, the British version of Britain's Got Talent and the Chinese adaptation China's Got Talent. Moreover qualitative in-depth interviews with Chinese respondents in the PRC and the UK were performed. The group in the UK served as a control group for comparison and the...

Submitted in full compliance with the requirements for the Degree of Master Management Sciences: Human Resource Management, Durban University of Technology, Durban, South Africa, 2017. / This study focused on an investigation into talent management and employee retention in the higher education sector of South Africa- a case study of the Durban University of Technology. Since the end of apartheid, South African higher education has been through many challenges, including how to attract, managing and retain a new breed of academics who will be able to assist in the development of a new transformed society. According to a report presented by Higher Education South Africa (2009:7), higher education institutions are facing a real crisis regarding their ability to attract and retain academic staff of a suitable calibre. This has led to the steady loss of academic expertise and the loss of senior and more experienced academic staff, thereby setting higher education Institutions back in terms of research output (Mapesela and Strydom 2004: 2). The concern is that there are insufficient numbers, particularly amongst Black African academics in the existing academic and postgraduate pipelines to replace them (Higher Education South Africa 2011:1). Consequently, talent management is becoming a central management challenge as it becomes more difficult to retain key and competent academic staff (Barkhuizen Roodt and Schutte 2014: 141). If attention is not paid to this issue, in the years to come the quality of graduates and the research outputs of universities will be severely debilitated (Badat 2009:12). The main aim of this study was to investigate how talent management and employee retention is addressed at the Durban University of Technology strategically, as well as the processes and practices that underpin such strategies. The quantitative research design was adopted and data was collected through a self-administered structured questionnaire. This study was conducted at the Durban University of Technology with a sample of 65 academic staff, including senior academic staff like professors, lecturers and junior lecturers. The target population was grouped into different strata and the sample elements were selected from each group. Findings from the study revealed that talent management is not a strategic element and it is not fully implemented in the higher education sector. Recommendations were made on the review of talent management practices of academic staff in the higher education sector. This study established that there were some elements of talent management principles and practices in place at the University. However, these were often the traditional functions for example recruitment, selection, training and development. It was evident that there needed to be a strategic focus on the entire talent management process. There also needed to be a lot more holistic approach with greater attention being paid to the process from the time academic staff are recruited through to the process of the development of their careers. Retention is another facet that should be focused on, especially in respect of up and coming Black academics as this is in its infancy. / M

By using a case study design this essay examines and describes the talent development environment in a football club. The aim of the study is to examine the talent development environment in a youth academy that is a part of a professional Swedish football club that plays in the highest domestic league. The theoretical framework is Fahlström, Glemne and Linnérs (2016) developed model that shows which factors in a talent development environment that are possible to influence. The framework also includes themes and head groups that are connected to Fahlström, Glemne and Linnérs model. This study has a qualitative research strategy in form of document analysis, questionnaires and interview. The results show that the football club works with talent development on all the levels in Fahlström, Glemne and Linnérs model which includes the developmental environment in the football club and its closest surroundings as well as socio-economical, cultural and sport conditions.