This study is a predictive model to ascertain whether various factors such as income, educational attainment, and ethnic background could predict the on students participating in TRIO programs at the University of New Orleans. President Lyndon B. Johnson’s administration identified low-income and first-generation students as the most under-served population needing attention as well as those most “at-risk.” Educational Talent Search programs were founded in 1965 as outreach programs to provide services and activities to the “at-risk” population to promote high school retention and graduation rates. The University of New Orleans has three Educational Talent Search programs serving Jefferson, Orleans, and St. Tammany Parishes. The demographic data from 1770 participants were collected and a study conducted to determine whether there would be a correlation among the following factors: (1.) ethnic background, (2.) income, (3.) educational attainment, and (4.) geography.

Syfte Syftet med studien är att undersöka fem lärares syn på talangidentifikation, hur de realiserar uttagningsprocessen till NIU samt hur de förhåller sig till relativ ålderseffekt (RAE) i uttagningsprocessen. Frågeställningarna vi ämnar att besvara är: Hur ser lärarna på talangidentifikation? Hur realiseras uttagningsprocessen vid NIU och vilka utmaningar ser lärarna med uttagningsprocessen? Vilken kunskap har, och hur förhåller sig lärarna till RAE vid uttagningsprocessen? Metod 
 Metoden som använts är kvalitativ och genomförs med hjälp av semi-strukturerade intervjuer. Målet med våra intervjuer att ta reda på hur lärarna upplever uttagningsprocessen samt deras förhållningssätt i arbetet med RAE. Anledningen till den kvalitativa karaktären är att vi har ett område vi vill kartlägga samt samla djupare information om, i detta fall RAE i samband med uttagning till NIU. Urvalet bestod av fem lärare; lärare 1, lärare 2, lärare 3, lärare 4 och lärare 5 som alla hade olika erfarenheter av läraryrket och arbetet med NIU Resultat
 Studiens resultat visar att det finns skillnader mellan de lärare som är involverade i individuella idrotter kontra lagidrotter i vad man anser att en talang bör besitta för egenskaper. För de lärare, lärare 3 och 4 som representerade individuella idrotter framgick det att den idrottsspecifika kunskapen vägde tyngst vid identifiering av en talang och att denna identifiering redan kan göras vid en tidig ålder. Lärare 1,2 och 5 som representerade lagidrotter lade en stor vikt vid att en talang måste besitta psykologiska färdigheter för att kunna identifieras som talang. Vidare visar resultatet att uttagningen är en rättsosäker process där uttagningarna ser olika ut beroende på idrott och i vissa fall skola. Gällande svårigheter med uttagningsprocessen och vad de värderade kom likartade svar fram i form av att de var rädda för att välja bort någon som senare skulle utvecklas. Vid frågan om värdering kom ord som drivkraft och målmedvetenhet fram. Samtliga av de intervjuade lärarna nämner inte att de aktivt tar hänsyn till relativ ålderseffekt i uttagningsprocessen. Lärare 2 och 5 är de lärare som lyfter att de tar hänsyn till den fysiska mognaden i uttagningen men inte vilken tid på året de elever som ansöker till NIU är födda på. Slutsats Studiens resultat belyser ett problem som finns i och med den rättsosäkerhet som råder vid uttagningsprocessen till NIU. Studien visar även att lärarna har olika uppfattning om vad talang är och hur talang identifieras. Resultatet visade att RAE är utbrett fenomen men något som inte tas hänsyn till i uttagningsprocessen till NIU. / Aim The aim of this study is to examine how five teachers view talentidentification, how they execute the tryout process to elite academy schools and also how they relate to relative age effect(RAE) in the tryout process. The questions being answered in this study are: 1. How do the teachers view talentidentification? 2. How is the tryout process being performed and what difficulties do the teachers experience with the tryout process? 3. What knowledge do the teachers have in regards to RAE and how do they relate to RAE during the tryout process? Method The method being used is qualitative and is executed by performing semi-structured interviews. The purpose of our interviews is to examine how the teachers experience the tryout process and their approach when working with RAE. The reason for the explorative nature is because we have an area to survey and also gather deeper information about, in this case, RAE in relationship to the tryout process to elite academy schools. The selection consisted of five teachers (teacher 1, teacher 2, teacher 3, teacher 4 and teacher 5) that all had different experiences of working as a teacher and with elite academy school. Results The result showed that there are differences among teachers involved in individual sports in relation to teachers working with team sports, in regards to what kind of attributes a talent should possess. For the teachers, teacher 3 and teacher 4, which represented individual sports it appeared that sport specific knowledge was most important when identifying a talent. This identification can be performed at an early age. Teacher 1, 2 and 5 which represented team sports stressed the importance of the psychological skills that a talent must possess, in order to be identified as a talent. The result also showed that the tryouts is an equivocal process where the tryouts is executed differently depending on the sport and in some cases which school. In regards to difficulties with the tryout process and what the teachers valued similar responses were received. All teachers described the fear of eliminating someone who could possibly develop late and they all valued attributes as drive and dedication. All teachers also mention that they do not take RAE in consideration during the tryout process. Teachers 2 and 5 mention taking the physical development into consideration during the tryout process, however not which month a student applying is born. Conclusions This study brings up a problem that is very current due to the equivocality which is present during the tryout process to elite academy schools. The study also showed that the teachers had different opinions in regards to what talent is and how to identify it. The result showed that RAE is a rife phenomenon however it is not being taking into consideration during the tryout process to elite academy schools.

The diploma thesis is focused on highly gifted pupils. The objective of the thesis, which is based on the case studies, is to present the specifics of the inclusive measures used to support gifted pupils in elementary schools. Information from the interviews with pupils, their families and their teachers make an important part. The result of the thesis is to show the possibilities of the work with gifted pupils and the ways to help them. The thesis also should serve as a reflection of how the current state of the gifted pupils education works.

In 2007, the Student Equity and Talent Management Unit (SETMU) at the University of the Witwatersrand (Wits) initiated a programme called the Targeting Talent Programme (TTP). One of the objectives of the TTP is to equip students to be successful at university. The first cohort of students consisted of 270 talented Grade 9 students from disadvantaged rural and urban schools. They were identified at the end of 2006, and they attended enrichment sessions at the University during 2007, 2008 and 2009. Thirty seven of the students enrolled for Engineering at Wits in 2010. They were given no further assistance by the TTP. The TTP based the planning of its curriculum on the Competencies identified by the Programme for International Student Assessment (PISA). The primary aim of the PISA assessment is to determine the extent to which young people have acquired the wider knowledge and skills in reading, mathematical and scientific literacy that they will need in adult life, hence the TTP attempted to incorporate the PISA Competencies in their curriculum in order to equip students for tertiary education. Habits of Mind identified by Cuoco and others were also used in planning the TTP curriculum in order to equip students with thinking skills. The TTP was successful in helping students to achieve university entrance, but there is a need to investigate to what extent the three year intervention program enables the students to succeed at university. This report focuses on the 37 students who enrolled for Engineering at Wits in 2010. They are compared to a sample of 37 students from the 2010 cohort who did not attend the TTP. The sample of non-TTP students was chosen by matching the National Senior Certificate Mathematics and Science marks obtained by the ex-TTP students as closely as possible. Thus two samples with an almost identical initial academic profile were created. One of the differences between the samples is that the ex-TTP students had had input which was aimed at equipping them to attain university entrance and to succeed there, whereas the other students had had no such formal assistance. The ex-TTP students were also compared with the cohort as a whole. This report shows that 16 of the 37 students (43%) passed the Mathematics, Mechanics and Physics courses that they were enrolled for. It also shows that the ex-TTP students scored lower on average than the non-TTP students and the cohort, for the Mathematics, Physics and Mechanics courses that they were enrolled for. Interviews with 9 of the ex-TTP students show that they did not consciously transfer study techniques from the TTP to university. The TTP was thus only partially successful in its objective of enabling students to be successful at university.

Researchers and practitioners have both acknowledged the importance of attracting the right employees. The study aims to explore and analyze how Swedish gaming start-ups attract talent. The authors investigated eight gaming companies based in Sweden, conducting semi-structured interviews with founding team or management team that were responsible for talent attraction in their respective companies. Study draws on theory of employer brand and examines how game development start-ups overcome their challenges in employee attraction context. Results of the research show that most gaming companies offer variety of employment benefits described in employment brand theory, but for them to have a competitive advantage, they should incorporate innovative new ideas in talent attraction. We propose an ‘employer innovation matrix model’ that can be a strategic talent attraction planning tool for companies.

Although Talent Management (TM) is a well-known concept, there are certain limitations in the area. Primarily it is about talent being an ambiguous concept and that there is currently no clear definition. Furthermore, previous research shows that there are no actual routines on how TM-activities should be designed. The specific contribution from the current study is therefore about identifying the challenges that exists for TM from an employer perspective. The findings we have noticed in the study are mainly derived from the structure of an organisation where there is a certain dynamic between the central management and local units. This makes it difficult to work strategically with TM as the division of responsibility is locally based. Another finding was that the definition of talent should be mutual in order for organisations to be able to handle talents effectively and to design activities that facilitates the work towards the organisation's goals. Thus, this study should be able to support future research in the field of TM by identifying the challenges organisations might face and therefore creating opportunities for better managing or strategically developing the work with TM.

Background: As employees have become one of the key assets providing companies competitive advantage, the importance of talent retention has grown. This holds true especially in industries such as information technology, where firms not only have to adapt to the needs and expectations of Generation Y but are also experiencing a substantial shortage of knowledge workers. Purpose: The goal of this thesis is to first gain an understanding of what tools and techniques Finnish IT companies are using to approach the topic of retention, a process guided by theory. The existing literature and empirical findings are then combined to create a model for enhancing the retention of IT knowledge workers. Method: Empirical data was generated through interviews with ten Finnish IT firms employing knowledge workers, all different in terms of organizational characteristics and retention approaches. Template analysis was then used to infer meaningful findings from the data. Conclusion: The results show that retention of IT knowledge workers should be approached holistically. There are five categories (Training and Development; Compensation and Benefits; Flexibility and Work-life Balance; Organizational Culture; and Organizational Prestige) that must all be given thought to before implementing retention tools and techniques identified as most suitable for the specific organizational context.

Bakgrund: Kamp om talanger är ett problem som kan finnas på en arbetsmarknad. Därför måste organisationer differentiera sig för att kunna tävla om talanger. Att kunna attrahera och rekrytera har blivit allt mer viktigt för organisationer. Organisationer vill kunna attrahera och rekrytera talanger då det innebär marknadsfördelar och att organisationen kan bli mer attraktiv. Därför är det viktigt att belysa varför och förstå hur organisationer kan använda Employer branding för att attrahera och rekrytera talangfull personal.  Syfte: Studiens syfte är att undersöka hur organisationer kan använda Employer branding för att attrahera och rekrytera talangfull personal liksom att förklara samband mellan studier samt näringsliv.  Metod: Till studien användes en kvalitativ metod. Det gjordes sex intervjuer med chefer från olika organisationer. Intervjuerna utfördes för att få en djupare förståelse hur Employer branding kan användas av organisationer praktiskt. Utöver intervjuer utfördes observationer på organisationernas sociala medier för att undersöka hur detta stämmer överens med vad som har sagts i intervjuerna. Respondenterna selekterades utifrån deras relevanta yrkesroll i respektive organisation som anses ha kunskap och erfarenhet inom Employer branding och rekrytering. Resultat/Slutsats: Studien har kommit fram till att de deltagande organisationerna har svårt att definiera talang, men att talang är viktigt. Organisationer kan använda Employer branding som marknadsföringsstrategi för att attrahera och rekrytera talangfulla arbetstagare till sin organisation. För att organisationer ska kunna använda Employer branding kan de arbeta med fyra olika komponenter: organisationsattribut, marknadsföring & kommunikationskanaler, skapande av arbetsgivarens image och arbetsgivarattraktivitet. Studiens organisationer är positivt inställda till de olika komponenterna och använder dessa i stor utsträckning. Organisationerna använder sig av marknadsföring och kommunikationskanaler för att visa upp sitt varumärke, vilka kandidater de söker och vad som är viktigt med tjänsten. Samtliga organisationer tycker att det är viktigt med en bra image för att det visar att organisationen är attraktiv i framtiden. Organisationernas medlemmar försöker uppträda bra i organisationens intressen utanför arbetsplatsen. Därmed kan Employer branding användas som en strategi för att attrahera och rekrytera talanger på en arbetsmarknad. / Background: The struggle for talents is a problem that can exist in a labour market. Organizations must differentiate themselves to compete for talent. To attracting and recruiting has become a more important dilemma for organizations. The organization wants to attract and recruit the talents to its organization, since this means market benefits and that the organization can be more attractive. Therefore, it is important to highlight why and to understand how organizations can use Employer branding to attract and recruit talented staff. Purpose: The purpose is to investigate how organizations use Employer branding to recruit talented staff and thereby explain the connection between studies and business. Method: In order to be able to answer the purpose of the report, a qualitative study with six interviews was conducted with managers at each organization. The interviews were conducted to gain a deeper understanding of how Employer branding can be used by organizations. In addition to interviews, observations were performed on the organisation's social media to investigate how this corresponds to what has been said in the interviews. The respondents were selected based on their relevant professional role in each organization, which is considered to have knowledge and experience within Employer branding and recruitment. Result/Conclusion: The study has concluded that the organizations find it difficult to define talent. The organizations that has been interviewed to the study agreed that talent was important with talented staff. Organizations can use Employer branding as a marketing strategy to attract and recruit talented workers to their organization. To use Employer branding organizations can work with four components: organizational attributes, promotion & communication channels, formation of employer image and employer attractiveness. The study organizations are positive towards the components and use them to a large extent. The organizations use marketing and communication channels to showcase their brand, which candidates they are looking for and what is important with the service. All organizations also think it is important to have a good image because it shows that organizations can be attractive in the future. The organizations members try to perform well in the organizations interests outside the workplace. Employer branding can thus be used as a strategy to reach out to talents in a labour market.

A formação de atletas é um fenômeno multidimensional e dinâmico. O objetivo do trabalho foi identificar, em atletas de voleibol feminino, fatores relevantes nesse processo. Para tal foi realizado um estudo retrospectivo, com a combinação de métodos quantitativos (análises descritivas, de variância e discriminantes) e qualitativos (entrevistas). Foram utilizados dados de 187 jovens atletas, coletados em 2003. 21 dessas atletas foram entrevistadas em 2012. Desse grupo 10 atletas (grupo SL) permaneciam atuando no alto nível (Superliga Nacional 2011/2012) e 11 atletas não estavam mais atuando na Superliga ou haviam abandonado o esporte (grupo nSL). Comparando as atletas SL com as nSL (em 2003), houve diferença significativa (respectivamente) na estatura (180,2 ± 6,9 e 172,1± 5,6 cm), no alcance de bloqueio (270 e 252 cm), alcance de ataque (277,7 e 261,9 cm) e idade de início no voleibol (11,6 e 10,8 anos). Em 2012 a estatura também foi significativamente maior no grupo SL (184,5 ± 6,9 cm) do que no grupo nSL (175,9 ± 4,6 cm). Na análise de função discriminante stepwise realizada, as variáveis alcance de bloqueio e dobra cutânea abdominal, foram capazes de discriminar as atletas do grupo SL das demais, classificando corretamente 84,7% dos casos do grupo nSL e 90% do grupo SL. Na análise das entrevistas observou-se que há muitas semelhanças entre os grupos, como: praticaram outras modalidades; a maioria das \"peneiras\" de que participaram foi realizada com bate-bola e jogo; jogaram na categoria acima e se sentiam valorizadas por isso, apesar de cansadas; apontaram a família como principal fonte de apoio; sentiram dificuldades em conciliar o estudo com as obrigações da vida de atleta. As atletas do grupo SL foram mais influenciadas pela família na escolha da modalidade; participaram de vários Campeonatos Brasileiros e algumas seleções brasileiras de base; estão defasadas quanto à escolaridade. Os fatores mais apontados para a permanência das atletas SL no processo foram o retorno financeiro (100%) e o prazer pela prática esportiva (60%). Elas desistiriam da prática caso houvesse problemas com a família (30%), se não tivessem uma boa proposta (20%), e outras, não desistiriam por nada (20%). Os motivos de desistência mais apontados pelas atletas nSL foram os estudos (36,7%) e dificuldades financeiras (27,3%). As atletas valorizam mais os técnicos pelo ensino do voleibol e pelo apoio, no entanto, 30% das atletas SL e 36,4% das nSL, relataram sérios conflitos com estes, a ponto de desistirem. É esperado que a estatura, e variáveis altamente relacionadas a esta, discriminem atletas de níveis diferentes no voleibol, assim como variáveis relacionadas à gordura corporal. No entanto, outros aspectos podem contribuir para o desenvolvimento de atletas de talento, como a formação adequada dos técnicos para lidarem com os diferentes aspectos do desenvolvimento das atletas. Manter o prazer pela prática é muito importante e essa condição pode ser favorecida com uma carga de treino e competição adequada. Além disso, a atleta deve ter a oportunidade de estudar e de manter contato com a família, pois é aquela que proporciona o suporte principal / The development of athletes is a dynamic multi-dimensional phenomenon. The purpose of this study was identify among female volleyball athletes, relevant factors in this development process. A retrospective study was performed, combining quantitative methods (descriptive, variance and discriminant analysis) with qualitative ones (interviews). Were utilized data from a sample of 187 young athletes, collected in 2003. 21 of these athletes were interviewed in 2012. From this group 10 (SL group) participated in high-level competition on the Brazilian National Championship (season 2011/2012), and 11 (nSL group) were not at Brazilian National Championship or had abandoned the sport. Comparing the athletes from groups SL and nSL (in 2003), there was a significant difference on height, respectively: 180.2 cm and 172.1 cm; on blocking reach: 270 cm and 252 cm; attacking reach: 277.7 and 262.9 cm; and age of start practicing volleyball, respectively 11,6 e 10,8 years old. In 2012 the height was significantly higher too in the SL group (184,5 ± 6,9 cm) than in the nSL group (175,9 ± 4,6 cm). The stepwise discriminant analysis performed, indicated that the blocking reach and subcutaneous abdominal fold were capable of differentiating between SL and nSL groups, correctly labeling 84.7% of nSL cases and 90% of SL ones. Interview analysis showed that are many similarities across the two groups, such as: practice of another sport before volleyball, the majority of selection processes they passed, happened through ball exercises and game, have played with theirs and older teams and felt recognized by it (despite being tired), have family as main support, have difficulties in conciliating studies and practice. SL group athletes had choice volleyball influenced by family; they participated in several Brazilian Young Championships and some played in the young national team; they also fell behind in terms of school/college degrees. SL athletes appointed financial returns (100%) and the volleyball practice joy (60%) as the main factors to continue the practice. They would gave up practicing due to conflicts with family (30%), lack of good contracts (20%), and others said that would never stop (20%). Some nSL athletes had quit due to studies (36.7%) and financial difficulties (27.3%). Athletes value coaches the most for the volleyball knowledge and support. However, the athletes SL (30%) and nSL (36.4%) also reported serious conflicts with coaches, to the point that made them consider quitting. It is expected that height, and all its correlated variables, can identify volleyball athletes of different levels, as well as variables related to body fat. However, other factors can also contribute to the development of talented athletes such as a proper coach training to deal with the different aspects of the development of athletes. It is important that the athlete keep joy in playing, condition that will be favored by adequate level of training and competition. In addition the athlete should have the opportunity to study and keep in touch with family, which is the one that provides the main support

Pesquisas recentes buscaram compreender a organização de programas esportivos em diferentes países com sucesso internacional. Esses estudos relatam a existência de pontos comuns relevantes para o desenvolvimento do esporte de alto rendimento. No entanto, pouco tem sido discutido no meio acadêmico em âmbito nacional a respeito deste tema. Esta pesquisa foi realizada em duas fases, respectivamente A e B, com os seguintes objetivos: Fase A - descrever a estrutura organizacional da maratona aquática no Brasil, com referência aos aspectos de administração do sistema esportivo e ao sistema de desenvolvimento e suporte para atletas e técnicos da maratona aquática conforme propostos por Green e Oakley (2001); Fase B - verificar a qualidade dos programas de detecção, seleção e promoção dos talentos esportivos (DSPTE) na maratona aquática no Brasil com relação à estrutura, processos e resultados. Na fase A foi realizada uma entrevista semiestruturada, junto a 2 técnicos olímpicos e 2 funcionários responsáveis pela organização da modalidade sendo um representante do nível nacional e outro do nível municipal no Brasil; na análise dos resultados foi utilizado o método do Discurso do Sujeito Coletivo (DSC) proposto por Lefèvre e Lefèvre (2003). Na fase B foi aplicado um questionário desenvolvido por Rütten, Ziemainz e Röger (2005), o qual foi traduzido e validado para a língua portuguesa, junto a 2 técnicos olímpicos, 2 funcionários responsáveis pela organização da modalidade sendo um representante do nível nacional e outro do nível municipal no Brasil e 9 atletas (3 olímpicos e 6 da seleção júnior); os dados foram analisados descritivamente através dos valores de mediana dos dados obtidos, com a utilização do programa SPSS versão 20. De acordo com os resultados verificou-se que as entidades governamentais e não governamentais possuem papel diferente entre si devido à ausência de organização centralizadora e comunicação direta entre atleta de alto rendimento e entidades no nível nacional. O sistema de desenvolvimento e suporte para atletas e técnicos da maratona aquática no Brasil acontece apesar de não existir um sistema de desenvolvimento do talento esportivo elaborado pelos órgãos no nível nacional e do COB oferecer, de modo restrito, apenas dois programas sendo um de aperfeiçoamento técnico e outro voltado para o atleta em transição da carreira esportiva para o término da carreira esportiva. Nos programas de detecção, seleção e promoção de talentos esportivos para a maratona aquática de alto rendimento no Brasil, foi verificada baixa qualidade nos Resultados da DSTE, pois esse processo é desenvolvido conjuntamente à natação permitindo a migração para a maratona aquática somente a partir dos 14 anos e alta qualidade para os Processos da PTE nos quais os atletas que alcançaram o alto rendimento esportivo são assistidos de maneira diferenciada. Diante da inexistência de um sistema esportivo nacional para esta finalidade, sugere-se que seja verificada a estrutura organizacional da maratona aquática em outros países com sucesso internacional para que, a exemplo das pesquisas comparativas sobre o sistema esportivo de outras nações, seja possível identificar semelhanças para diminuir os aspectos negativos e se manter entre as maiores potências esportivas / Recent research sought to understand the organization of sports programs in different countries with international success. These studies report the existence of common relevant points for elite sport development. However, little has been discussed in the academic environment on the national level about this subject. This research has been carried out in two phases, namely A and B, with the following objectives: A - describing the organizational structure of marathon swimming in Brazil, with regard to the administrative aspects of sports system of marathon swimming and the development of support systems for athletes and coaches as proposed by Green and Oakley (2001); B - verifying the quality of detection, selection and promotion of sporting talent (DSPTE) in marathon swimming programs in Brazil with respect to the structure, processes and outcomes. At Phase A semi-structured questions applied to 2 Olympic coaches and 2 officials responsible for the organization of the sport being a representative of the national level and another at the regional level in Brazil and in the analysis of the results was used the method of the Collective Subject Discourse (DSC) proposed by Lefèvre and Lefèvre (2003). In phase B, a questionnaire developed by Rütten, Ziemainz and Röger (2005), which was translated and validated for the Portuguese language, along with 2 Olympic coaches, two officials responsible for the organization of the sport being a representative of the national level was applied and another the regional level in Brazil and 9 athletes (3 Olympics and 6 junior national team), data were analyzed descriptively using the median values of the data obtained with the use of SPSS version 20. According to the results it was found that governmental and non-governmental entities have different role among themselves due to lack of centralized organization and direct communication between high performance athlete and organizations at the national level. The system development and support for athletes and coaches of marathon swimming in Brazil happens despite not having a system development prepared by the sports talent bodies at the national level and BOC offer restricted mode, only one of two programs with technical improvement exists and another focused on the transition from athlete to sports sport career the end of career. In the detection, selection and promotion of sports talent for marathon swimming high performance programs in Brazil, has been verified in low quality results DSTE because this process is jointly developed the swimming provide migration to aquatic marathon only from 14 years and high quality cases for the PTE in which athletes who have achieved high performance sports are watched differently. Due to the lack of a national sports system for this purpose, it is suggested that it is verified the organizational structure of marathon swimming in other countries with international success to the example of comparative research on the sports system of other nations, it is possible to identify similarities to reduce the negative aspects and remain among the elite sports