Reputation and talent mobility in the Asia Pacific

Author's version available on SSRN. Final published version at doi:10.1111/1744-7941.12047This paper argues that different forms of reputation are important for the attraction and retention of talent. Drawing upon the skilled migration literature as well as examples from national governments, supranational organisations and the mass media, we provide a typology that highlights the intersections between reputation and talent mobility. We provide three important contributions. First, we illustrate that reputation plays a central role in the global competition for talent. Second, we highlight that the reputations of countries affect the attraction and retention of top workers. Third, we show that global talent is not only influenced by country reputation but also produces reputations which manifest at the individual level through the inflow and outflow of talent. These contributions shed new theoretical and practical insights on the importance and impact of reputation for talent mobility

Talent attraction, a competitive variable

Facilitating the arrival of talent as well as international promotion of BCN and Catalonia as a place attracting international entrepreneur

Metropolis on the margins: talent attraction and retention to the St. John’s city-region

The objective of this research is to examine the factors that influence the attraction and retention of creative and highly educated workers in a small-sized Canadian city. The study examines two hypotheses: that the social dynamics of city-regions constitute the foundations of economic success in the global economy; and, that talented, highly educated individuals will be attracted to those city-regions that offer a richness of employment opportunity, a high quality of life, a critical mass of cultural activity and social diversity. The hypotheses are explored through in-depth interviews with creative and highly educated workers, employers and intermediary organizations. The evidence from the interviews suggests mixed support for the hypotheses. In view of these findings, we contend that the specificities of place must be more carefully theorized in the creative class literature and be more carefully considered by policy-makers designing policies directed towards attracting and retaining talented and highly educated workers

Talent nests

Talent nests:The supply of higher education and frontier research activities as instruments of attraction and cultivation of a certain type of talen

Is It Worth It To Win The Talent War? Evaluating the Utility of Performance-Based Pay

While the business press suggests that “winning the talent war,” the attraction and retention of key talent, is increasingly pivotal to organization success, executives often report that their organizations do not fare well on this dimension. We demonstrate how, through integrating turnover and compensation research, the Boudreau and Berger (1985) staffing utility framework can be used by industrial/organizational (I/O) psychologists and other human resource (HR) professionals to address this issue. Employing a step-by-step process that combines organization-specific information about pay and performance with research on the pay-turnover linkage, we estimate the effects of incentive pay on employee separation patterns at various performance levels. We then use the utility framework to evaluate the financial consequences of incentive pay as an employee retention vehicle. The demonstration illustrates the limitations of standard accounting and behavioral cost-based approaches and the importance of considering both the costs and benefits associated with pay-for-performance plans. Our results suggest that traditional accounting or behavioral cost-based approaches, used alone, would have supported rejecting a potentially lucrative pay-for-performance investment. Additionally, our approach should enable HR professionals to use research findings and their own data to estimate the retention patterns and subsequent financial consequences of their existing, and potential, company-specific performance-based pay policies

Attracting and Retaining Women in the Transportation Industry

This study synthesized previously conducted research and identified additional research needed to attract, promote, and retain women in the transportation industry. This study will detail major findings and subsequent recommendations, based on the annotated bibliography, of the current atmosphere and the most successful ways to attract and retain young women in the transportation industry in the future. Oftentimes, it is perception that drives women away from the transportation industry, as communal goals are not emphasized in transportation. Men are attracted to agentic goals, whereas women tend to be more attracted to communal goals (Diekman et al., 2011). While this misalignment of goals has been found to be one reason that women tend to avoid the transportation industry, there are ways to highlight the goal congruity processes that contribute to transportation engineering, planning, operations, maintenance, and decisions—thus attracting the most talented individuals, regardless of gender. Other literature has pointed to the lack of female role models and mentors as one reason that it is difficult to attract women to transportation (Dennehy & Dasgupta, 2017). It is encouraging to know that attention is being placed on the attraction and retention of women in all fields, as it will increase the probability that the best individual is attracted to the career that best fits their abilities, regardless of gender

On the effect of low blowing ratio continuous jets on wingtip vortex characteristics

Vortices are an unavoidable effect of flight, which appear behind the wing with a bounded length. The strength of these vortices, which are extremely stable, is due to the lift force [1]. That is the reason why this phenomenon is especially relevant during take-off and landing operations. In these situations, when aircraft are departing from or arriving to the airport runways, the following aircraft might feel two counter-rotating vortices which remain long time under normal environmental conditions. Unfortunately, this huge rotation of airflow patterns always destabilizes the following aircraft. Consequently, trailing vortices have a mighty influence on the air traffic control of airport runways, and they have justified the research interest in this topic since the 1960's [2]. However, aeronautical engineers are still searching for different technological strategies to breakdown these wingtip vortices.Short-Term Postdoctoral Stay of Talent Attraction Plan of Andalucía TECH ICE. Universidad de Málaga. Campus de Excelencia Internacional Andalucía Tec

What Types of Predictive Analytics are Being Used in Talent Management Organizations?

[Excerpt] Talent management organizations are increasingly deriving insights from data to make better decisions. Their use of data analytics is advancing from descriptive to predictive and prescriptive analytics. Descriptive analytics is the most basic form, providing the hindsight view of what happened and laying the foundation for turning data into information. More advanced uses are predictive (advanced forecasts and the ability to model future results) and prescriptive (“the top-tier of analytics that leverage machine learning techniques … to both interpret data and recommend actions”) analytics (1). Appendix A illustrates these differences. This report summarizes our most relevant findings about how both academic researchers and HR practitioners are successfully using data analytics to inform decision-making in workforce issues, with a focus on executive assessment and selection