Talent Management (TM) is of growing interest within academia and in the strategic HRM literature in particular. Despite many attempts to study TM from different perspectives, it remains an ambiguous and elusive concept that is difficult to define and hence challenging to explore and address. Studies on TM are based within Western contexts and therefore it is questionable whether TM models and theories are transferable to other nations and contexts. This research examines the nature of TM in the Middle Eastern context of Oman, from the perspective of Institutional Theory. Through a qualitative, multiple case-study approach, data was collected from four banking and petroleum-sector organisations through semi-structured interviews. The findings suggest that the different influences of institutional pressures (e.g. nationalisation, competition, organisational characteristics) have significantly shaped TM in these organisations. The findings show that TM effectiveness and sustainability depends upon a range of factors including: generational differences, employee expectations, the role of expatriates and national culture. Thus, TM and its approach has to be understood and framed within the context of institutions which interact with organisational characteristics; this shapes the way in which the organisations define their TM approach in order to seek legitimacy, business continuity and effectiveness.

This diploma thesis deals with the education of gifted scholars in primary schools. The theoretical part explains the terms like ability, talent, gift and its kinds, models and characteristics of a gifted pupils. Additionally, it is also focused on methods of teaching and forms of education in the Czech Republic and also abroad. Finally names institutions dealing with gifted children. The practical part is focused on the survey. The main purpose of it was to get information about education and work with gifted scholars in primary schools from the perspective of teachers. To find these data was chosen questionnaire survey. This was done on 31 primary schools. The results of this survey are described in the thesis.

The aim of this thesis is to elaborate a set of tasks that will have increasing difficulty and will lead pupils to the skill of solving problems designed for gifted students. The action research will focus on the student's work with the proposed tasks. In the theoretical part, attention will be paid to the available literature on the teaching of mathematics to exceptionally gifted pupils.

This thesis deals with the desire to create and how can the individual?s thinking about himself help to increase or decrease this desire, to keep it alive or let it die. In the tradition of qualitative research, I have conducted twenty-six semistructured interviews with creators and teachers of creative, in particular theatrical, disciplines. I analyse these interviews and propose classifications and models. These models are combined with my own experience as a creator and as a teacher, with relevant literature as well as with my own creative writing. Given the selected methodology, the text does not aspire to provide overall generalisation, but rather shows some principles that can be inspirational for creators and their teachers.

This master thesis is focused on the topic of gifted children in education system. Foundation of this thesis is comprehensive view on given topic. Thesis is composed from two main parts. First theoretical part reflects current theoretical view on the problematic of gifted children from development point of view and characteristics of specific behaviour of gifted children in school collective or in company of their peers. Furthermore, this academical work discusses opportunities for developement of gifted children and possible approaches how to educate them. This thesis is also focused on cooperation between PPP, assistant of teacher and theacher of young pupils. The theoretical part further present organisations which work closely with gifted pupils in or outside education system. Second, practical part is done by method of quality research, Semi-structured questionnaire for teacher of talented pupils was used for this purpuse. Main goal of practical part of this thesis was description of techer's approach to teaching young talented children.

Cette thèse étudie la gestion des talents (TM) pour analyser l'impact du label « talent » sur la perception, l'humeur, les attitudes et le comportement des employés. Il explore les mécanismes par lesquels la perception de l'inclusion (ou non-inclusion) dans le bassin de talents d'une organisation affecte le bien-être professionnel des employés, les attitudes et la satisfaction professionnelle ainsi que leurs performances. Article I explore comment l'organisation étudiée communique son approche TM et comment une telle approche influe sur la satisfaction de ses employés. Il suggère que la perception des employés les amène à évaluer leurs perspectives de carrière au sein de l'organisation, ce qui influe sur leur satisfaction. Il explore également le rôle de l'orientation internationale dans la détermination de la satisfaction des employés. Article II explore si l'engagement favorise la relation positive entre la perception des talents et leur (a) satisfaction au travail et (b) performance. Les résultats suggèrent que, bien que l'engagement de travail apporte la relation hypothétique entre la perception du talent et la satisfaction au travail, il n'est pas intermédiaire dans la relation entre la perception du talent et la performance. Les résultats montrent également une relation très faible entre les autres variables de l'étude et la performance. Le document explore en outre les raisons de ces constatations et offre des explications alternatives. Il suggère également qu'il pourrait y avoir différents types de talents au sein du groupe de talents d'une organisation et souligne la nécessité de typologies qui classent ces talents. Article III propose un modèle théorique pour catégoriser les différents types de talents. Cette article s'appuie sur les conclusions des articles I et II, en particulier la conclusion dans 231 l’article II que la performance a une relation faible avec être appelé un talent et, la suggestion qu'il pourrait y avoir des sous-groupes de talents. L'idée derrière l’article III est de réévaluer certaines des idées existantes concernant la meilleure façon de gérer le talent d'une organisation. En tirant des idées de plusieurs sources de recherche, l’article III illustre l'hétérogénéité au sein du bassin de talents d'une organisation et suggère que les organisations obtiennent de meilleurs résultats en gérant différents types de talents en utilisant des stratégies de talents correspondantes. La partie quantitative est basée sur deux sources de données: (a) les données d'enquête obtenues grâce à un questionnaire d'enquête en ligne et (b) les données sur la performance fournies par le département des ressources humaines. Une caractéristique importante de notre organisation d'étude est qu'il a une approche fermée de gestion des talents, c'est-à-dire qu'elle identifie un groupe d'employés talentueux, mais ne révèle pas leur statut de talent, ni à eux ni pour au reste de l'organisation. Cette dissertation a trois contributions: d’abord, elle explore les antécédents des attitudes des employés dans le contexte d'organisations à approche TM fermée. Deuxièmement, il établit des liens entre la perception du talent, l'engagement au travail et la satisfaction. Il explore également le lien entre TM, les attentes des employés, l'engagement au travail, la satisfaction et la performance. Enfin, il présente une typologie pour catégoriser les différents types de talents et construit un modèle pour conceptualiser la TM comme une capacité dynamique. Ce faisant, il répond à l'appel à la nécessité d'un cadre théorique complet pour organiser et faire progresser la recherche sur la TM. / This dissertation investigates talent management (TM) approaches and practices to analyze the impact of the label talent on employee perception, moods, attitudes, and behavior. It explores the mechanisms through which perception of inclusion (or non-inclusion) in an organization’s talent pool impacts employees’ occupational well-being such as work engagement, attitudes such as job satisfaction and career satisfaction as well as their performance. Paper I explores how the study organization communicates its TM approach and how such an approach impacts their employees’ job satisfaction. It suggests that employees’ perception leads them to evaluate their career prospects within the organization which in turn impacts their job satisfaction. It also explores the role of international orientation in determining employees’ job satisfaction. Paper II utilizes two sources of data and explores whether work engagement mediates the positive relationship between talent perception – employees’ perception that their organization considers them as talented – and their (a) job satisfaction and (b) performance. Results suggest that while work engagement mediates the hypothesized relationship between talent perception and job satisfaction, it does not mediate the relationship between talent perception and performance. Results also show very weak relationship between other study variables and performance. The paper further explores the reasons for such findings and offers alternative explanations. It also suggests that there might be different types of talents within an organization’s talent pool and points out the need for typologies that categorize such talents. Paper III moves beyond data analysis and 228 proposes a theoretical model for categorizing different kinds of talents. This paper builds on the findings from Papers I and II, especially the finding in paper II that performance has weak relationship with being labeled a talent and the suggestion that there might be sub-groups of talents. The rationale behind Paper III is to re-evaluate some of the existing ideas regarding the best way to manage an organization’s talent. Drawing ideas from several research streams, paper III captures the heterogeneity within an organization’s talent pool and suggests that organizations might obtain better results by managing different types of talent using corresponding talent strategies. The quantitative part of the dissertation is based on data sources: (a) Survey data obtained through an online survey questionnaire. The respondents comprise of employees – both labeled talent and not labeled talent – working for subsidiaries of the study organization. (b) Performance data provided by the organization’s human resource (HR) department. One important feature of our study organization is that it has a closed TM approach, i.e., it identifies a group of talented employees but does not reveal their status as a talent either to them or to the rest of the organization. The contribution of this dissertation is threefold: firstly, it explores the antecedents of employees’ attitudes in the context of organizations with closed TM approach. Secondly, it establishes linkages between talent perception, work engagement, and job satisfaction. It also explores the link between TM practices, employee expectations, work engagement, job satisfaction, and performance. Finally, it presents a typology to categorize different types and talents and builds a model to 229 conceptualize TM as a dynamic capability. In doing so it answers the call for the need of a comprehensive theoretical framework to organize and advance TM research.

Title: About identification of motor predispositions in triathlon Aims: The aim of our study was to find and verify appropriate indicators predicting the on-coming performance in a short triathlon and determine their level for the junior category. Methods: In our study, we combined quantitative and qualitative approaches with a predominance of quantitative methods. In the first phase of the research, we used quantitative methods, confirmatory factor analysis for verification of models of predispositions and elaboration of performance standards for individual tests by means of T-points. In the second part of the research, we used the qualitative method (casuistic studies) to validate the test battery and its application in practice. Results: We have compiled a structural model of motor predispositions for short triathlon, which explained 91% of all cross-correlations of seventeen used indicators. Predispositions for triathlon were categorized into five separate groups; for swimming, cycling and running (i.e. according to individual disciplines), and functional and psychological predispositions. Finding a lower limit boundary of performance in the completed tests is considered to be the most important issue for the assessment of future performance in triathlon. As a lower limit we have set the zone...

Title: Relationship between selected laboratory and field indicators of movement abilities in soccer players Objectives: The aim of this study is to determine a degree of association between selected laboratory and field indicators assumptions motion at the elite junior footballers. Methods: The research group consisted of 51 probands aged 18-19, who are in the highest first-league domestic competition of U19 team. Players undergone laboratory and field trials under the supervision of qualified professionals, which were running under the standard conditions described within the Methodology section of the theses. To verify aerobic capacity under laboratory conditions, we chose a load test on the Quasar running belt (Cosmos, Germany). Dynamic application of force to the pad was evaluated by force sensors in stable Kistler 9281E platforms (© 2014, Kistler Group, Switzerland). Linear acceleration and maximum run speed tests were conducted in field conditions on artificial grass. Results: The results of the work provide information on the significance of the associations between the selected laboratory and terrain indicators of motion assumptions in elite football players. The analysis of our results reached values between the intermittent sustainability recovery test (LEVEL 1) and VO2 max, r = 0.112....

As startups vêm provocando uma mudança profunda no mundo dos negócios, e a cada ano mais startups são fundadas no Brasil. O sucesso destas empresas não depende exclusivamente do desenvolvimento de um produto/serviço inovador e um modelo de negócio escalável, mas também da aplicação de ferramentas de incentivo de longo prazo que permitam a formação de times de alto desempenho altamente engajados, e o controle do caixa, que nos primeiros anos é tipicamente escasso dadas as características de risco destes novos negócios. No entanto, o desconhecimento de ferramentas de incentivo de longo prazo por parte dos empreendedores e a limitada discussão na literatura do seu efeito conjunto nas dimensões de pessoas e financeira faz com que muitas startups não implementem tais planos nos seus primeiros anos de existência, o que pode afetar diretamente o sucesso do negócio. Mecanismos inovativos de incentivo, como as opções fantasmas (phantom stock options), são particularmente desconhecidos e pouco aplicados no contexto brasileiro de startups. O objetivo deste trabalho é desenvolver um plano de incentivo de longo prazo baseado em opções fantasmas em uma startup, bem como gerar conhecimento para apoiar futuras pesquisas acadêmicas no campo. Este objetivo foi atingido por meio de uma pesquisa-ação e os resultados confirmaram a importância desta ferramenta para a atração de talentos, engajamento do time, redução de exposição de caixa e redução de assimetria da informação na empresa, já que o profissional passa a entender e mensurar o valor de sua contribuição individual para a equipe e, consequentemente, para o atingimento do seu bônus. / Startups have been bringing about a profound change in the business world, and each year more startups are founded in Brazil. The success of these companies does not depend exclusively on the development of an innovative product / service and a scalable business model, but also on the application of long-term incentive tools that allow the formation of highly engaged high performance teams and cash control, which in the early years is typically scarce given the risk characteristics of these new businesses. However, the lack of knowledge of long-term incentive tools on the part of entrepreneurs and the limited discussion in the literature of their combined effect on the human and financial dimensions means that many startups do not implement such plans in their early years of existence. Can directly affect the success of the business. Innovative incentive mechanisms, such as phantom stock options, are particularly unknown and little applied in the Brazilian context of startups. The purpose of this paper is to illustrate the creation and implementation of a long-term incentive plan based on phantom options in a startup, as well as generate knowledge to support future academic research in the field. This objective was reached through an action research and the results confirmed the importance of this tool for the attraction of talents, team engagement, reduction of cash exposure and reduction of asymmetry of information in the company, since the professional comes to understand and measure the value of your individual contribution to the team and, consequently, to the attainment of your bonus.

O objetivo da presente tese foi o de propor um modelo de identificação de características somatomotoras em escolares para a prospecção de possíveis talentos esportivos para o Rugby XV. Para tanto fizeram parte da amostra 195 escolares do sexo masculino com idades entre 16 e 17 anos e 32 atletas do sexo masculino da seleção brasileira de Rugby menores de 18 anos, subdividos em dois grupos Forwards (n=17) e Backs (n=15). Este estudo foi realizado a partir de uma base de dados de medidas e testes em escolares proveniente do Projeto Esporte Brasil (PROESP-Br) e da base de dados da Confederação Brasileira de Rugby. Os dados utilizados foram Estatura (E), Envergadura (EV), Massa Corporal (MC), Força Explosiva de Membros Inferiores (FEMI), Força Explosiva de Membros Superiores (FEMS), Velocidade (VEL), Agilidade (AGIL) e Aptidão Cardiorrespiratória (ACR). Para todos os grupos medidas e testes foram feitas conforme o protocolo da bateria de testes do PROESP-Br, com exceção da ACR dos atletas que foi através do Yoyo test. Para agrupar as unidades de ACR recorremos a equação de Bergmann et al. (2014) e Barnett et al. (1993) transformando as unidades em volume máximo de oxigênio (VO2máx.). Para analisar os dados recorremos à Análise da Função Discriminante (AFD). Para cumprir com os pressupostos da AFD utilizamos a ANOVA para identificar se os resultados eram diferentes entre os grupos. A primeira comparação foi entre os grupos de Forwards e de Backs através da ANOVA, todas as variáveis apresentaram diferenças estatísticas, com exceção FEMI. Na comparação entre Forwards e Escolares houve diferença estatisticamente significativa em todas as variáveis. Já quando comparamos Backs com Escolares não houve diferença somente na E e na EV. Os dados para comparação Forwards e Escolares demonstrou que a função foi significativa (p≤0,05), teve uma boa correlação canônica (0,687) e ainda apresentou um Lambda de Wilks médio (0,528), esse conjunto de informações direciona a afirmar que essa função tem um boa relação com as variáveis analisadas e difere com poder significativo os grupos estudados. A função de Backs e Escolares apresentou resultados semelhantes - (p≤0,05), correlação canônica (0,638) e Lambda de Wilk médio (0,593) tendo um desfecho igual ao grupo dos Fowards e Escolares. A analise dos coeficientes estandardizados que indicaram a MC, VO2máx. e a VEL como as variáveis que mais se destacam na discriminação Forwards e Escolares. O mesmo ocorre para Backs e Escolares. Os coeficientes estruturantes apresentam as variáveis em ordem hierárquica para os dois modelos, (1) Forwards e Escolares: MC, FEMS, VEL, AGIL, EV, E, VO2 máx., e FEMI; (2) Backs e Escolares: VEL, FEMS, AGIL, VO2 máx., FEMI, MC, E e EV. Os valores médios de cada grupo na função discriminante 1 foram: Fowards (3,188) e Escolares (-0,278). Na função discriminante 2 foram: Backs (2,974) e Escolares (-0,229). Assim, podemos considerar um sujeito com vocação motora quando o Y da equação [Y = (B1.X1) + (B2.X2) + (B3.X3) + (B4.X4) + (B5.X5) + (B6.X6) + (B7.X7) + (B8.X8) + C], for maior que 1,216 para Forward e maior que 1,418 para Backs, ao utilizarmos as respectivos modelos matemáticos. Conclui-se que, é possível identificar através de um modelo matemático quais são as variáveis que discriminam os sujeitos com características motoras semelhantes a de atletas de Rugby do grupo de Escolares. / The aim of this thesis was to identify in the set of measures and tests of Projeto Esporte Brasil motor performance indicators in order to develop parameters and methods for the exploration of possible sporting talents to Rugby Union. For this, the sample was composed by 195 male students aged between 16 and 17 years and 32 male athletes of the Brazilian national Rugby team under 18, subdivided into two groups forwards ( n = 17 ) and Backs ( n = 15 ). This study was conducted from a database of measurements and tests in schoolchildren from the Projeto Esporte Brasil (PROESP -Br) and the database of the Brazilian Confederation of Rugby . The data used were: Stature (S) , Wingspan (W) , Body Mass (BM) , Power Strength Leg Length (PSL) , Power Strength of Upper Limb (PSU) , Speed (SPD) , Agility (AGIL) and Cardiorespiratory Fitness (CRF). For all groups measurements and tests were performed according to the protocol of the test battery PROESP-Br, with the exception of CRF of athletes who went through the Yoyo test. The CRF results were considered from VO2 máx.. For this, the equations proposed for Bergmann et al. (2014) and Barnett et al. (1993) were used to 9 minutes run/walk test and yo-yo test, respectively. To analyze the data we used the discriminant function analysis (DFA). To meet the assumptions of DFA we used the ANOVA to identify whether the results were different between the groups. The first comparison was between groups of Forwards and Backs by ANOVA, all variables showed statistical differences, except PSL. Forwards and Schoolchildren comparison showed statistically significant differences in all variables. When Backs and Schoolchildren were compared no difference were found only in S and W. The data presented in the DFA for comparison between Forwards and Schoolchildren showed that the function was significant (p ≤ 0.05), had a canonical significant correlation (0.687) and also presented a Lambda Wilks average (0.528). This set of information directs state that this function has a good relationship with the variables analyzed and differs the studied groups with significant power. The FDA results indicate that Backs and Schoolchildren showed similar results - (p ≤ 0.05), significant canonical correlation (0.638) and Lambda Wilks average (0.593) having an equal outcome to the group Fowards and Schoolchildren. The analysis of the standardized coefficients indicated that the BM, VO2max. and SPD as the variables that stand out in discrimination Forwards and Schoolchildren. The same occurs for Backs and Schoolchildren. The structural coefficients showed the variables in hierarchical order for the two models, (1) Forwards and Schoolchildren: BM, PSU, SPD, AGIL, W, S, VO2max , and PSL, (2) Backs and Schoolchildren: SPD, PSU, AGIL, VO2max., PSL, BM , S and W . The mean values of each group in the discriminant function 1 were: Forwards (3,188) and Schoolchildren (-0.278). In discriminant function 2 were: Backs (2,974) and Schoolchildren (-0.229). Thus, we can consider a subject with motor vocation when the Y of the equation [Y = ( B1.X1 ) + ( B2.X2 ) + ( B3.X3 ) + ( B4.X4 ) + ( B5.X5 ) + ( B6.X6 ) + ( B7.X7 ) + ( B8.X8 ) + C], is greater than 1,418 to be a Forward and greater to 1,216 for backs, when we use the respective mathematical models . Therefore, this is possible to determine by a mathematical model which variables evaluated by PROESP-Br that discriminate subjects with similar motor characteristics of the athletes in the group of Rugby School. Thus, this model can be an important tool for the composition of a development program athletes long term parameter.