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Human capital depends on many variables, e.g., financial crises, state economy, education, geopolitical conflicts, competition, etc. The article introduces various tools that could increase the efficiency of human capital in industrial enterprises, as well as determines corporate activities that increase organizational stability. The author used standard research methods to identify the features of corporate culture in small businesses and big corporations. The analysis relied on the minimal and maximal investments that improve the quality of human capital. It resulted in a set of recommendations for improving corporate policy. The review part covered the best practices for improving the personnel management efficiency. The article describes the early personnel improvement projects, the impact of artificial intelligence and machine learning on the automation of employee activities, the informal connections in sustainable corporate culture, the current demands of Russian business for better performance, etc. Russian companies are facing global challenges, e.g., increasing their automation while retaining and retraining experienced employees. Employers have to reduce the risks of staff outflow by investing in the internal corporate processes.

Good land management provides protection against land degradation for long-term and effective use. A survey was conducted among students in Kazakhstan for an internal assessment of the education quality. It was found that for ensuring competent land management, state financial support and external investment have to meet the needs for working capital and improve the quality of the material and technical base and staff; the quality education of new experts and their motivation have to be ensured; innovations introduction in the agricultural sector and long-term planning with centralized control have prospects for increasing economic efficiency. [ABSTRACT FROM AUTHOR]

Background This study aims to review the extant literature on talent management with the objective of influencing library and information management by addressing the key facets of talent management, such as talent management strategies, importance of career development, evaluation of talented employees, and organizational resilience. Methodology Literature on the development of talent and career management was retrieved from various scholarly papers indexed in Scopus and Web of Science to have a meticulous literature review serving as the platform of the present study. In light of the authors’ observations, two models were developed. The literature provides precise information that talent management plays a decisive role in promoting organizational excellence invariably in all kinds of organizations in general and libraries in particular. Results This study provides constructive recommendations for the implementation of effective talent management and retention policies for library and information professionals. Moreover, this study adds immense value to the corpus of existing literature to set a platform for the augmentation of library management in futuristic vision. Conclusion This study provides constructive recommendations to policy makers and library administrators to foster talented employees for excelling library and information services for the next several decades.

The logistics industry in Saudi Arabia has seen a significant change, with national companies now focusing on hiring local talent to decrease their dependence on expatriates. Despite the increased demand for Saudization, logistics firms face difficulties in matching available local talent with industry-specific job requirements. This gap highlights the importance of connecting human resource development (HRD) with talent identification and assessment (TIA) practices. Study uses the DEMATEL technique to analyse the important factors that impact the effectiveness of Human Resources (HR) Departments in logistics firms in Saudi Arabia. A total of nineteen HR professionals from the logistics sector in the country took part in the study, offering evaluations on a Likert scale that ranged from 0 to 4 for each criterion. The research shows that the level of education has a strong impact on the potential and future development of job candidates in Saudi Arabia's logistics companies. Academic qualification, along with skills and competencies, greatly influences the evaluation of candidates. The criteria have influence values of 0.30559487, 0.007953708, and 0.628534572, respectively. In addition, the criterion of "Potential and Future Development" stands out as a significant factor that influences all others, except for "Skills and Competencies," with values exceeding the threshold of 0.926061035. Results highlight the importance of HR professionals prioritising cause criteria when selecting candidates and managing HR processes. By understanding and tackling these important factors, logistics companies can improve their methods of identifying and evaluating talent, ultimately boosting their organisational effectiveness and competitiveness in Saudi Arabia's everchanging logistics industry. [ABSTRACT FROM AUTHOR]

China is facing a serious land resource mismatch problem, which will profoundly affect the acceleration of economic growth and technological innovation. Reform of the industrial land allocation system can solve the mismatch of land resources, and that also has an important impact on the promotion of economic and technological development. This paper selects the data of Chinese A-share listed companies in Shanghai and Shenzhen from 2007 to 2020 as the research sample, constructs a double machine learning model, and empirically investigates the impact of a new industrial land use policy on firms' green innovation behavior. The study shows that: (1) the new industrial land use policy significantly promotes firms' substantive and strategic green technological innovation, and the effect on substantive green technological innovation is greater than that on strategic green technological innovation. (2) The enhancement of R&D investment sustainability and the "talent pool" effect are important mechanisms through which the new industrial land use policy influences firms' substantive and strategic green technological innovation. Meanwhile, the new industrial land use policy is conducive to firms' green coinnovation. (3) There is heterogeneity in the effect of the new industrial land use policy, which can significantly promote green technological innovation of firms in the eastern region, while it does not play a significant role in the green innovation behavior of firms in the central and western regions. The above research results enrich the research in the field of industrial land and innovation, help to understand more comprehensively the mechanism of new industrial land affecting firms' green technological innovation, and provide policy insights for strengthening the application of industrial land allocation reform in firms' green innovation. [ABSTRACT FROM AUTHOR]

Background This study aims to review the extant literature on talent management with the objective of influencing library and information management by addressing the key facets of talent management, such as talent management strategies, importance of career development, evaluation of talented employees, and organizational resilience. Methodology Literature on the development of talent and career management was retrieved from various scholarly papers indexed in Scopus and Web of Science to have a meticulous literature review serving as the platform of the present study. In light of the authors’ observations, two models were developed. The literature provides precise information that talent management plays a decisive role in promoting organizational excellence invariably in all kinds of organizations in general and libraries in particular. Results This study provides constructive recommendations for the implementation of effective talent management and retention policies for library and information professionals. Moreover, this study adds immense value to the corpus of existing literature to set a platform for the augmentation of library management in futuristic vision. Conclusion This study provides constructive recommendations to policy makers and library administrators to foster talented employees for excelling library and information services for the next several decades.

Background This study aims to review the extant literature on talent management with the objective of influencing library and information management by addressing the key facets of talent management, such as talent management strategies, importance of career development, evaluation of talented employees, and organizational resilience. Methodology Literature on the development of talent and career management was retrieved from various scholarly papers indexed in Scopus and Web of Science to have a meticulous literature review serving as the platform of the present study. In light of the authors’ observations, two models were developed. The extant literature provides precise information that talent management plays a decisive role in promoting organizational excellence invariably in all kinds of organizations in general and libraries in particular. Results This study provides constructive recommendations for the implementation of effective talent management and retention policies for library and information professionals. Moreover, this study adds immense value to the corpus of existing literature to set a platform for the augmentation of library management in futuristic vision. Conclusion This study provides constructive recommendations to policy makers and library administrators to foster talented employees for excelling library and information services for the next several decades.

This research examines the connection between the adoption of e‐commerce and leadership ideologies. The purpose of the study is to evaluate leaders' perspectives toward using e‐commerce and to determine the sorts of management styles that are associated with the level of e‐commerce adoption. Becoming a successful leader in the economic world of today is a difficult task. Businesses which have already adopted new business concepts nowadays often have a greater benefit and fulfil more clients than businesses that operate in the traditional way. The personality and leadership style of a manager directly affect the business ecology, according to experience. To improve the organisation's efficiency in practice, various methods are widely used to promote employees' personal development based on the “generating learning” and “organisational knowledge” systems. This study investigates the role of leadership in enhancing competitive advantage for E‐business analysis in organisational practices that has been done at the Near East University in Cyprus. The study provided questionnaires among the university's teaching staff to know the role of leadership in the eyes of the academic staff. The results showed that transformational leadership influences the competitive advantage, proved by the data collected from the Near East University in Cyprus, which contributes to increasing the competitiveness of the university and its sustainable development. [ABSTRACT FROM AUTHOR]

Introduction: the article analyzes a current state of the personnel management system in the penal enforcement system, which developed after the adoption of the Federal Law No. 197-FZ dated July 19, 2018 “On service in the penal enforcement system of the Russian Federation and on amendments to the law of the Russian Federation “On institutions and bodies executing criminal penalties in the form of deprivation of liberty”. Purpose: to analyze key elements of the system of organizing work with personnel in the penal enforcement system and propose measures to improve it. Methods: the comparative legal method and the theoretical method of formal and dialectical logic were used. The specific sociological method was also applied when collecting and analyzing information received from students taking Higher Academic Courses at the Academy of the Federal Penitentiary Service of Russia. Results: the personnel function is one of the most important elements of penal system performance. Activities of personnel units requires appropriate legal regulation not only in terms of work with personnel of the penal enforcement system, but also internal organizational activities of human resources departments themselves. The most attention is required in the areas, such as recruitment, professional training, service, organization of work with a talent pool, termination of service. Conclusions: it is difficult to determine a legal status of structural subdivisions of the personnel departments in territorial bodies of the penal enforcement system due to the problem of distributing functions among structural subdivisions and legal consolidation of the organization of systems and information flows, as well as regulation of certain types of personnel work. To solve this problem, it is advisable to improve regulations on structural subdivisions of personnel departments and programs for regular training of succession pool members, etc.

Copyright of International Journal of Economic & Social Research is the property of Abant Izzet Baysal University, Faculty of Economics & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article studies the issue of the development of graduate programs in modern organizations, as well as the role of higher education institutions in this process. The subject of the research is various programs of work with young professionals in companies. The aim of the study is to study the degree of development of such programs and to determine the role of educational institutions in their implementation. The author carries out a qualitative study of existing programs for the development of young specialists in companies. The article uses the methods of observation, scientific classification, scientific generalization, comparative and system analysis. The author analyses the main approaches and formats of interaction between companies and young professionals. The research topic is especially relevant during the period of shortage of young specialists due to the demographic pit in Russia. The research can be used by specialists in personnel management in companies, experts in working with young specialists in order to increase the brand awareness of the company among the youth audience. The article contains practical examples of the implementation of internship programs of various formats, as well as the stages of the implementation of such programs that can be applied in modern organizations.

Talent Pool on the appointment of BUMN Directors that has been implemented at this time still leaves problems. This research aims to know how the application of the Talent Pool on the appointment of Directors of PLN (Persero) viewed from Good Corporate Governance and the implications for compliance and performance aspects. The research method used in this study is a normative juridical approach which is done analytically descriptive. The results showed there were still mismatches in the application of the Talent Pool on the appointment of the Directors of PLN (Persero) to several GCG principles that are transparency principle related to the need for an information system to appoint Directors of BUMN which is transparent and accountable, accountability principle is relating to the need for the development of a performance appraisal system for Directors, BoC and Shareholders and the accountability arrangements for professional institutions or teams formed by the Minister of BUMN in conducting due diligence and propriety tests for candidates for the BoD and independence principle is relating to the process of appointing BUMN Directors which must be done in stages by involving the final assessment by Tim Penilai Akhir. The implications of the application of the Talent Pool that applies GCG principles have a significant impact on compliance and performance aspects, this is evidenced by increased compliance with applicable laws and regulations through prevention of acts against the law and increased performance through company profitability.

There is a point of view that it is already impossible to bring new ideas into talent management. The current practice has been considered in the article and also an alternative approach that can increase the quality of training of talent pool to a higher level has been presented . A new strategy for integrating career coaching and a metaprogram approach into the system of talent pool management, as well as a different starting point for work with it, have been proposed. The prospects and potential of candidates for company vacancies to be included in the personnel reserve are already assessed at the recruitment stage. Specific steps have been listed. The author’s definition of the term “career coaching” has been given.

Background: This study aims to review the extant literature on talent management with the objective of influencing library and information management by addressing the key facets of talent management, such as talent management strategies, importance of career development, evaluation of talented employees, and organizational resilience., Methodology: Literature on the development of talent and career management was retrieved from various scholarly papers indexed in Scopus and Web of Science to have a meticulous literature review serving as the platform of the present study. In light of the authors' observations, two models were developed. The literature provides precise information that talent management plays a decisive role in promoting organizational excellence invariably in all kinds of organizations in general and libraries in particular., Results: This study provides constructive recommendations for the implementation of effective talent management and retention policies for library and information professionals. Moreover, this study adds immense value to the corpus of existing literature to set a platform for the augmentation of library management in futuristic vision., Conclusion: This study provides constructive recommendations to policy makers and library administrators to foster talented employees for excelling library and information services for the next several decades., Competing Interests: No competing interests were disclosed., (Copyright: © 2024 Rautaray B et al.)

Copyright of Journal of University Research / Üniversite Araştırmaları Dergisi is the property of Journal of University Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article reveals the trends in foreign economic development of Russian and American pharmaceutical industry. The study aims to substantiate the trends of prevailing import dependence of Russian pharmaceutical sector and export orientation of American one. Moreover, we define the main directions of export in Russian pharmaceutical industry based on the development trends of world industry leaders. We focus on identifying what is the nature and how close is the relationship between the factors of business’ innovation and complexity, on the one hand, and increasing the sector’s export orientation, on the other hand. The research methodology is based on the domestic and foreign literature on foreign economic activity in pharmaceutical industry. Furthermore, the methods include the pharmaceutical industry assessment by international institutions (particularly, the World Economic Forum). We used the data from United Nations Conference on Trade and Development (UNCTAD) statistics, American and Russian international ratings, and the results of analytical studies of innovation processes in bio-pharm-medical sector. We hypothesise that there is a correlation between the factors of business innovations and maturity, and the volume of pharmaceutical industry export. The correlation analysis has revealed the relation between innovation development and export growth, suggesting the export’s integration into the national strategy of pharmaceutical industry. The comparative analysis of the Russian and American pharmaceutical industries has demonstrated that the increase in the export-oriented products in Russian pharmaceutical industry will be determined by the degree of the integration of information technologies into all stages of research and pharmaceutical business. The developers and ideologists of national export strategy in pharmaceutical industry might implement the study’s conclusions and recommendations on federal and regional levels. Further scientific research should focus on substantiating ways to increase the pharmaceutical industry’s competitiveness, corresponding to the fundamental information, technological and personnel challenges of this industry development.

Purpose: Talent management (TM) has become a strategic priority for companies seeking to identify employees with outstanding performances and the potential to hold strategic positions in the future. In fact, talent is considered an intangible capital that adds value to the organisation. However, there are only a handful of studies in the literature that address the process of identifying talent in organisations for its subsequent development. Thus, the purpose of this paper is to reach a better understanding of the process of identifying and locating talent, while proposing a configurational approach as a theoretical framework for grouping talented individuals into different configurations or talent pools to initiate talent development in firms. Design/methodology: Case study methodology research based on four companies that have implemented TM programmes in Spain. Findings: The research questions formulated here and the case studies shed light on the process of identifying talent and on the criteria for grouping it in order to facilitate its future development. Our results highlight the following. First, talent means people with certain characteristics. Second, companies focus more on developing the talent identified than on considering the innate nature of that talent. Finally, talent can be found throughout an organisation, in both management and non-management positions. In turn, we conclude with the relevant theoretical contribution of the configurational approach to explain that a company's future competitive advantage is based on the different talent pools existing in its organisation that group talent for its differential management. Practical implications: Our results imply major recommendations for companies on how to identify talent and group it into talent pools in order to implement a process of differentiated management involving a range of temporal pathways. Originality/value: The identification and location of talent, as well as grouping it into talent pools, is an essential prior process for proposing the talent architecture that is so much in demand in the literature. [ABSTRACT FROM AUTHOR]

This paper sheds light on the Talent Management practices in some of the major IT companies in India. As one of the key challenges faced in the current business environment is to develop and maintain a competitive advantage, this paper discusses a few such innovative HR strategies adopted by the IT companies to attract and retain talent, such as offering jobs to people with vision and value congruence, enhancing the credibility of the organisation through brand building, providing opportunities for personal growth, creating a sense of ownership among employees through participation in decision making, creating entrepreneurial opportunities within the organisation, attracting employees to a serene lifestyle in peaceful and scenic location and providing attractive fringe benefits to employees. The research methodology adopted is compared using attributes and presented in a tabular representation where the secondary data is collected from journals, websites and books. The overall findings pertaining to talent management practices and human capital management are quite positive in the IT companies. Organisations having structured talent management strategies positively impact employees' pride in their organizations and willingness to recommend them as places to work and a deep understanding of business issues must include how workforce can best be managed.

The paper deals with the issue of talent management, which is currently an integral part of effective human resource management. Talent management is now at the forefront because human resources, as bearers of knowledge and innovation, represent an irreplaceable business factor and a significant competitive advantage. The paper focuses on the implementation of talent management in terms of selected factors, which are assumed to be a key to the success of implementing talent management practices. Successful implementation of talent management is a prerequisite for achieving the set goals such as the acquisition, effective use and especially the retention of talented employees. The paper also presents the research results. The research aimed to determine whether there are statistically significant relationships between the selected factors and the successful implementation of talent management. The study was carried out on a sample of Slovak business entities, while the initial selection based on the question of whether the business entity has implemented talent management. Initially, out of 345 contacted Slovak business entities, only 58 of them commented positively on the implementation of talent management. The research sample consisted of talented employees of business entities that operate in the Slovak Republic and that have implemented talent management. Subsequently, the managers of these 58 organizations were approached to distribute the questionnaires to the «talented» employees. We received 83 questionnaires. The research subject is selected factors as possible determinants of talent management implementation: the existence of a talent pool; the existence of succession and career development plans; the degree to which the remuneration system is related to the performance of talented employees; support of education and development; support of innovation and creativity in talented employees. The success of the implementation of talent management as a dependent variable was assessed through 5 items using a 1 - 5 scale where a value of 1 represents strong disagreement and a value of 5 strong agreement. The consistency of these items was determined using Cronbach's alpha. For meeting the aim of the research, 5 statistical hypotheses were tested using the Mann Whitney U test and the Kendall correlation coefficient. It was confirmed that succession planning, the flexibility of the remuneration system concerning the performance of talented employees, training and development support and creativity and innovation support in talented employees could be considered as determinants of successful implementation of talent management. [ABSTRACT FROM AUTHOR]

In this paper, we examine HRM processes and procedures in Slovak companies and their impact on the development and retention of talented individuals. The paper presents expert opinions on talented employees and talent management with the emphasis on talent pools. These are compared from several points of views and critical evaluating judgements are adopted. We find that talented employees, in comparison to other employees, tend to consider a better job offer from another company as a reason to change their employer. Moreover, they understand the feeling of recognition and being valued as an important stabilizer. These axioms are linked together with various managers' opinions on how to attract and retain employees with required potential and performance. The theoretical basis is supported by a survey undertaken in 2017 in 381 Slovak companies which were selected on the basis of their international scope and long-term performance. The survey respondents were human resources managers and/or personnel responsible for HRM. The Delphi method was used to question experts about the importance of supporting talented employees in enterprises. [ABSTRACT FROM AUTHOR]

Makroekonomik güçler karları azaltmaya devam ederken, örgütler işgücünün daha buluşçu ve verimli olmasını istemektedirler. Talepteki arz ve talep baskısı yakın gelecekte üst düzey yürütücülerin gündeminin en tepesine oturacaktır. Şirketler örgüt stratejisi ve yetenekleri birlikte yürütürken bakış açılarını, süreçlerini ve uygulamalarını da değiştirmelidirler. Bununla birlikte yetenek yönetimi çabaları şirkete özgün iş stratejilerinin başarılmasında ihtiyaç duyulan yetenekleride geliştirmelidir. Bu noktada örgütlerin kilit yetenek pozisyonlarının doldurulmasını sağlayacak yüksek potansiyel ve yüksek performanslılar havuzlarının oluşturulmasında yetenek havuzları kavramından yararlandık. Yetenek yönetiminin teorik anlamda anlaşılmasına katkı verme adına bu çalışma yetenek yönetimine farklı bakış açıları ile bakılmasını sağlamayı amaçlamaktadır. Çok sayıda farklı kavram ve konular tanımlanmaya çalışılmıştır.

This paper deals with the question of identification and development of talents in the company. The aim of the article is to find one of the possible solutions to increase the objectivity of identifying talents and finding valuable input data for planning effectively their further development. The objective is achieved by estimates of the weights of criteria and by the multicriteria decision making method. The proposed model for solving this problem is specific for companies in furniture industry, as well as for companies in other sectors. For this reason, the selected methods have been applied to a specific example of the Czech company operating in furniture industry for over twenty years.

The case discusses the organisation's pro-activeness in responding to changing needs of market. Steps PrideVel took to identify, prepare and retain employees for future market's need is remarkable. The leadership of the organisation believe that new approach would help in shared value creation. [ABSTRACT FROM AUTHOR]

Despite the growing importance of talent management as an important tool to gain competitive advantage its practical realization in organisations is still not to be very effective. One of the reasons is the sparse theoretical background for talent management. Without a consensus on the meaning of ‘talent’, talent management research cannot be advanced. On the other hand, talent management in organisations is determined by the definition of ‘talent’ itself, which is strongly influenced by the organisational context The purpose of this paper is to contribute to the theoretical understanding of talent management, more specifically to deepen the theoretical understanding of the concept of talent. The paper begins with an overview of the current views and approaches on talent, specifically object and subject and inclusive and exclusive approaches are discussed. Consequently our modified model of different approaches to the meaning talent which represent the holistic approach to talent is provided. Implications for those how organisation designs and implement talent management based on different approaches to talent are presented at the end of this paper.

This paper sheds light on the Talent Management practices in some of the major IT companies in India. As one of the key challenges faced in the current business environment is to develop and maintain a competitive advantage, this paper discusses a few such innovative HR strategies adopted by the IT companies to attract and retain talent, such as offering jobs to people with vision and value congruence, enhancing the credibility of the organisation through brand building, providing opportunities for personal growth, creating a sense of ownership among employees through participation in decision making, creating entrepreneurial opportunities within the organisation, attracting employees to a serene lifestyle in peaceful and scenic location and providing attractive fringe benefits to employees. The research methodology adopted is compared using attributes and presented in a tabular representation where the secondary data is collected from journals, websites and books. The overall findings pertaining to talent management practices and human capital management are quite positive in the IT companies. Organisations having structured talent management strategies positively impact employees' pride in their organizations and willingness to recommend them as places to work and a deep understanding of business issues must include how workforce can best be managed. [ABSTRACT FROM AUTHOR]

Summary: Two assumptions about employee reactions are currently driving debates around talent management (TM): First, that TM leads to positive outcomes in employees identified as talents; and second, that TM creates differences between talents and employees not identified as talents. This review critically evaluates these assumptions by contrasting theoretical arguments from the non‐empirical literature on employee reactions to TM with the empirical evidence available. Our analysis partly supports both assumptions. Although positive reactions to TM were indeed found in terms of affective, cognitive, and behavioral employee outcomes, our review also found evidence for negative affective reactions in employees identified as talents. Significant differences between talents and non‐talents were found for behavioral reactions, but not for affective and cognitive reactions; for the latter types of reactions, our review found mixed effects. We summarize these findings in an integrative framework on the basis of social exchange theory, which our review shows is the dominant theory underlying assumptions about employee reactions to TM. We propose that 3 elements are missing in our current understanding, which can help explain our review findings: uncertainty, power, and social identity. We conclude with recommendations for TM research and practice. [ABSTRACT FROM AUTHOR]