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Proceedings of the International Scientific Conference “Smart Nations: Global Trends In The Digital Economy” pp 288–294 Cite as

Talent Management: Tasks and Challenges for a Digital Tomorrow

  • E. A. Panova 12 ,
  • N. N. Oparina 12 &
  • L. V. Bondareva 13  
  • Conference paper
  • First Online: 28 January 2022

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Part of the Lecture Notes in Networks and Systems book series (LNNS,volume 398)

The contribution offers the analysis of the impact of products of technological development and digitalization on corporate human resources policies. The transition of organizations from viewing personnel as a labor resource to perceiving them as “talent” is postulated as a clear trend. It is indicated that this process will be especially pronounced in high-tech companies and enterprises that work closely with the sphere of “high technologies”. A number of features of «generation Z» personnel are specified, which forms the requirements for designing and implementing a specific corporate model of talent management adapted to this age group. The impact of information technology, as well as capabilities of artificial intelligence and predictive analytics on the policy in the field of “talent management” is analyzed. The authors’ vision of the main groups of competencies that are to be required in the coming years for talent management professionals involved in attracting, motivating and retaining talent in companies of the digital future is presented.

  • Digital economy
  • Human resources (HR) policy
  • IT-technologies
  • Talent management professional

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This research was performed according to the Development Program of the Interdisciplinary Scientific and Educational School of Moscow University «Preservation of the World Cultural and Historical Heritage».

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E. A. Panova & N. N. Oparina

National University of Science and Technology «MISIS», Moscow, Russia

L. V. Bondareva

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Dr. Valentina Vyacheslavovna Mantulenko

Institute of Technology and Business, České Budějovice, Czech Republic

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Panova, E.A., Oparina, N.N., Bondareva, L.V. (2022). Talent Management: Tasks and Challenges for a Digital Tomorrow. In: Ashmarina, S.I., Mantulenko, V.V., Vochozka, M. (eds) Proceedings of the International Scientific Conference “Smart Nations: Global Trends In The Digital Economy”. Lecture Notes in Networks and Systems, vol 398. Springer, Cham.

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Putting Skills First: A Framework for Action

research paper talent management

In Putting Skills First: A Framework to Action , developed in consultation with leading experts from the public and private sectors, we delve into “skills-first”, a term used to describe a new approach to talent management that emphasizes a person’s skills and competencies – rather than degrees, job histories or job titles – with regard to attracting, hiring, developing, and redeploying talent. By focusing directly on skills, themselves, rather than on how they have been acquired, a skills-first approach has the potential to democratize access to economic opportunities and pathways to good jobs for many more people than traditional approaches have done. Our analysis of data from a geographically diverse range of 18 economies, estimates that in total, more than 100 million people in these countries could be added to the global talent pool through a skills-first approach.

Investing in a skills-first approach can help businesses and governments develop a highly skilled and inclusive workforce that has access to good jobs and a higher earning potential leading to a more innovative and prosperous economy and society overall. To unlock the benefits of a skills-first approach, the report proposes an initial framework for action areas, complemented by illustrative examples and case studies, for businesses and governments interested in leveraging a holistic skills-first approach.

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Talent management (TM) has received lots of attention of academicians, practitioners, researchers, scholars, and competitive firms in recent years, but there are many gaps left for further theoretical and empirical development. One of gap is lack of clarity of definition of TM, and the ongoing debate about whether it is merely repackaging of already existing human resource management (HRM) practices or a new concept. In this context, this paper concludes that TM practices are distinct from the traditional HRM practices. The researcher has consolidated the existing literature on TM for designing an integrated model of TM including its antecedents and consequences. The study calls future research to empirically test the derived propositions. The paper includes various theoretical, economic, managerial, and future research implications

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Buying talent is always costlier than developing talent pool. Pharmaceutical companies struggle for retaining the best talent to make their succession plan successful. If right talent management strategies (TMS) are used to attract, develop, and retain the best talent, the talent pool can be created. Thus, the succession plan will become reality. This paper is based on the vast and extensive literature review about TMS and their use in attracting, developing, and retaining best talent. By developing a hypothetical model, the researcher has found the impact of TMS on succession planning. The article further suggests the scope of empirical study to test and prove the hypothetical model. Model suggests that the right Talent identification and development strategies lead to talent retention and that brings successful succession planning in place


Organizational development history reveals that it has ever been a challenge to identify and fathom the role of strategic talent management, career development and compensation management towards employees’ retention and organizational performance. Organizations strive hard to measure the impact of all those factors which affect employee retention and organizational performance. Researchers have worked in great deal in order to know the relationship of independent variables i.e. Strategic Talent Management, Career Development and Compensation Management on dependent variables i.e. Employee Retention and Organizational Performance. Employees adorned with latest skills with long lasting loyalty play a significant role towards successful achievement of goals of the organizations. Retention of valuable and resourceful employees for a longer time is equally essential for meeting the set goals. The organizations which spend reasonable chunk of their resources for taking such measures that help to retain their employees through talent management and satisfactory career development always enjoy a competitive edge over their competitors. Human resource is regarded as one of the most precious and difficult resource to management. It has its own needs and requirement. It becomes an easy prey to monotony when lacks career development. Wants and aspirations of this resource are seldom met completely but can be managed through career development and compensation management. In this era of competition, organizations have to take viable steps to management their resources especially human resource. Top management and Managers keep on working for an amenable solution in order to address the challenges relating career development and compensation management as their ultimate goal is to ensure the organizational performance on optimum level. This study was carried out to find the impact of Strategic Talent Management, Career Development and Compensation Management towards Employees Retention and Organizational Performance with mediating effect of Employees Motivation in Service Sector of Pakistan. The current study is based on Resource Based View and Ability Motivation and Opportunity theories which advocate as by enhancing internal resources for employee strategic talent management, career development and compensation management it results in execution of HRM practices for employee motivation and retention enabling an organization to achieve and sustain competitive advantage. Data were collected from the respondents through structured questionnaire which was based upon adopted instruments after establishing reliability and validity tests. A total 300 employees of 27 cancer hospitals of Pakistan were sampled through non-probability sampling technique. Regression analysis revealed that strategic talent management, career development and compensation management have significant positive impact on employee retention and organizational perceived performance. The results further show that employee motivation has a significant mediating effect on employee retention and optimum performance of organization. Findings interpretation, limitations of the study, theoretical as well as managerial implications are also discussed.


The research project entitled ‘Employee retention’ is an attempt to understand the opinion and attitudes of the various categories of employees of the SriSairam Hr. Sec. School, Prof Dhanapalan College for Arts and Science, Sri Krishna Engineering College towards the employee retention in the institution. It is important to explore factors which contribute with the retention of employees in this period of employee shortages and increased service demands in the field of education sector. This inquiry however was delimited to one of the branches of a fast growing private college which offer health science programs wherein all the teaching personnel are the respondents.


The employees of any organisation must know their current position and where they will be in future. Career planning is decided based on the talents of the employees. Every organisation is keen in recruit and retains talented employees. Talent Management facilitates competitive advantage by employing the right talented people, developing and utilizing their potential. There are numerous theories and models developed and tested by scholars to assess the effectiveness of talent management practices. This article gives the review of different factor structures used to measure talent management across different sectors. The most widely used factors are recruitment, training and development programs, rewards, appraisal and retention


2020, International Journal of Management (IJM)

Talent/Employee turnover in human resources refers to employee recruitment upon any employee turns out, the total number of employees remains constant. Workers moving between states of employment and unemployment and employment, between national organizations, between national and international organizations, shifting the kind of the jobs as well as occupations, and going around the labour market shall be defined as employee turnover. The initiation of employee termination by employer due to retrenchment because of recession or sacked out against correctional or rendition related reasons are known as in Involuntary turnover. Hence, voluntary turnover and involuntary turnover shall be treated as part and parcel of employee turnover. It is concluded that few constructs that motivates the employees turnout intention remain same with all kinds of organization employees, but it has been observed that there are exclusive constructs that influence the employee turnout intention which is exclusive in nature with respect to their exclusive service oriented organization, hence it shall be concluded that the constructs of employee turnout intention may differ from a organization to other organization


Muskan Nagi

Nowadays, the competition is very sharp amongst the organization; the most important issue for organization is to achieve perfect performance by the employee. Therefore, talent management is becoming more important and getting more priority around the world. In order to attract and retain the talented employee the organization should have positive employer brand. The talented employees must have significant contribution to the companies and drive the companies by their competency and ability to achieve the organization goals. The study is conducted to examine the impact of talent management on KMC employees' performance. The result found a significant relationship between talent management and employee performance.

The Effect of Talent Management Practices on Employee Performance

In today's competitive business climate, retention of employees is one of the most discussed issues, and it can be critical to recognize the causes of employee attrition and to implement appropriate strategies for the maintenance of employees. Both organizations therefore require workers to have a lower turnover at the highest possible stage. The aim of this research is therefore to analyze the impact of human resource management practices on the retention of employees in the hotel sector in Hyderabad. The hotel industry is considered to be a developing sector in Hyderabad and the sector is well established as an under-researched region. This study is important because such research initiatives have been rare in the sense of Hyderabad and, in order to fill this vacuum, this analysis has been carried out for two categories of hotel segments, i.e. 5 and 4 Star hotels. The study examined the impact of four human resource practices on employee retention. The study examined the relationship between key practices and the Bivariate Correlation and the result showed that Recruitment & Selection, Training and Development, Salary and Monetary Benefits and Work Environment have a significant relationship with Employee Retention. The study measured the impact of HR practices on the retention of staff in the hotel industry. The study applied the structural equation model and the result stated that Recruitment & Selection had a significantly high effect on employee retention. This paper is useful for the hotel industry, the service sector, human resource management personnel, consultancy service providers and research scholars.

A Study on Impact of Human Resource Practices on Employee Retention in Hotel Industry

In the global business environment, competition is always an inevitable factor that each and every organization would face up with and on the other hand, employer branding has been concentrated more among its employees in order to attract and retain the talented employees, wherein employer branding would also maximize their overall employee work turn over and productivity within the organization. Employer branding practices had been strongly implemented among IT/ITeS organization in order to ensure that it would remain as one among the competitive, sustainable strategic component towards the growth and development of the organization. This research paper also focuses more on to the various components of employer branding, human resource management practices among various IT/ITeS organization in Bangalore City. Further, the researcher carried out the research with major objective focusing on the various major impact of employer branding components and its related human resource practices among the employees of their respective organization, so that it would motivate the talented employees and also it would attract the potential employees into the organisation which would certainly play a major role in the success of the organization. The target population of the research was found to be indefinite, so the researcher adopted a non-probability sampling method and also the researcher used convenience sampling method towards collecting primary data samples. The primary samples were collected through formal and structured questionnaire as the research instrument and further the researcher deployed personal interview method in order to ensure the primary data collection were effective. Similarly, secondary data were collected from the available resources from internet sources, journal publications, magazines, academic reference books etc., Further, the collected data samples would be processed using an appropriate statistical tool which would certainly reveal the intended results. In addition to the major observations, results and outcome of current research study would certainly reveal the major implications of certain Employer Branding with its related HR Practices and their expected outcome of the intended research in a most predominant manner


jeevan Jyoti

Talent management (TM) has received lots of attention of academics, practitioners, researchers, scholars, and competitive firms in recent years, but there are many gaps left for further theoretical and empirical development. One of gap is lack of clarity of definition of TM, and the ongoing debate about whether it is merely repackaging of already existing human resource management (HRM) practices or a new concept. In this context, this paper concludes that TM practices are distinct from the traditional HRM practices. The authors have consolidated the existing literature on TM for designing an integrated model of TM including its antecedents and consequences. The study calls future research to empirically test the derived propositions. The paper includes various theoretical, economic, managerial, and future research implications.

Exploring talent management practices: antecedents and consequences

The issue of human resource management has been a long-debated topic for business and professional organisations. Modern view and approach see the workers and employee as human capital. So many research and studies have established the direct relationship between human capital management practices and employee performance, which finally establishes a positive relationship between human capital management practices and organisational performance. Traditionally, in banking sector, there was no such concept of human resource development and so for, human resource department was not the part of organisational structure. As professionalism and competition are increasing in banks, a need of human development initiative is much felt now. To fulfil the gap, banks are setting human resource department in their system. Now a days according to required benchmarks, the banks are also trying to establish their standard for human capital management. Although, the reports say that most of the commercial banks adopt human capital management practices to an average degree. Some reports also say that HRD department’s functioning is far from satisfactory level in majority of the banks yet. But, a positive gesture and initiative in this direction is on the flow. In many banks along with training, other activities like manpower planning and performance appraisal have also been introduced. This paper investigates the background, current status and practice adopted by banks for development of their human capital. The methodology adopted for the study includes literature review for conceptual background, theoretical perspective for establishing the relationship between human capital management practices and employee performance as well as organisational performance, and chronological presentation of empirical research done on human resource development practices in banks.


2020, International Journal of Management

The advancement in job profiles has brought several key elements that impact the satisfaction of employees. The dynamic nature of job further complicates the satisfaction which hinders the long-term human resource (HR) strategy to attract and retain talented workforce. Employee satisfaction is a continuous process which demands deeper exploration due to the changing nature of firms and job profile. This study aims to advance knowledge of employee satisfaction by investigating the factors influencing the employee satisfaction in Indian IT firms. In depth interviews were conducted in three IT firms (TCS, Infosys and Wipro) from 34 respondents across India. An interpretive approach through open and axial coding was performed to form the categories. Thematic analysis offered four categories of employee's job satisfaction: organizational culture, career trajectory, work life balance and compensation. The study contributes to the theory and practice of human resource management.


The mountainous state Uttarakhand is known for its tourist destinations since a long time. The advantage of this state is its proximity to New Delhi, national capital of India. A large number of tourists use to visit every year at different places of Uttarakhand. There are many other reasons for the tourists to visit Uttarakhand. There are variety of tourist destinations, which are also facilitated by the hospitality arrangements. The provided facilities at the tourist spots attracts the visitor to stay for a long time. Even they don’t want to leave this heavenly place after their vacation. Uttarakhand has been established as a tourism state, hence many of the hotels and other accommodation setups developed by different firms. Because of advents of new hotels, hospitality professional found their opportunity around native places; hence state could reduce skill-drains. The natives of Uttarakhand are excellent in hospitality skills and hence they are scattered through-out the industry. Hotels in Uttarakhand follow different HR practices regarding salary and monetary rewards for their employees. Many of the hotels and accommodation establishments throughout the country have their work-force from Garhwal and Kumaun regions. They are successfully leading the various departmental operations at different level in hotel industry. It is painful for the natives of Uttarakhand, when they ever think to escape their villages and state for livelihood. In this research paper, the emphasis on the HR strategies for salary and monetary rewards and its impression on retaining the employee in hotels of Uttarakhand with the ref erence of Garhwal and Kumaun region. The data collection. has been done from the working employees of hotels ranging from three stars and above category through the questionnaire. The analysis has been concluded in study area that why there is salary and monetary rewards are issues to retain the employee.


In India, different studies have been carried out to cater to a variety of expertise and to provide suggestions to match the escalating task of preparing the human resources with the expected competencies in diverse sectors. The current research attempts to map HR practitioners' competencies. This study has scrutinized literature in the area of competence modeling and their academic progression in manufacturing sector. Exploratory factor analysis has been applied to configure competencies originated in Indian manufacturing sector. In addition, confirmatory factor analysis has been applied to verify surfaced construct dimensionality related to competence for HR practitioners. Data was gathered by conducting a survey of HR practitioners working in Indian manufacturing organizations. Six competency domains significantly impacting competent performance have been identified. Personal competence and technical competence were found to be the leading competencies as both had substantial correlation with individual performance. This study presents competency mapping for HR practitioners functioning in the manufacturing industry only. Focus to the specific competencies can help HR practitioners to improve performance, educational organizations can draw a blueprint for education programs, employers can obtain skilled HR practitioners to press forward competently. This study will help organizations in designing training programs for developing competencies of HR practitioners as per the standards/demands. Current research attempts to offer a competence framework for HR practitioners in Indian manufacturing industry.

Competency Mapping and Training Needs Assessment in the Context of Indian Manufacturing Industry

Green HRM practices refers to as the HR practices that promotes ecological responsiveness sustainable development of resources and involving employee's commitment and engagement towards organization's goal and practices whereas, sustainable development could be defined as economic development that eradicates the depletion of natural resources. Around 372 respondents were end-users from various IT professionals. These respondents were interviewed through a well drafted pre-tested questionnaire following the probabilistic simple random sampling. It was found from the study that green appraisal and green discipline management has no significant impact on the job satisfaction but all other hypothesis have been accepted further job satisfaction is significantly impacts continuance commitment which implies that job satisfaction in IT professionals leads to continuance commitment when they have job satisfaction, while the affective and normative commitment is un effected.


The main objective of research paper is to assess the “Impact of High Performance Work System (HPWS) on Organizational Performance (OP) in Banking Sector of Azad Jammu and Kashmir”. It has been well proven from existing body of knowledge that a well devised HPWS is one of the factors which can enhance the performance level in organizations. The present research work will investigate the linkage between HPWS and OP through mediating role of OCB in banking sector of Azad Jammu and Kashmir. Seven HPWS practices i-e Performance Based Rewards, Result Oriented Appraisal, Clear Job Design, High Levels of Training, Internal Mobility and Rigorous Hiring processes have been taken for the study. The adopted indicators of organizational performance constructed on cumulative performance level. Study is exploratory in nature because its main focus is on either HPWS – OP relationship will be mediated by OCB or not. Data has collected from employees of cadre Grade 1, Grade 2, and Grade 3 officers of the banks through structured questionnaires The hypotheses have been tested by correlation and multiple regression analysis. Two steps multiple hierarchal regression is applied to test mediation. Cronbach’s alpha is used to test the validity and reliability of the measured constructs. Similarly, correlation and regression estimates pointed out that all the variables under study were positively related to each other. Outcomes of the study also exhibited positive and direct relationship between HPWS-OP relationships. Furthermore, it has also inveterate that OCB mediated the association between HPWS and OP. The research paper presented insights that rigorous hiring processes, high level of training and performance based rewards of HPWS practices appears as a strongest forecaster of OP and are most effective practices to determine the volumes of OP in the culture of banking sector of AJ&K. Therefore, it has proven that if high performance human resource management practices are designed prudently and subsequently executed in such a way that it becomes challenging for the potential competitors to reproduce then only organizations upshots competitive edge. JEL Code: M12, Personnel Management, Executives; Executive Compensation


Hospitality industry is one of the most dynamic industry. Guests enjoy their stay in hotels just because of high level of energy among its employee. This industry personnel are also known as most disciplined ones with reference to other sectors. The employee in hotels and other accommodation sectors are working in a set hierarchial structure of the organization. In every department, the career opportunity for working employees is their desired goal. They want to see working themselves on higher level on their every present situation. Apart from this, employees keep themselves motivated from other multiple reasons. If they don’t find in the state of lacking in terms of motivation and career opportunity in their job, they start thinking to shift from one job to another. The hospitality industry in Uttarakhand is also facing challenges regarding employee retention. Retaining the competent employee in organization is considered as a significant task for the managers. Employees leave their organization due to multiple reasons, which they generally don’t want to discuss with their managers. Sometime, even they don’t know why they intend to change their organization. Frequency of changing the job and shifting from one organization to other is a known tendency among young employee. In this research paper, the emphasis has been done on the various factors associated with employees’ attrition related to motivation and career opportunities in hospitality industry of Uttarakhand. A comparative study has been done in Garhwal and Kumaon region of the state to know about the HR strategies adopted by hospitality industry in Uttarakhand regarding factors related to motivation and career opportunities. For this study, the hotels in both of regions have been identified for primary data collection and these hotels are ranging from three-star category and above. A set pattern of questionnaire as a research tool has been developed to assemble the data. Then the data-analysis has been done to find the conclusion that how motivation and career opportunities in hospitality industry is playing the significant role.


This study gives much emphasis on reasons and impacts of employees’ turnover in commercial bank of Ethiopia. The banking industry in Ethiopia dominated by this public bank and its branches spread throughout the country while the government also opened the door for private investors to engage in the industry since the dawn fall of the Dergue Regime. While employee turnover dramatically increased after the private sector engaged in the industry. The study also tries to examine the consequences of employee turnover in detailed manner. The researcher employed descriptive survey research method to reveal the current state of turnover, consequence and management in CBE. Descriptive survey design helped the study to gather varieties of data to attain the aim of the study by describing the situation as it is. The research methods used for this study were both qualitative and quantitative approaches were utilized in order to describe the issue very well. This method was selected because it is planned method of data collection which helps to gather the necessary information on the issue under study. The study also used stratified random sampling method for existing employees. The respondents are stratified on the basis of the bank’s job category. The list of employees used as sample frame of 258 of available branches. The study found that low salary and benefit, unsuitable working environment, lack of recognition and bad relationship with superiors are among the reasons of employee turnover in the bank. Loss of highly specialized work force, high hiring and training costs are identified as the main impacts of employees’ turnover in the bank.


Muthaloo Subramaniam

Today's technological innovations lead to the evolution of work systems in organizations that help improve the Human Resource Information System (HRIS). Human Resource Information System (HRIS) is a way or tool to achieve, store, manage, recover and dispense all the relevant information in the aspect of organizational human resource or in another way, it can be said as the combination of both human resource management and information system. Therefore, the findings of this study are important to the organization as well as the employees. This study is necessary because it helps organizations to identify relevant factors such as individual characteristics, technology and organizational environment with the level of mastery of the Human Resource Information System (HRIS). Currently, HRIS is being widely applied in various firms. The main objective of this research is to investigate the HRIS contributions and impact on strategic employee engagement and participation in private education industry. Approximately 147 data were collected from respondent using selected purposively sampling method who has direct access to HRIS in private education industry in Malaysia. The data was analysed using the PLS structure equation model. Findings and suggestions provide valuable insights on HRIS contribution and implication on strategic employee engagement and participation in private education industry.

Article ID: IJM_11_10_031 Private Education Industry

Employee engagement is one of the important drivers for successful organizations. The purpose of this paper is to demonstrate the factors affecting employee engagement at macro level, i.e., organizational-related factors, personal-related factors, teamrelated factors & job-related factors. By reviewing various literature studies, the researcher found that theses all factors influencing the employees for higher level of engagement in organizations. Thus, leads to better employee performance & productivity and reducing the turnover intention. This paper suggesting that organizations must frequently check the employee performance management so as that they would able to find; in which factor that influencing the employees for low engagement. By doing so, the organizations can able to thriving in their performance & productivity


IAEME Publication , Muthaloo Subramaniam


Talent management cycle ensures that the association has adequate flexibly of skilled workers to meet the hierarchical objectives. Be that as it may, this angle is significant for associations particularly in the wake of the ever-changing business environmental factors, for example, political, social and economic variables. To embrace a basic assessment of the changing elements in the field of talent management, the following research focuses around an examination of the effect of economic and socio-social changes on the talent management cycle in automobile sector. Thusly, the fundamental target of the exploration is to embrace an investigation of the acts of ability the executives received in the automobile sector and analyze the changing elements of the Talent Management cycle to recommend systems to oversee ability to improve the business execution. Regardless of the serious in the human asset management field, the ability scene in the area faces difficulties in the talent management, for example, talent retention and talent development. The following exploration centers around the utilization of an exact quantitative methodology towards information assortment and interpretation of the obtained information. The examination progressed two hypotheses, which are tried in the research with a sample size of 25 respondents responding. The findings of the examination give proof that the economic and social components impact ability the talent management in this area. Furthermore, it is critical to consider the business environmental factors in overseeing talent by adjusting hierarchical technique with talent management procedure of the organization. The implantation of innovation will lessen the reliance on more representatives and improving the estimation of HR in the association by edifying hierarchical execution and profitability with few skilled workers in accordance with dynamic business environmental components


This research explored the relationship among human resource practitioner professional ability, administrative expert role cognition and the degree of human resource management system construction. The paper is based on a questionnaire survey. Data collected from the foreign investment enterprise list in Shanghai city, China. Eight hundred questionnaires were sent out, 223 valid questionnaires were returned (27.88%). The results show that there is a significant influence between the: (1) Professional ability of human resource practitioners and the degree of human resource management system construction and (2) administrative expert role cognition of human resource practitioners and human resource management system construction and also that (3) administrative expert role cognition has a partial mediating effect between professional ability and the degree of human resource management system construction. The originality and value of this study is one of very few studies which have investigated that administrative expert role has the mediating effect between the human resource practitioners professional ability and human resource management system construction.


2019, IAEME

The research study examines the relationships between the flexible work systems (FWS), organizational commitment (OC), work life balance (WLB) and job satisfaction (JS) for the teaching staff in the United Arab Emirates (UAE). The respondents are chosen from the accredited colleges in the United Arab Emirates (UAE) by convenience sampling method from the cities of Sharjah, Dubai, Abudhabhi and Ajman. They differed in terms of gender, qualifications, tenure of work, department and also the nature of work. A suitable conceptual framework was developed and the proposed model illustrates that flexible work system (FWS) is thought to have an influence on both organizational commitment (OC) and work life balance (WLB). It has been proposed that WLB significantly mediates the relationship between flexible work system and job satisfaction. It is also anticipated that WLB significantly mediates the relationship between organizational commitment (OC) and job satisfaction (JS). A sample size of 224 was chosen and a structured questionnaire was used for collecting the data from the respondents in UAE. The questionnaire consists of 34 statements and they are rated on a likert scale of 1 to 5. For this study, statistical tools like confirmatory factor analysis (CFA) and structural modeling equation (SME) methods have been used through SPSS (version-25) and AMOS (version-25) for assessing the nature of relationships that existed between the studied variables (34 statements in the questionnaire). Prior to testing through structural equation modeling (SEM), the most fundamental criteria tests such as normality and confirmatory factor analysis (CFA) were conducted. As normality was established, the factor loadings were extracted by the procedure of CFA. The results from the data analysis indicated that all the hypotheses are supported and it facilitated for the acceptance of the proposed model. Thus, flexible work system (FWS) had direct effect on organizational commitment (OC) and it also had direct effect on work life balance (WLB). Similarly, organizational commitment (OC) is positively related to work-life balance (WLB). Consequently, the work life balance (WLB) displayed positive relationship towards job satisfaction (JS). The results of mediation analysis revealed the indirect effect of flexible work system


Purpose of this study was to investigate the impact of high performance work systems (HPWSs) on human resource (HR) outcomes in higher education of Pakistan. Cross sectional design is used to collect the data from 178 regular faculty members working at COMSATS University Islamabad. The results of partial least square structural equation modelling analysis revealed that ability enhancing, motivation enhancing and opportunity enhancing HPWSs has a direct and significant effect on HR outcomes. Study also proved the moderating role of resource based view (RBV) between ability enhancing HPWSs, motivation enhancing HPWSs and HR outcomes. However, current study rejected the moderating role of RBV between opportunity enhancing HPWSs and HR outcomes. The study concluded the sustainable solution of long term positive HR outcomes by implementing unique bundles of HPWSs. In line with suggestions, the study contributes to the literature in designing unique bundle of HPWSs. Finally, current study discusses the implications and limitations and suggests areas for future research.

Al-Ghazali, High Performance Work Systems (HPWSs) and HR Outcomes: A Sustainable Solution for Higher Education

Human resource management (HRM) is identified as the productive use of people in achieving the organization's strategic objectives. Human resource is required for an organization to conduct different business activities and they need to be used very efficiently. The main objective of this research was to discover the impact of HRM practices on the organizational performance of the Small Scale Industries. The research used a structured questionnaire to collect the data. Target population of this study was the employees of small scale units of Hyderabad district. Quantitative data analysis was analyzed by using SPSS (Version. 23). The findings of the study showed that HRM practices have significant impact on the organization performance of the small scale industries of Hyderabad district. This research also shows that employees' absenteeism has reduced and sales growth if the organization has improved due to the positive perception of employees regarding HRM practices.


This study aims at understanding the impact of intrapreneurial skill (IS) on intrapreneur’s performance (IPER) with mediation of rewards (RWD) in the software houses in Pakistan. The study employed Structural Equation Modeling (SEM) for the empirical analysis of data from 517 respondents employed by software houses of Pakistan. The results confirmed positive and significant relationship between intrapreneur’s skills and intrapreneur’s performance. Mediating role of reward was also confirmed between intrapreneur’s skills and intrapreneur’s performance. The findings of the study indicate towards the important role that intrapreneur’s skills including political skills, creativity and transformational leadership can play to attain intrapreneur’s performance. The study also highlights the important role of rewards which through their mediation can further improve intrapreneur’s performance based on intrapreneur’s skills. The study implies that the managers of the firms can use the findings of this study to find the potential intrapreneurs and manage rewards to enhance their intrapreneurial performance.


2020, IAEME Publication

Employee engagement is the outcome of the proper relationship between the organization and its employee. The employee engagement shows the commitment of the employee towards the organizational objectives and its target. It increases the productivity of the entire organization. The Objective of the study is to analyse the level of Employee engagement in the computer service centre in Chennai and to indentify the factors contributing to employee engagement. In this work 60 samples have selected and administered the statistical tools such as Percentage Analysis, CHI-Square test, Weighted Average method. The researcher found that The Employee engagement level in the organization was found to be average. It was found that, Team and Co-worker relations as well as Leadership were to be improved. Suggestions were given to improve these factors.


Özgür Önday , International Journal of Academic Value Studies (JAVS) Internationally Indexed Journal

Talent management is one of the main management tools for 21st century human assets management (Cappelli, 2008) because the crucial resource for firms competing in this century is no longer land, capital, and other tangible assets but the human capital necessary to adapt organizations to global competition and maximize the benefits related to the current technological boom. Talent management (TM) and Employee Engagement (EE) concepts have been extensively studied in management literature in the past ten years (Lewis & Heckman, 2006; Scullion, Collings & Caligiuri, 2010, Saks & Gruman, 2014). Both concepts have been an area of interest for both practitioners and academic researchers. Therefore, various studies have been examined separately for each concept aiming to investigate their impact on organizational performance and competitive advantages which have been the main theme in literature (Amit & Shoemaker 1993; Barney, 1991; Collings & Mellahi, 2009; Lepak & Snell 1999; Saks & Gruman, 2014). The present study explores the talent management and employee engagement by researching the relationship between the two concepts and investigating the impact of talent management practices on employee engagement. The reason for conducting this research is that most of the research in relation to this subject has studied the relationship between employee engagement and overall organizational performance.

Creating Employee Engagement Through Talent Management: 4 Links Between Talent Management And Employee Engagement * International Journal of Academic Value Studies (Javstudies-JAVS)

The purpose of this paper is to present Sixas® an auxiliary new-age model decoded for measuring the performance effectiveness of both an organization and an employee. The model was developed upon critically reviewing the present models and human resources practices of most successful organizations. The model's six impactful elements i.e., Actualize, Adaptive, Agile, Align, Analytical, and Automate are the basis for calling the model so. The Sixas® model acts as a plugin to any existing performance evaluation systems that organizations follow and this can be integrated into any core engines of PMSs of any organization to maximize efficiency and productivity. Sixas® amalgamates with the dimensions of any organization like its system, mechanism, operation, evaluation, method, and ways and means. The Sixas® criteria can be set through the EXEMPLARY framework-Explicit, Exciting, Manageable, Periodical, Levelheaded, Adjustable, Resilient, and Yielding. The scope, objectives, and establishment process of the said model are detailed in the manuscript. In the context of converting adversaries into opportunities, this model serves the purpose of adopting the new normal in this era of globalization and pandemic situations like the one we live in during the Covid-19 lockdown this model represents a holistic perspective. It is a cost-effective yet trouble-free integration. It is driven by business, performance achievement and introspection with feedforward methodology. These are the salient features of the model. However, the commitment of management,-Sixas®‖ : An Auxiliary New-Age Model Decoded for Measuring the Effectiveness of Performance of Both an Organization and the Employees 1157 [email protected] ethics, continuous monitoring in performance management through Sixas® are needed to successfully implement the model.

Sixas®‖ : An Auxiliary New-Age Model Decoded for Measuring the Effectiveness of Performance of Both an Organization and the Employees

James Kwame Mensah, PhD

Purpose – The purpose of this paper is to provide a conceptual framework that demonstrates the mechanisms through which talent management (TM) leads to the various dimensions of employee performance. Design/methodology/approach – A literature-based analysis was employed by combining concepts from TM and employee performance. The syntheses of these two concepts lead to the development of the conceptual framework. Findings – The findings show that, implementation of a TM system leads to employee performance, but a TM output mediates the relationship between TM and employee performance. Originality/value – This paper has contributed to the conceptualisation of TM and employee performance which will help to improve theory, research and practice in all fields concerned with individual work performance.

A “coalesced framework” of talent management and employee performance: For further research and practice

Employees relationship management is a comprehensive approach that reflects a delicate balance in the development, recognition of human capital and interaction in the organization. Today, employee relationship management (ERM) has become important for gaining competitive advantage and improving performance. Hence the reward system is practice put in place to achieve favourable outcomes or consequences. The existence of these connections in the theoretical discussions led to the study of the connection between employee relationship management mechanisms and employee performance, with reward as a contributory factor in the organization. Data for the study were obtained using questionnaire survey method. Two hundred and twenty-two (222) employees of organizations in the telecommunications segment were selected as the statistical sample and two hundred and ten (210) responded to the questionnaire questions. Outcomes of the data analyses revealed that reward moderates the relationship between ERM component and employee’s performance in the telecommunications sector in Nigeria. The study contributes to the literature on ERM, particularly on the association between ERM, rewards and its contribution to employee performance in the telecommunications subdivision in Nigeria.


The considerable growth of Pakistani banking industry in recent decades has created opportunities for existing employees to switch jobs to banks that provide fair treatment and better opportunities. This has resulted in an inevitable situation of intraindustry competition to retain competent employees due to growing turnover trends, especially in Islamic banking. This study investigated the relationship between procedural justice and turnover intention. In addition, the mediating effect of affective commitment and moderating effect of ethical leadership have also been examined. The non-probability based purposive sampling technique was used on a sample size of 457 employees from two top Islamic banks situated in the capital territory of Islamabad, Pakistan. Data were gathered through a personal administered survey and statistically analyzed using Structural Equation Modelling (SEM) technique with SmartPLS software tool. Findings revealed that procedural justice have negative significant relationship with turnover intention and positively associated with affective commitment. Moreover, high level of perceived ethical leadership has strengthened the effect of procedural justice to increase employee’s affective commitment. These findings empirically contributed to the existing procedural justice, affective commitment and turnover intention literature by examining moderating effect of Islamic work ethics. It provided valuable insights for the management of Islamic banks to employ operational plans such as developing code of conduct based on Islamic beliefs and practices, promotional, and motivational programs to retain its existing competent employees


The main focus of this review study is to determine the importance of HRD since last two decades and to analyze to what extent its policies are effectively working to increase the economy growth rate in developed and underdeveloped countries. Although the future of HRD is very bright and their policies are utilizing human capital very well, but some issues are being ignored. These aspects are, there is no health policy for human resource. Hence, there is need to take care of the mental and physical health by devising a proper health policy and making it part of the HRD program. There is also needed to unify HRD polices under one platform. This study has also reviewed how much HRD polices are working towards Women Empowerment in developed, underdeveloped and especially in Gulf countries and what they are facing on the way has also been reviewed. Some researchers have also highlighted the draw backs of Women empowerment issues. The implication of this review paper is that it highlights the need to research in these areas to remove threats in the way to women empowerment goals. JEL Classification: O15, O40, E02


VUCA (Volatile, Uncertain, Compound and Ambiguous) environment have become the order of the day, so much so that they have become acknowledged by the terms like "perpetual crisis" in leading industry and business circles. This is essentially a signal by top industry professionals to its employees unanimously that should see the VUCA world as a permanent condition. Against the backdrop of this context, talent management is giving sleepless nights to top HR professionals. Coupled with the VUCA world, the forces of glocal market, talent divergence and gig economy has created an ensnarling talent crunch for organizations. The practitioner's domain is ripe with papers on human capital management and employee engagement, but in spite of this there seems to be a troubling absence of lucidity around the definition, and the scope for the terms talent and employee engagement. Understanding the difficulty of today's times coupled with the acceptance of start-up culture, there is a crucial requirement to capture, develop and leverage the strengths of Millennials (Gen Y) to the advantage of the organization by way of impactful human capital management practices, which would result to their improvised management. The current context also essentiates understanding of engagement drivers keeping into focus Millennials. The following research study sought to explore and investigate the associations of employee engagement factors with employee engagement. Millennials individuals with birth years between 1980-2000 recruited with Information Technology and Information System enabled services sector of Poona, National Capital Region, Gurgaon, Bangalore, Ahmedabad were considered for the same. The replies were entertained from Millennials employees with work experience of one year and above.



Employee resourcing strategies are fundamental to the survival and sustainable development of any institution in the face of increasingly competitive academic environment. This study investigates the effect of employee resourcing strategies on job performance and corporate image in some selected private universities in Southwest Nigeria. In order to achieve the objectives of the study, a total of 500 copies of the questionnaire were given to the Faculty and Principal Officers of the six (6) selected private universities with the adoption of stratified and simple random sampling methods, from which four hundred and forty-three (443) were collected and analysed. Structural Equation Model (AMOS 22) was used for the analysis. The results showed significant effect of employee resourcing strategies on job performance and University's corporate image. The insights gained from this study would help stakeholders in higher education institutions to develop all-inclusive resourcing strategies and strong institutional policies and procedures to maintain and sustain competitiveness.


Presumably, individuals will react disparately to career outcomes that are ubiquitous, vicious, and frail. Whether to surrender, retreat or become resilient is reflective of the individual's perceptive, disposition and his/her realistic appraisal of the interplay of the unfolding realities. The Nigerian Universities in the past have been inundated with spasmodic episode of career shocks, triggered by loss of jobs, demotions, selective promotion, stagnation and other contractual breaches. Prior research endeavors in the area addressed the subject from the generalist perspective only as not much have been said about the nature and extent of career drifts in the Nigerian tertiary institutions so as to assess their consequential impacts on staff. This study, firmly grounded on the Chaos career theory, is the first to empirically investigate career dilemma realities among teaching staff of Nigerian Universities. The results of the multivariate regression and structural equation modelling have affirmed significant alignment between the dimensions of career dilemma and post-career outcome measures among Nigerian university academic staff. The study affirmed that career misfortune not due to personal cause but organizationally or selectively staged-managed can either wreak untold havoc on the individual or bolster individual behavior to develop on latent potentials outside company of primary engagement with the personal resilience of the individual, and the support and resources from trusted sources. The findings further buttressed that career-deficit individual who leaves to explore and develop on alternative career elsewhere fares better than those who are bent on grappling with the elusive career that portends danger for their future career aspirations. It is concluded that career dilemma in the academic terrain, can breed breach of trust, ill-feeling, loss of morale, anarchy and even threaten the integrity of the university system. The study suggests that for the government and management of Nigerian Universities to continue to reap the benefits of increased investment in the intellectual capital development of the nation's Career Dilemma in an Amorphous Knowledge Institution: A Strategic Incursion into Career Brouhaha among Academic Staff of Nigerian Universities 395 [email protected] universities, sound leadership culture, enabling infrastructures anchored on decency, justice, and deepened morality must be put in place.


Iaeme Publication


Product costs are a significant determinant of both short-term and long-term decisions of businesses in terms of goal achievement. In determining the costs, businesses are expected to consider both the characteristics of the market (demand) and the business itself. Product costs are calculated by cost calculation methods. Cost calculation methods are normal costing method, full costing, variable costing. Full costing treats the costs of all manufacturing components (direct material, direct labor, variable factory overhead and fixed factory overhead) as inventoriable, or product, costs. Variable costing is a cost accumalition method that includes only variable production costs (direct materal, direct labor and variable factory overhead) as inventoriable, or product, cost. Normal costing method takes into account all the variable parts of production costs. The method handles fixed operating costs according to the rate of capacity utilization. In this study, the effects of choosing either full costing , variable costing or normal costing on costs in terms of varying amounts of production are analyzed


Asian Journal of Business Research

Abstract The purpose of this paper is to investigate the talent development antecedents in Malaysian Government Linked Companies (GLCs) Universities. There were four constructs elicited from the literature which are namely, talent identification, talent culture, competencies and talent development. Design/methodology/approach – The paper takes the form of a literature review, from which the authors identified four constructs: talent identification, talent development, talent culture and competencies. The data required for this research were collected by means of a survey and as well as online surveys sent to the 3 Universities below. A questionnaire was developed with 26 items adapted from previously validated scales. A non-probabilistic sampling procedure, i.e. convenience sampling, was adopted owing to the unavailability of a satisfactory sampling frame. Academics from three GLCs namely Universiti Tenaga Malaysia (Uniten), Universiti Petronas Malaysia (UPM) and Multimedia University of Malaysia (MMU) were provided with the questionnaires. A total of 300 questionnaires were submitted to the three GLC universities, from which 168 survey questionnaires were completed and were useable for data processing.The research findings revealed that overall competencies play a significant mediating role for talent identification and talent culture that is crucial for talent development in retaining competent academics in Malaysian GLCs Universities. Among the competencies construct, the study found that leadership and motivational factors were relatively high contributors, denoted by indicators in the measurement model. The findings also suggest that for talent development to attract and retain competent academics; GLC Universities should institute formal career development opportunities and career orientated strategic plans. Finally, public policy makers should incorporate key indicators of talent identification and talent culture, which constitute equitable performance rating systems and the rewarding of exemplary contributions so as to stimulate overall talent development.GLC Universities could cultivate a Talent Management culture to enhance competencies and thereby upskill academics and retain quality academic staff. This research implies that there is need to highlight aspects of potential benefits in cultivating Talent Management Culture. The results of this study will certainly benefit the GLC Universities specifically and other 46 educational institutions in general to identify, develop and retain competent academics. This is one of the very few studies which uses partial least squares to address a complex situation associated with the talent management competencies in government linked companies Universities.

Competencies as the protagonist for Talent development in Academia: The case of Malaysian Government Linked Companies‟ (GLCs) Universities.

This study explores the dimensions of leadership in R&D organizations through studying the leadership theory and suggests an integrative approach to R&D leadership. It develops and validates a scale to access Integrated Leadership (IL) with multilevel approach for R&D organizations. Again it suggests a shorter version of the scale to assess IL. IL interacts positively to R&D performance and leader performance. Leaders’ motivation, knowledge sharing, R&D climate and HRM practices are found to boost the relationship between the IL and the R&D outcomes and leader performance


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This article is part of the research topic.

Racial, ethnic and other inequalities in healthcare and in pain reporting and management

Editorial: “Racial, ethnic and other inequalities in healthcare and in pain reporting and management”

  • 1 Vivekananda College, University of Delhi, India

The final, formatted version of the article will be published soon.

The first paper is a qualitative study dealing with the access to healthcare for the Aboriginal and Torres Strait Islander (ATSI) people in Queensland, Australia (Bernardes et al., 2022). A total of 21 participants are both patients and hospital liaison officers from the same community ATSI, and they participated in interviews and focus group discussions. The study explores communication experiences of patients and health officials on pain management. Experiences of stigma, negative stereotypes and non-disclosure of ATSI identity for the fear of discrimination in terms of reduced opportunities for treatment comprised the emotional burden of the patients. The study highlights the role of acknowledging these historical and cultural factors in order to establish trust between patients and health professionals, and the difficulties in using standard pain measurement scales with specific ethnic groups. Pain management services need to be patient centric and adopt a model of care that imbibes greater cultural understanding and respect for diversity to improve its access and effectiveness.The second paper is a quantitative study on 220 South Korean patients with chronic secondary musculoskeletal pain in rheumatic diseases, exploring biological, socio-economic and psychological factors associated with clinical pain intensity and interference among patients (Kim et al. 2023). Sex differences in the role of these factors was also examined. Both pain intensity and interference were positively related with psychological factorsdepression and pain catastrophizing. There were sex differences in the nature of influence of these psychological factors. Age was associated with pain interference in males, while depressive symptoms was associated with pain interference in females. Females were more directly affected by depressive symptoms than males, regarding pain intensity and interference. The study recommends a sex-specific approach to the Biopsychosocial model for understanding and managing pain among Asians. It also endorses integrating the psychological factors in pain assessment for getting a complete picture of pain experience.Research by Wu et al. (2023) on the unmet healthcare needs, health outcomes, and health inequalities among Chinese elderlies is an important contribution. The study shows how the older people with additional disabilities, illnesses, and social needs, are more vulnerable and have not been receiving the needed healthcare in China. Lack of access to healthcare services and unmet health needs has an adverse impact on health outcomes including depression. It was found that older people with frailer health were more likely to have unmet needs and it was affected by affordability (economically poor). While the relatively healthy elderlies were most affected by unmet needs due to lack of availability. It is also important to note that people with greater unmet health needs (frailer people) were older, less educated, living in rural areas, having lower income and lower living standards, and more than 60% were women. In the other hand healthier old people were more educated and were from urban areas. These results point out to a significant health inequity that exists in China, and how the healthcare access and benefits needs to be equally distributed in rural and urban areas. Additionally, more emphasis has to be given to the older people who are frailer and poorer.The last contribution to the topic is a qualitative research based on interviews with 39 health care professionals (Orzechowski, 2023). The study seeks to understand the experiences and attitudes of healthcare professionals toward the issue of social diversity and disadvantaged group's access to healthcare in Croatia, Germany, Poland, and Slovenia. Thematic analysis revealed that the healthcare workers acknowledged the impact of socioeconomic factors and minority group membership on accessing healthcare services in all the four countries, with varying degrees. The findings emphasised the need for a diversity-responsive healthcare, in the face of challenges like underfunding of healthcare, language barriers, inadequate cultural training or lack of interpersonal competencies healthcare workers, and lack of institutional support. Though direct forms of systemic exclusion of the minority groups were not reported, individual instances of discrimination (gossip, stereotyping, stigma, and inappropriate communication) based on homophobia and racism were shared. Language barrier at the systemic level, with no provisions for trained medical interpreters, was also cited as a major limitation in effective treatment of minorities. It was suggested that equality in healthcare access by minority groups can be attained by educating healthcare professionals in diversity awareness and building their diversity competency to efficiently and compassionately deal with patients from diverse backgrounds.These studies, taken together, direct our attention to the need for integrating diversity awareness, cultural sensitivity and cultural competencies in healthcare systems at all levels. Efforts towards bridging the gap between healthcare needs of underprivileged communities and healthcare access and provision all across the world is solicited.

Keywords: Inequality, healthcare, stigma, culture, discirmination, stereotype, Health Communication

Received: 09 Aug 2023; Accepted: 01 Nov 2023.

Copyright: © 2023 Sharad. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY) . The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

* Correspondence: Dr. Shivantika Sharad, Vivekananda College, University of Delhi, New Delhi, India

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research paper talent management

Environmental Science: Water Research & Technology

Eco-sustainable paper wastewater management by water-resource recovery and concentrate minimization using a membrane oxidation reactor and membrane distillation system †.

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* Corresponding authors

a Department of Environmental Engineering, Kocaeli University, Kocaeli, Türkiye E-mail: [email protected]

b Department of Environmental Engineering, Sakarya University, Sakarya, Türkiye

c Department of Environmental Engineering, Gebze Technical University, Kocaeli, Türkiye E-mail: [email protected]

The aim of this study was to perform the treatment of paper industry raw wastewater by using Fenton or photo-Fenton reaction with a submerged UF process ({Fenton/UF}, {UVA-Fenton/UF}, {UVC-Fenton/UF}) within a MOR to meet current discharge standards and to provide water recovery by producing industrial reuse water with MD. The feasibility of industrial wastewater management was evaluated by feeding the MD concentrates into the MOR inflow at regular intervals. When all three systems are evaluated, the {Fenton/UF} process can be considered to be the most effective MOR operation with a high permeate flux of 875 L m −2 h −1 , TOC of 68.0%, COD of 69.2%, and color removal of 32.1%. The TOC, COD, and color average removal efficiencies for the three systems were 87.0 ± 0.5%, 87.8 ± 1.2% and 99.6 ± 0.3% and the MD wastewater could be recovered at a rate of 50–60% for reuse as process water with a permeate flux of approximately 14.6 ± 0.7 L m −2 h −1 . The proposed hybrid physico-chemical treatment technology can be applied as an end-of-pipe approach after making the required pH adjustment to the effluent according to discharge standards after iron recovery. In this study, the hybrid process was proven to be effective in reducing the pollutant levels in paper industry wastewater by entirely meeting discharge standards (central municipal wastewater treatment system or deep-sea remediation). By comprehensively evaluating the experimental studies conducted with MOR-MD and the relevant literature, an eco-sustainable solution proposal that includes comprehensive liquid discharge minimization and resource recovery has been developed. The reclamation of paper wastewater could be accomplished successfully not only to diminish the industrial freshwater demand by process water recovery, but also to efficiently minimize liquid discharge via membrane concentrate treatment and resource (Fe and P) recovery solutions proposed eco-sustainably together in a cleaner and greener wastewater management system.

Graphical abstract: Eco-sustainable paper wastewater management by water-resource recovery and concentrate minimization using a membrane oxidation reactor and membrane distillation system

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research paper talent management

Eco-sustainable paper wastewater management by water-resource recovery and concentrate minimization using a membrane oxidation reactor and membrane distillation system

E. C. Dogan, E. D. Pişkin, A. O. Narci, B. Kiril Mert, S. Topçu Yakın, T. N. Demirözlü, M. S. Atasoy and C. Aydiner, Environ. Sci.: Water Res. Technol. , 2023, Advance Article , DOI: 10.1039/D3EW00520H

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02.05 Thesis Statements By: Trinity Ethridge Oct. 1, 2019 My Response The Advertisements for clothing are aimed for all age groups. Mostly teenagers and young adults, they are the main ones affected by it. Yes, it is ethical. Their advertisements basically mirror most teens today. New trends?

2.05 Thesis statement Are advertisements aimed at teenagers effective? And, are they ethical? A tremendous amount of sport advertisement are aimed towards teenagers because many teens are the people who play sports while they're young like football or baseball, etc. Topic: Sports

Thesis Statements English III By: McKenna Flatten Sports Equipment Topic The adds used for sports equipment is effective and ethical because of the use of famous athletes and popular brands. These keep teenagers interested in the brand and sport due to the celebrity athletes that

THESIS STATEMENT: Advertising sports equipment is very effective when it is marketed towards teens because they know that teenagers spend the most amount of money for the trends and if they can advertise for that they can make more money. This only works for teens as older generations don't necessarily follow the new "trends". End of preview.

Title: The Secret to Victory It focuses on how to achieve goals you set for yourself or how to get URL: Date of Access: 12/29/2021 to where you want to go in sports, and it almost pushes the idea that Gatorade can get you there.

02.05 Thesis Statement Choose a topic: Technology; Sports Equipment; Clothing; Food Questions to research: Are advertisements aimed at teenagers effective? And, are they ethical? MY RESPONSE: These advertisements for food are very effective to teenagers.

02.05 THESIS STATEMENTS Choose a topic: Technology; Sports Equipment; Clothing; Food Questions to research: Are advertisements aimed at teenagers effective? And, are they ethical?

View 02.05_Thesis_Statements-2.pdf from READING 101 at Mater Lakes Academy. 02.05 Thesis Statements Choose a topic: Technology; Sports Equipment; Clothing; Food Questions to research: Are

View 02.05 Thesis Statements 2.0.rtf from ENGLISH 2.05 at FLVS. Research Graphic Organizer: Part 1 Topic: Sports equipment Questions to research: Are advertisements aimed at teenagers effective? And,

View Homework Help - 02.05 THESIS STATEMENTS from ENG 2 2.05 at Florida Virtual School. (Thesis statement at the bottom) STEP ONE: Your search for articles and advertisements will revolve around a ... Select one of the following topics to be the focus your research: technology sports equipment clothing food STEP TWO: You will search for ...

2.05 thesis statement Alex Osborn the advertisements aimed to teens are affective and they are ethical for this product. 2.06 Outline Thesis Statement Title- Advertisement Effectiveness Intro- many forms, effective but not ethical , Thesis (although advertising is not ethical, it.

THESIS STATEMENTS A thesis statement is a fancy way of making a statement of what you believe and why you believe it. When you write an essay, you MUST clearly state your thesis at the end of the introduction paragraph. ... Thesis: High school sports unquestionably have a positive influence on high school students because they teach social skills,

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    research paper talent management

  2. (PDF) Talent management: a systematic review and future prospects

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  1. A Study on Talent Management and its Impact on Organization ...

    Researcher is intended to use different articles, research papers and literature in order to identify the positive relationship between talent management and organization performance.


    Talent management means bringing talent into the organization, identifying, evaluating and developing it, so, is defined as a process consisting an integrated set of procedures linked to each...

  3. Talent management: Current theories and future research directions

    Research methods 1. Introduction Businesses and consulting firms have been driving the practice and discourse on talent management (TM). In contrast, the academic field of TM is characterized by a lack of theoretical frameworks ( Lewis and Heckman, 2006, Scullion et al., 2010 ).

  4. Enabling Effective Talent Management through a Macro-Contingent

    Second, the paper has presented an integrated cross-level view of talent management, which contributes to calls for cross-level conceptual models of talent management (Al Ariss et al., 2014; Khilji et al., 2015), including consideration of macro talent management (Khilji et al., 2015), and has introduced a research framework which supports ...

  5. Talent Management and Employee Retention: An Integrative Research

    Research article First published online November 16, 2018 Talent Management and Employee Retention: An Integrative Research Framework Anoopa Narayanan, S. Rajithakumar, and Manoj Menon View all authors and affiliations Volume 18, Issue 2 Contents Get access More Abstract

  6. Talent Management: Tasks and Challenges for a Digital Tomorrow

    Despite a large body of research on «talent» in an organization and «talent management», neither scholars nor practitioners offer the established definition or scope of these concepts. ... This paper represents the authors' view on the key groups of competencies required from talent management specialists in the coming years when they are ...

  7. What's next in talent management?

    TM is important to develop the competitive advantage of companies. Abstract This article presents a literature review of the academic research on talent management (TM). This research topic is contemporary and highly relevant, given its links with human resources, knowledge management, and dynamic marketing capabilities.

  8. Full article: The impact of the talent management mechanism and self

    Research Article The impact of the talent management mechanism and self-perceived talent status on work engagement: the case of Japan Nobutaka Ishiyama Pages 536-554 | Received 07 Dec 2020, Accepted 16 Mar 2021, Published online: 16 Apr 2021 Cite this article In this article Full Article Figures & data

  9. The impact of digital transformation on talent management

    In 2013, Meyers et al. (2013) presented a compelling overview of the different perspectives on talent, the different interpretations of these perspectives, and some implications for an organization's position when designing talent management practices. This paper aims to analyse the impact that digital transformation has on talent management in ...

  10. Talent management: A systematic review and future prospects

    This paper employs a systematic and comprehensive review to trace the evolution of talent management scholarship and propose a research agenda to move the field forward. Two primary streams...

  11. The Role of Talent Management Comparing Medium-Sized and Large

    The purpose of the study was to research the field of talent management from the perspective of the definition of what the talent management process means for companies, how to attract and recognize talented employees, what development activities to provide them with and how to measure their performance and progress.

  12. PDF A Study on Talent Management and its Impact on Organization ...

    International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962 Volume-10, Issue-1 (February 2020) ... Objective of this paper is to understand talent management, importance of talent management in leveraging competitive advantage of organization. This

  13. Talent management and performance in the public sector: the role of

    While research shows that talent management (TM) practices are linked to individual and organisational outcomes, little is known about the mechanisms through which these processes unfold, especially in the public sector of emerging market economies. ... The role of the line in talent management. A paper from HR in a disordered world: IES ...

  14. (Pdf) Research Article Talent Management and Its Effects on The

    ... Wahyuningtyas (2015) states that talent attraction consists of four elements: talent planning, recruitment, selection, and orientation. According to Abbas & Cross (2018), recruitment from a...

  15. (PDF) The Impact of Talent Management on Employee ...

    Talent management deal with the attracting, developing and retaining the key organizational talent, this paper tries to present the association between talent management and employee...

  16. Putting Skills First: A Framework for Action

    In Putting Skills First: A Framework to Action, developed in consultation with leading experts from the public and private sectors, we delve into "skills-first", a term used to describe a new approach to talent management that emphasizes a person's skills and competencies - rather than degrees, job histories or job titles - with regard to attracting, hiring, developing, and ...

  17. (Pdf) Research Paper on Exploring Talent Management Practices

    Talent management (TM) has received lots of attention of academicians, practitioners, researchers, scholars, and competitive firms in recent years, but there are many gaps left for further theoretical and empirical development.


    International Journal of Recent Research in Commerce Economics and Management (IJRRCEM) Vol. 7, Issue 4, pp: (1-10), Month: October - December 2020, Available at: ... The following year in 1998 "talent management" was entered in a paper written by Elizabeth G. Chambers, Mark Foulon, Helen Handfiled-Jones, Steven M. Hankin, and

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    This paper presents the definition and importance of talent management, the reason for the war on talent and finally the key success factors of talent management Discover the world's...

  20. Talent Acquisition Trends 2024

    Talent Recruitment; Interim Talent; Employee Experience; Workforce Management; Attrition & Retention; Sales Transformation; Insights Menu; Korn Ferry Institute. Thought leadership, research and data to unlock your organization's potential. This Week in Leadership. Recent articles reported by our team on important business-news developments ...

  21. PDF Study of Talent Management and Its Impact on Performance of Organizations

    Abstract: Talent management is a business strategy that organizations believe will enable them to retain their top talented employees and improve organization's performance. It is the process of effectively hiring the right

  22. Frontiers

    The first paper is a qualitative study dealing with the access to healthcare for the Aboriginal and Torres Strait Islander (ATSI) people in Queensland, Australia (Bernardes et al., 2022). A total of 21 participants are both patients and hospital liaison officers from the same community ATSI, and they participated in interviews and focus group discussions. The study explores communication ...

  23. Business Process Management 2023 Conference

    Top authors and change over time. The top authors publishing at Business Process Management (based on the number of publications) are: Wil M. P. van der Aalst (45 papers) published 5 papers at the last edition, 1 more than at the previous edition,; Jan Mendling (41 papers) published 4 papers at the last edition, 1 more than at the previous edition,; Mathias Weske (36 papers) published 3 papers ...

  24. Eco-sustainable paper wastewater management by water-resource recovery

    The aim of this study was to perform the treatment of paper industry raw wastewater by using Fenton or photo-Fenton reaction with a submerged UF process ({Fenton/UF}, {UVA-Fenton/UF}, {UVC-Fenton/UF}) within a MOR to meet current discharge standards and to provide water recovery by producing industrial reuse water

  25. RDP, OOO Company Profile

    Industry: Pharmaceutical and Medicine Manufacturing , Glass and Glass Product Manufacturing , Navigational, Measuring, Electromedical, and Control Instruments Manufacturing , Drugs and Druggists' Sundries Merchant Wholesalers , Health and Personal Care Retailers See All Industries, Pharmaceutical preparations, Industrial-use glassware, X-ray apparatus and tubes, Drugs, proprietaries, and ...

  26. NPO TOCHNOST, OOO Company Profile

    NPO TOCHNOST, OOO Company Profile | Elektrostal, Moscow region, Russian Federation | Competitors, Financials & Contacts - Dun & Bradstreet

  27. STELS, OOO Company Profile

    See other industries within the Wholesale Trade sector: Apparel, Piece Goods, and Notions Merchant Wholesalers , Beer, Wine, and Distilled Alcoholic Beverage Merchant Wholesalers , Chemical and Allied Products Merchant Wholesalers , Drugs and Druggists' Sundries Merchant Wholesalers , Farm Product Raw Material Merchant Wholesalers , Furniture ...

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