En el contexto de las asociaciones sociales privadas en Lima Metropolitana, la gestión eficiente del talento humano emerge como un factor crucial que influye directamente en el desempeño laboral. Estas organizaciones, al enfrentar desafíos únicos y contribuir al progreso social, requieren de una comprensión de cómo la gestión del talento afecta a sus objetivos específicos. Este estudio se propuso determinar la correlación entre la gestión del talento humano y el desempeño laboral en las asociaciones sociales privadas de la región. Se llevó a cabo una investigación cuantitativa de naturaleza correlacional mediante un enfoque transversal, empleando una muestra compuesta por 157 trabajadores de tres asociaciones sociales privadas. La recopilación de datos se realizó a través de encuestas, respaldadas por dos herramientas de evaluación específicas, diseñadas ad hoc para las variables en estudio. Los resultados resaltaron la presencia de una correlación positiva moderada (Rho de Spearman = 0,299) (p=0.000) p es menor que 0.05) entre las variables. En conclusión, el estudio demostró la existencia de correlación positiva moderada entre la gestión del talento humano y el desempeño laboral en las asociaciones sociales privadas.

In the context of private social associations in Metropolitan Lima, the efficient management of human talent emerges as a crucial factor that directly influences job performance. By facing unique challenges and contributing to social progress, these organizations require an understanding of how talent management affects their specific goals. This study aimed to determine the correlation between human talent management and job performance in private social associations in the region. Quantitative research of a correlational nature was carried out through a cross-sectional approach, using a sample of 157 workers from three private social associations. The data was collected through surveys, supported by two specific evaluation tools, designed ad hoc for the variables under study. The results highlighted the presence of a moderate positive correlation ((Spearman's Rho = 0.299) (p=0.000) p is less than 0.05) between the variables. In conclusion, the study demonstrated a moderate positive correlation between human talent management and job performance in private social associations.

No contexto das associações sociais privadas da Região Metropolitana de Lima, a gestão eficiente do talento humano surge como um fator crucial que influencia diretamente o desempenho no trabalho. Estas organizações, ao enfrentarem desafios únicos e contribuírem para o progresso social, exigem uma compreensão de como a gestão de talentos afeta os seus objetivos específicos. Este estudo teve como objetivo determinar a correlação entre a gestão de talentos humanos e o desempenho profissional em associações sociais privadas da região. Foi realizada uma investigação quantitativa, de natureza correlacional, com abordagem transversal, utilizando uma amostra composta por 157 trabalhadores de três associações sociais privadas. A recolha de dados foi realizada através de inquéritos, apoiados em dois instrumentos de avaliação específicos, desenhados ad hoc para as variáveis ​​em estudo. Os resultados destacaram a presença de correlação positiva moderada (Rho de Spearman = 0,299) (p=0,000) p é menor que 0,05) entre as variáveis. Concluindo, o estudo demonstrou a existência de uma correlação positiva moderada entre a gestão do talento humano e o desempenho profissional nas associações sociais privadas.

BACKGROUND: In the realm of talent acquisition and supply chain management (SCM), the establishment of a standardised competency framework is pivotal. However, a lack of consensus in the supply chain management literature persists regarding the prioritisation of competencies for SCM professional recruitment in South Africa. This necessitates a re-evaluation of SCM competencies to align with the dynamic business environment. OBJECTIVES: To understand the competencies necessary for supply chain professionals in South Africa's SCM job market to inform curriculum development for the training of supply chain profession at higher education institutions. METHOD: A qualitative, grounded theory approach was followed. Content analysis was conducted on 29 SCM job advertisements posted on various employment agents' websites. Atlas was then used to create codes and code groups and themes describing the SCM job market needs and expectations. RESULTS: While technical competencies maintain their significance, strategic thinking and cognitive capabilities are increasing in their importance compared with interpersonal skills in the SCM job market. CONCLUSION: The required competencies for SCM roles are evolving, with an increasing emphasis on strategic and cognitive skills rather than just technical abilities. Interpersonal competencies, although still important, are becoming less crucial. Training institutions should adjust their curricula to ensure well-rounded SCM professionals. CONTRIBUTION: The literature reflecting the fast evolving nature of SCM competencies is sparse. This study challenges the prevailing narrative that emphasizes technical and interpersonal competencies thereby opening new pathways for curriculum development and professional training of SCM professionals.

BACKGROUND: Government organisations have realised the potential to derive value from Big Data (BD) and need to adopt BD. Currently, South African governmental organisations have not fully committed to adopting BD because they are unsure if they are adequately equipped, and additional empirical research is required to understand the salient factors that influence BD adoption. OBJECTIVES: This research investigates the factors influencing the adoption of BD at a government organisation in the Western Cape, South Africa. METHOD: This study adopted a qualitative research approach, using semi-structured interviews and snowball sampling to collect data from 11 participants at a government organisation in the Western Cape. Participants provided informed consent and it uses a thematic analysis approach to analyse the data. RESULTS: The technology-organisation-environment (TOE) framework was used to study the factors influencing BD adoption at government organisations. Seventeen factors were identified, the majority in the organisational context of TOE framework. The salient factors were identified as top management support, finance, and budget, skills and talent and organisational strategy. CONCLUSION: The study found 17 factors that influence the adoption of BD at this government organisation and provides recommendations on how to address those factors to ensure that BD is adopted successfully. CONTRIBUTION: This study presents empirical evidence of the factors that influence BD adoption in government organisations. By considering these factors, government organisations can integrate and synergise IT and business to ensure that the core business of government, which is service delivery to the citizens, is achieved competently by harnessing the potential of BD.

ORIENTATION: Public sector organisations in South Africa, including educational institutions, experience high employee turnover. There is a general need for public sector organisations to retain valuable talent RESEARCH PURPOSE: This study aimed to explore the reasons behind turnover intentions at the government education council MOTIVATION FOR THE STUDY: Studies on employee turnover in the public sector focused on government departments and municipalities, with a scarcity of research studies on government education councils RESEARCH APPROACH/DESIGN AND METHOD: An exploratory qualitative research approach was followed which allowed for the usage of semi-structured interviews to collect data from employees (N = 11). Data were analysed using content analysis. The inductive coding method was used to get to themes and subthemes MAIN FINDINGS: Employees may leave the government education council because of the micromanagement leadership styles, lack of trust by management, inadequate communication, poorly implemented performance management system, persistent workload, low pay and lack of work-life balance. However, they currently remain within the employment of the council because of its reputation, sense of belonging (teamwork), conducive work environment and career growth prospects PRACTICAL/MANAGERIAL IMPLICATIONS: The government education council should promote autonomy and prioritise leadership skills, team building and other interventions to enhance trust, communication and work-life balance. The government education council should ensure the buy-in of the performance management system and its remuneration policy by employees CONTRIBUTION/VALUE ADD: This study's findings provide insights into the turnover intentions of employees at the government education council and then assist the organisation in strengthening its retention strategies

ORIENTATION: This study is a response to the challenges faced by a rail, port and pipeline company in South Africa when managing succession planning, self-leadership and turnover intention RESEARCH PURPOSE: The study aimed to determine if succession planning was the mediating variable between self-leadership and turnover intention in a state-owned enterprise MOTIVATION FOR THE STUDY: The study's findings may assist public entities in prioritising succession planning and self-leadership development initiatives RESEARCH APPROACH/DESIGN AND METHOD: The study adopted a quantitative approach and a cross-sectional survey research design within positivism. Data were gathered using a structured existing questionnaire that was distributed and the response rate was 78.67%. The reliability of the questionnaire was 09.222 which was an indication that the internal consistency was in order. Data were analysed by using correlation and multiple regression analysis MAIN FINDINGS: The study found that self-leadership was a marginally significant predictor of turnover intention. A large proportion of the sample was drawn from respondents working in Johannesburg whose views might not correspond with those of employees from other areas PRACTICAL/MANAGERIAL IMPLICATIONS: The findings of the study offer government policymakers the opportunity to develop policies that enhance self-leadership, promote succession planning, reduce the intention to leave among employees and incentivise the process CONTRIBUTION/VALUE-ADD: The body of knowledge was expanded in the sense that succession planning was found to be the mediating variable in the relationship between self-leadership and turnover intention

ORIENTATION: South African higher education institutions (HEIs) face significant challenges in attracting and retaining younger-generation academics. This results in a critical shortage of a talented pool of scholars required for succession and the sustainability of HEIs over the longer term. RESEARCH PURPOSE: This study aimed to explore the factors affecting the retention of millennial academics in South Africa. MOTIVATION FOR THE STUDY: The retention of millennial academics is essential to the success of HEIs. Research on the factors affecting the retention of this cohort of academics is scarce despite their growing importance in sustainable HEI practice. RESEARCH APPROACH/DESIGN AND METHOD: The study adopted a cross-sectional qualitative research approach using semi-structured interviews to collect the data. The sample included 14 millennial academics representing various public HEIs in South Africa. Thematic analyses were applied to analyse the data. MAIN FINDINGS: The findings showed that five factors should be considered to retain millennial academics: career and growth opportunities, work environment, rewards, leadership and work-life balance. PRACTICAL/MANAGERIAL IMPLICATIONS: The study concluded that an integrated talent retention strategy should be developed that, at a minimum include opportunities for career development, employee growth, healthy employee-employer relationships, employee support and market-related compensation to retain millennial academics. CONTRIBUTION/VALUE-ADD: This research contributes to the limited knowledge of the factors affecting the retention of millennial academics.

RESUMEN En el entorno empresarial actual, la gestión efectiva del talento humano se ha convertido en un elemento fundamental para el éxito y la competitividad de las organizaciones. En este contexto, la caracterización de las competencias laborales del personal se presenta como un factor clave en la gestión administrativa, ya que proporciona una base sólida para la identificación, evaluación y desarrollo del talento. El proposito del trabajo investigativo fue caracterizar las competencias laborales identificando y describiendo aquellas que identifican al perfil profesional del administrativo, ademas de las habilidades, conocimientos y comportamientos necesarios para desempeñar de manera eficiente y efectiva los roles y responsabilidades dentro de una organización. El objetivo del estudio se alcanzó bajo el criterio del diseño de tipo descriptivo e interpretativo los mismos que permitieron conformar una estructura lógica para la organización de los datos respecto a las competencias del profesional en administración. Como resultado se plantea que las competencias pueden variar según el nivel jerárquico, el tipo de sector de la organización (publica o privada) y las características del puesto de trabajo.

ABSTRACT In today's business environment, the effective management of human talent has become a fundamental element for the success and competitiveness of organisations. In this context, the characterisation of the labour competencies of personnel is presented as a key factor in administrative management, as it provides a solid basis for the identification, evaluation and development of talent. The purpose of the research work was to characterise the work competencies by identifying and describing those that identify the professional profile of the administrative staff, as well as the skills, knowledge and behaviours necessary to efficiently and effectively perform the roles and responsibilities within an organisation. The objective of the study was achieved under the criteria of a descriptive and interpretative design, which allowed a logical structure to be created for organising the data on the competences of the administrative professional. As a result, it is proposed that competences may vary according to the hierarchical level, the type of sector of the organisation (public or private) and the characteristics of the job position.

ABSTRACT Objective: To describe the challenges of care management of nursing professionals. Methodology: This research work is developed from a quantitative approach with a descriptive methodology with non-experimental design, which is supported by documentary-bibliographic analysis. A research process was organized in which the study population was based primarily on written documents such as theses, peer-reviewed journals and scientific articles. In conclusion: The challenges faced by nursing professionals in the management of care at this time involve economic, social and political aspects in a world in constant change, where technology plays a great role in improving inter-hospital services as a communication network, improvements in working conditions, incorporation of new human talent and reducing the deficiency worldwide, strengthening and rethinking of training plans and nursing studies.

RESUMEN Objetivo: Describir los desafíos de la gestión del cuidado de los profesionales de enfermería. Metodología: El presente trabajo investigativo se desarrolla desde un enfoque cuantitativo con una metodología descriptiva con diseño no experimental, la cual se apoya en el análisis documental-bibliográfico. Se organizó un proceso investigativo en donde la población de estudio se basó, primordialmente, en documentos escritos como tesis, revistas arbitradas y artículos científicos. En conclusión: Los desafíos a los que se enfrentan los profesionales de enfermería en la gestión del cuidado, en esta época involucran el aspecto económico, social y político en un mundo en constantes cambios, en donde la tecnología juega un gran papel que permite mejorar los servicios inter hospitalarios como red de comunicación, mejoras en las condiciones laborales, incorporación de nuevo talento humano y disminución en la deficiencia a nivel mundial, fortalecimiento y replanteamiento de los planes de formación y estudio de enfermería.

RESUMO A presente investigação expõe os resultados da análise do ciclo de vida do trabalho policial, que se inicia com a incorporação e se estende até a obtenção da designação de aposentadoria, uma vez que o funcionário cumpre o tempo de serviço estipulado em lei. Aspectos como incorporação, previdência, saúde, educação e aposentadoria de talentos humanos foram analisados, com base nas informações de 169.529 servidores públicos, cadastrados no Sistema de Informação para Administração de Talentos Humanos [SIATH], obtidos por meio do software Oracle Discoverer. Foi utilizado um desenho quantitativo de âmbito descritivo e não experimental transversal. Os resultados mostram que a instituição definiu um ciclo de vida do trabalho policial em que, com base na missão das cinco Diretorias Administrativas (Talento Humano, Incorporação, Educação, Assistência Social e Saúde), o ser humano se desenvolve plenamente. Da mesma forma, é evidente o trabalho articulado de cada unidade que integra a Direção de Talentos Humanos, consolidando o capital intelectual policial como um valor estratégico institucional.

ABSTRACT The present investigation exposes the results of the analysis of the police work life cycle, which begins with the incorporation and extends until the achievement of the retirement assignment, once the official completes the service time stipulated by law. Aspects such as incorporation, welfare, health, education and retirement of human talent were analyzed, based on the information of 169529 public servants, registered in the Information System for the Administration of Human Talent [SIATH], obtained through Oracle software Discoverer. A quantitative design with a descriptive scope, not a cross-sectional experimental one, was used. The results show that the institution has defined a police work life cycle in which, based on the mission of the five Administrative Directorates (Human Talent, Incorporation, Education, Social Welfare and Health), the human being is fully developed. In the same way, the articulated work of each unit that integrates the Direction of Human Talent is evident, consolidating the police intellectual capital as an institutional strategic value.

RESUMEN En el presente estudio se exponen los resultados del análisis del ciclo de vida laboral policial, el cual inicia con la incorporación y se extiende hasta la consecución de la asignación de retiro, una vez el funcionario cumpla el tiempo de servicio estipulado por la ley. Se analizaron aspectos tales como, incorporación, bienestar, sanidad, educación y retiro del talento humano, a partir de la información de 169529 servidores públicos, registrada en el Sistema de Información para la Administración del Talento Humano [SIATH] y la cual se obtiene mediante el software Oracle Discoverer. Se utilizó un diseño cuantitativo con alcance descriptivo, no experimental transversal. Los resultados evidenciaron que la Institución tiene definido un ciclo de vida laboral policial en el que a partir de la misionalidad de las cinco Direcciones Administrativas (Talento Humano, Incorporación, Educación, Bienestar Social y Sanidad) se logra desarrollar de manera integral el ser humano. De igual manera, se hace evidente el trabajo articulado de cada unidad que integra el Direccionamiento del Talento Humano, consolidado el capital intelectual policial como valor estratégico institucional.

BACKGROUND: More often than not, organisations are stunned when there is a disjuncture between performance targets and outcomes. Companies seldom appraise the relationship and impact of their training practices on workforce performance. Consequently, they miss out on the crucial sustainable competitive advantage to be derived from these deliberate intervention procedures PURPOSE OF THE STUDY: The main aim of this paper was to investigate the impact of training and development (T) practices on employee performance at Inyatsi Construction DESIGN/METHODOLOGY/APPROACH: A positivist method, i.e., a quantitative research approach, was adopted, and a survey to purposively collect data from a (n=129) stratified sampled population was conducted on different branches of Inyatsi Construction in three different countries, with T practices being the independent variable and employee performance the dependant variable. Descriptive statistic tools, SPSS, were applied to the questionnaire's responses to gauge the reliability of all the constructs for Cronbach's Alpha value greater than 0.700, indicating the reliability of the instrument FINDINGS/RESULTS: The main linear regression analysis findings revealed a significant correlation between (i) T practices and employee performance, (ii) organizational intentions and T practices (iii) specific employee development needs and T and finally (iv) between employee key performance areas and T RECOMMENDATIONS/VALUE: The study shared empirical evidence of a significantly positive relationship between training practices and employee performance. Aligning human capital development needs with training practices is a potent ingredient for employee commitment, engagement and sustainable competitive advantage MANAGERIAL IMPLICATIONS: It is hoped that these findings will assist not only management at Inyatsi Construction but organisations, in general, to view and engender investment in human capital as part of their HR strategic goals, specifically efficient talent management towards a sustainable competitive advantage ORIGINAL VALUE/CONTRIBUTIONS: The crafting of a customised T practice, together with empirical evidence of its effect on employee performance, for similar organisations operating in developing economies JEL CLASSIFICATION: M54

BACKGROUND: South African public sector efforts to employ people with disabilities (PWDs) in the post-apartheid have been less successful, resulting in a poor transformation record during the past 27 years (1994-2021) due to the failure to integrate PWDs into mainstream employment in government departments. OBJECTIVE: The objective of this article is to identify and highlight some of the barriers to the employability of PWDs in the South African public service. METHOD: The research was framed as a case study within the transformative research paradigm. A typical department in the Western Cape provincial government was selected for the study. In-depth interviews were conducted with selected top managers within the Western Cape provincial government. Convenience sampling technique of the purposive sampling method was adopted to select targeted respondents (n = 10). Thematic analysis was employed to condense the data collected into a small number of significant themes. Atlas.ti version 7 was also used to enhance the analysis. RESULTS: The study found, among others, that there are conceptual, infrastructural, managerial and organisational factors affecting the employability of PWDs in mainstream public service. CONCLUSION: The study concludes that barriers to the socio-economic progression of PWDs, including infrastructural and psychosocial factors, continue to prevail and cause the socio-economic marginalisation of PWDs. CONTRIBUTION: The study contributes towards efforts aimed at the inclusion of PWDs in the workplace by offering both internal and society-wide actions. Internally, successful inclusion of PWDs involves eliminating barriers, removing bureaucracy, initiating management development for disability matters, introducing appropriate talent development measures, and implementing collaborative management of PWDs. External or society-wide measures include campaigns to demystify disability and change attitudes, engage society structures, and improve societal knowledge of disability.

ORIENTATION: Understanding the components for an academic career management intervention programme, to enable the development of the required academic pipeline to achieve the strategic objectives of higher education institutions RESEARCH PURPOSE: A consensus view across subject experts for a career management intervention programme to enable the progression of academic careers MOTIVATION FOR THE STUDY: While academic career literature captures an array of normative designs of career management programmes to cultivate the required academic talent consortium, literature indicates a lack of a comprehensive and systematic approach for career management to provide a framework for successfully managing academic careers. RESEARCH DESIGN, APPROACH AND METHOD: A modified Delphi technique was employed, by presenting an expert panel with the findings of a broader research project to initiate the consensus-seeking methodology - a systematic approach to obtain concordance on the experts' opinions through two rounds of structured questionnaires. MAIN FINDINGS: The identified components are structured and presented in five main themes (categories), including: (1) institutional, (2) individual, (3) overlapping, (4) cultural and (5) external. The results show a strong agreement among the experts on the first four categories. The fifth (external) offers the lowest level of agreement, reminding that the higher education system is part of a broader contextual system; it should be understood within its operational context and time PRACTICAL/MANAGERIAL IMPLICATIONS: Offering talent management practitioners and higher education leaders expert observations of the factors to consider while planning and implementing career management intervention programmes to enable academic career progression. CONTRIBUTION/VALUE-ADD: A comprehensive and systematic approach for career management, providing a framework for successfully managing academic careers across the various career stages.

ORIENTATION: Calls exist to understand how talent can be managed especially within the public service. RESEARCH PURPOSE: The research sought to determine the determinants of employee mental health accounting for the role of decent work and organisational citizenship behaviours within the South African public service environment. MOTIVATION FOR THE STUDY: Talent management within the public service has become a crucial focus area. Further, there is a need to explore how such efforts of talent management relate with the promotion of employee well-being. RESEARCH APPROACH/DESIGN AND METHOD: A survey approach utilising a convenience sample was used with the South African public service employees with a sample of 289 respondents. The location of the study was Bisho, in the Eastern Cape province of South Africa. The Statistical Package for Social Science (SPSS) was used for the purpose of analysis with multiple regression and partial least squares (PLS) also utilised. MAIN FINDINGS: The results do not show support for the influence of organisational citizenship behaviour on employee mental health. Further, decent work predicted employee mental health and also had a full mediation on the relationship between organisational citizenship behaviours and mental health. PRACTICAL/MANAGERIAL IMPLICATIONS: Managers, particularly in the public service, where work engagement is so intense, should prioritise decent work and organisational citizenship behaviour when promoting employee mental health. Managers should also take a closer look at how these two constructs influence talent promotion. A focus on these constructs will not only nurture talent but will also produce a highly engaged and committed workforce that will provide the sector with a competitive advantage. CONTRIBUTION/VALUE-ADD: The findings inform an important conversation around addressing the challenges of employee mental health within the organisation. The theoretical and practitioner press could potentially benefit from these findings in addressing such a challenge.

ORIENTATION: The coronavirus disease 2019 (COVID-19) pandemic, concurrent with Fourth Industrial Revolution (4IR), introduces a new work environment and vocabulary that challenges traditional talent management (TM) thought processes, taxonomies, and practices. As a result, we must reconstruct the meanings of workplace talent and TM to ensure business continuity in a disrupted workplace RESEARCH PURPOSE: The main objective of this research was to investigate the current thought processes and meanings associated with the concepts of talent and TM as catalysts for enhancing meaningful work experiences in a volatile workplace MOTIVATION FOR THE STUDY: Research exploring the meaning of talent and TM as a two-way approach in the new world of work is yet forthcoming RESEARCH APPROACH/DESIGN AND METHOD: A literature review was conducted to synthesise a shared comprehension of the meaning of talent and TM in the new work environment and their practical applications MAIN FINDINGS: The findings reveal that the current definitions of talent and TM are ambiguous and contradictory. Consequently, there are numerous dichotomies regarding the most practical method of implementing TM during a crisis. From a multi-value perspective, talent provides valuable insights into how talent and TM practices can be optimised in a world of work characterised by disruption PRACTICAL/MANAGERIAL IMPLICATIONS: Leaders and talent practitioners must reimagine and transform TM practices for sustainable and meaningful individual and organisational impact CONTRIBUTION/VALUE-ADD: This paper provides novel and unique insights into how talent can best be optimised in the new world of work

ORIENTATION: The study investigated the organisational level factors that impact the sustainable operationalisation of talent management. RESEARCH PURPOSE: The study explored the impact and interplay of internal realities and talent choices in determining a fit-for-purpose talent management approach. MOTIVATION FOR THE STUDY: The changes that organisations face have given rise to the need to re-evaluate talent management practices, which remain largely devoid of the potential impact of contextual factors and realities. RESEARCH APPROACH/DESIGN AND METHOD: The qualitative study was conducted in two phases. During the first phase, data were collected from 13 talent management professionals using purposeful sampling and semi-structured interviews. During phase two, the Delphi method was used to validate the findings with an expert panel (n = 8). MAIN FINDINGS: The four broad themes identified through the research relate to: (1) the interplay between organisational factors and internal realities, (2) congruence between the organisational context and talent philosophy in talent management execution, (3) clarity on defining talent and (4) challenges in translating talent philosophies into practices PRACTICAL/MANAGERIAL IMPLICATIONS: Organisational factors and internal realities impact the talent choices that the organisation must make and is reflected in who is defined as talent and how talent is believed to add value. These factors must be considered in talent management execution, by using this as input into the talent management strategy and the basis for prioritising talent management practices. CONTRIBUTION/VALUE-ADD: The study makes a contribution to talent management theory and practice by focusing on organisational factors that impact the successful execution of talent management.