ORIENTATION: Today, industries and academic institutions across different continents, including those in South Africa, compete for the same talent, which presents the most valuable asset of an organisation. The surge in talent rivalry means that employers need to adopt strategies to distinguish themselves from their rivals. RESEARCH PURPOSE: The aim of this study was to develop a conceptual model to better understand how talent management (TM) creates value for higher education institutions. MOTIVATION FOR THE STUDY: Talent management research is primarily built around an exclusive approach to TM, yet how it works in practice and is implemented, conceived and developed in higher education, remains unclear. Hence, this study is needed to understand how integrated TM fosters competitive advantage in higher education institutions. RESEARCH APPROACH/DESIGN AND METHOD: A quantitative research method was, by means of a questionnaire. Primary data were collected from 265 academics across three universities in South Africa. The data were analysed using the Statistical Package for the Social Sciences and Analysis of Moment Structures. MAIN FINDINGS: The results revealed that integrated TM practices (i.e. talent attraction, development and retention) positively contributed to sustainable competitive advantage of higher education institutions. PRACTICAL/MANAGERIAL IMPLICATIONS: The study provides a better understanding of the role of integrated TM in improving competitive advantage. Also, the study will help shape the policy-making process on TM in higher education institutions. CONTRIBUTION/VALUE-ADD: This study adds value to TM literature by designing a conceptual model for higher education institutions to achieve sustainable competitive advantage.

ORIENTATION: Although talent is a strategic asset for achieving organisational success, most higher education institutions (HEIs) struggle to attract talented academics required to compete RESEARCH PURPOSE: The primary purpose of this study was to examine talent attraction practices that create a competitive advantage for South African HEIs MOTIVATION FOR THE STUDY: The study was necessary to enhance the competitiveness of HEIs through talent attraction practices such as recruitment and selection, job analysis and employer branding RESEARCH APPROACH/DESIGN AND METHOD: The concurrent mixed-methods approach was used to analyse the quantitative and qualitative data independently. A sample size of 347 was selected from three South African HEIs. However, the data were collected from only 277 respondents using questionnaires (265) and interviews (12). The quantitative data were analysed using Statistical Package for the Social Sciences (version 27.0) and Analysis of Moment Structures (version 29.0). The qualitative data were analysed using thematic analysis MAIN FINDINGS: The quantitative results showed a significant positive relationship between recruitment and selection, job analysis, employer branding and competitive advantage. The qualitative findings confirmed that talent attraction strategies created a competitive advantage for HEIs by hiring highly talented employees PRACTICAL/MANAGERIAL IMPLICATIONS: The research findings could be a viable tool to create value for HEIs by adopting different talent attraction strategies to acquire highly talented employees CONTRIBUTION/VALUE-ADD: This study sheds more light on the talent attraction practices that create value for HEIs

Abstract Companies have greater difficulty attracting and retaining millennial talent increasingly present in agri-food organizations. This article will describe the job expectations and priorities of those who are part of this group. The results arise from an exploratory, non-experimental, descriptive study that was carried out through surveys of people born between 1982 and 1994, graduated or about to graduate from the Agrarian Sciences and Veterinary Sciences careers of the Universidad Nacional del Litoral. The characteristics sought by Millennials are detailed below, in addition to providing useful analysis tools for the definition of human capital policies in companies in the sector.

Resumen Las empresas tienen mayor dificultad para atraer y retener talento perteneciente a la generación de los Millennials, cada vez más presentes en las organizaciones agroalimentarias. En el presente artículo se describirán las expectativas laborales y prioridades de quienes forman parte de este grupo etario. Los resultados surgen de un estudio tipo exploratorio no experimental, descriptivo que se realizó mediante encuestas a personas nacidas entre el año 1982 y 1994, egresados o próximos a egresar de las carreras de Ciencias Agrarias y Ciencias Veterinarias de la Universidad Nacional del Litoral. A continuación, se detallan las características buscadas por los Millennials, además de brindar herramientas de análisis útiles para la definición de políticas de capital humano en las empresas del sector.

ABSTRACT The aim of the paper is to identify the dimensions of the Internal Marketing that contributes to business resilience and social inclusion. Marketing is approached as a tool for social transformation. The documentary and data analysis focused on the relevant theoretical and practical models proposed in the last decades. It concludes with the proposal of four dimensions of internal marketing that stimulate business resilience and social inclusion wich are: 1) the attraction and development of talent through the competitiveness of the workplace; 2) organizational change; 3) leadership development and empowerment; and 4) communication for the exchange of knowledge and motivation.

RESUMEN El objetivo del artículo es identificar las dimensiones del marketing interno que contribuyen a la resiliencia empresarial y a la inclusión social. El análisis documental y de datos se centró en los modelos teóricos y prácticos propuestos en los últimos cuarenta años. Se concluye con cuatro dimensiones del marketing interno que favorecen a la resiliencia empresarial y a la inclusión social: El objetivo del artículo fue identificar las dimensiones del marketing interno que contribuyen a la resiliencia empresarial y a la inclusión social. Se abordó al Marketing como una herramienta para la transformación social. El análisis documental y de datos se centró en los modelos teóricos y prácticos propuestos en los últimos cuarenta años. Se concluyó con cuatro dimensiones del marketing interno que favorecen a la resiliencia empresarial y a la inclusión social: 1) atracción y desarrollo de talento; 2) cambio organizacional; 3) Lideraqzgo y empoderamiento; 4) comunicación para la creación del conocimiento y la motivación.

ORIENTATION: The consultancy industry globally has witnessed a paradigm shift over the past few years in terms of its nature, employee turnover and attraction and retention of talent. These changes have posed a challenge because the industry struggles to attain commitment from their employees. RESEARCH PURPOSE: To explore strategies to retain talent whilst ensuring performance in a consulting firm based in the south of Johannesburg, Gauteng province, South Africa. MOTIVATION FOR THE STUDY: Currently there is limited research on strategies to retain talent and enhance employee performance within the consultancy industry in South Africa. Exploring the experiences and views of consultants can assist consulting firms to develop effective retention strategies to retain talent whilst enhancing employee performance. RESEARCH DESIGN, APPROACH AND METHOD: A qualitative research method was adopted in this study. Semi-structured interviews were used to gather data. Thematic analysis was employed to identify patterns of meaning across the data set. Data coding was conducted on the themes that were identified. Different categories and subcategories were identified and analysed to determine themes and findings. Data collected were analysed and interpreted for meaningful conclusions. A non-probability sampling procedure was employed using purposive sampling. The sample included men and women, between 25 and 60 years of age, with a minimum of 5 years' experience as consultants in the consultancy industry in Gauteng. MAIN FINDINGS: The findings show the following strategies to retain consultants in the consulting industry: (1) rewards, (2) work-life balance, (3) performance management system, (4) improved training and development, (5) employee recognition and (6) career progression opportunities PRACTICAL/MANAGERIAL IMPLICATIONS: The findings of this study can be used by human capital managers to develop reward systems that will enhance employee performance and retain consultants. CONTRIBUTION/VALUE-ADD: This study provided important practical guidelines that could be used by consulting firms to develop and implement retention strategy valued by consultants.

Abstract: This research study analyses the most valued job attraction and retention factors of senior students and recent graduates from three business schools in the Maule region (Chile). This research has a non-experimental quantitative approach and a descriptive design. The employer attractiveness scale was used to quantify the different factors. The results indicate that future collaborators value the knowledge of the employer brand. There are also differences in the assessment of factors by gender. Women give more importance to growth, development, and recognition while men value a more innovative, dynamic, and competitive work environment. In addition, senior students appreciate a more innovative, creative, and socially responsible work environment. In conclusion, talent attraction and retention processes are updated by considering within their strategies the needs of new generations and the differences of employer attraction by gender.

Resumen: Este estudio analiza los factores de atracción y retención laboral más valorados por alumnos de último año y recién egresados de las tres principales facultades de negocio de la región del Maule (Chile). Esta investigación tiene enfoque cuantitativo no experimental y diseño de carácter descriptivo. Para medir se utilizó la escala de atractivo del empleador. Los principales resultados indican que, 1) los futuros colaboradores valoran el conocimiento de marca del empleador; 2) existen diferencias en la valoración de los factores por género, mientras las mujeres relevan el crecimiento, desarrollo y reconocimiento, los hombres valoran más un ambiente de trabajo innovador, dinámico y competitivo; y 3) quienes aún no egresan, aprecian más los trabajos innovadores, creativos y responsables socialmente. Las conclusiones apuntan a actualizar los procesos de atracción y retención de talentos, considerando en sus estrategias las necesidades de las nuevas generaciones y las diferencias del atractivo del empleador por género.

Abstract: The construction of vocational interests of young people who participate in a preparation program to continue studies of pedagogy at the Universidad Católica del Maule, Chile are discussed and analyzed. The research uses a mixed sequential exploratory design. From a sequential explanatory mixed perspective, a battery of vocational tests was applied to the students entering the Talent Attraction Program in Pedagogy (APP) during the year 2017, and semi-structured interviews were applied to the students who presented greater variations in the test results. Among the factors that strengthen the vocational interest are the training challenges of the program, with special appreciation of the training experiences that connect them with significant social referents such as teachers with outstanding professional careers. It is concluded that the participation of students in preparation programs to access pedagogies, contributes to strengthen the decision to opt for teaching.

Resumen: Se analiza y discute sobre la construcción de intereses vocacionales de jóvenes que participan de un programa de preparación para continuar estudios de pedagogía en la Universidad Católica del Maule, Chile. Este estudio contempló un diseño mixto explicativo secuencial. Se aplicó un pre y post test vocacional a los estudiantes que ingresaron al Programa de Atracción de Talentos en Pedagogía durante el año 2017 y se desarrollaron entrevistas semiestructuradas con aquellos estudiantes que presentaron mayores variaciones en los resultados del test. Entre los factores que fortalecen el interés vocacional los estudiantes señalan desafíos formativos del programa, con especial valoración de las experiencias formativas que los conectan con referentes sociales significativos como son los docentes con trayectorias profesionales destacadas. Se concluye que la participación de estudiantes en programas de preparación para acceder a pedagogías contribuye a fortalecer la decisión de optar por la docencia.

Abstract: In this paper, we seek to determine the impact of violence and public insecurity on the competitiveness of the states in México. The starting point is the definition of competitiveness given by Imco. Panel data is applied to three models with different dependent variables: gross fixed capital formation, human talent and Imco adjusted index. Information for 2009-2012 is used. The independent variables represent objective insecurity, municipal and state institutional efficiency and confidence in the administration of state justice. We conclude that public insecurity has affected the attraction of investment and human talent and the competitiveness processes in most states.

Resumen: El objetivo de esta investigación es determinar el impacto de la inseguridad pública y la violencia en la competitividad de las empresas instauradas en las entidades federativas, a partir de la definición del Instituto Mexicano para la Competitividad (Imco). Se aplica panel de datos a tres modelos con diferentes variables dependientes: formación bruta de capital fijo, talento humano e índice Imco ajustado. La información que se utiliza corresponde al periodo 2009-2012. Las variables independientes representan inseguridad objetiva, eficiencia institucional municipal y estatal, así como confianza en la procuración de justicia estatal. Se concluye que la inseguridad ha impactado en los procesos de inversión, de la formación y la atracción de talento humano en la mayoría de las empresas de las entidades federativas.

Given the relevance of the need to manage parallel careers to attract and retain people in organizations, this paper provides insight into this phenomenon from an organizational perspective. The parallel career concept, introduced by Alboher (2007) and recently addressed by Schuiling (2012), has previously been examined only from the perspective of the parallel career holder (PC holder). The paper provides insight from both individual and organizational perspectives on the phenomenon of parallel careers and considers how it can function as an important tool for attracting and retaining people by contributing to human development. This paper employs a qualitative approach that includes 30 semi-structured one-on-one interviews. The organizational perspective arises from the 15 interviews with human resources (HR) executives from different companies. The individual viewpoint originates from the interviews with 15 executives who are also PC holders. An inductive content analysis approach was used to examine Brazilian companies and the Brazilian office of multinationals. Companies that are concerned about having the best talent on their teams can benefit from a deeper understanding of parallel careers, which can be used to attract, develop, and retain talent. Limitations and directions for future research are discussed.

A motivação é considerada um dos fatores mais importantes que preocupam aos administradores das empresas e aos responsáveis de marketing. Este artigo procura dar resposta a como, quando e até onde motivar aos empregados das empresas, segundo as idéias de Herzberg e Maslow. Através de três categorias de motivação e um anexo especial de segmentação de estas categorias, se procurará dar resposta a estes interrogantes. Outro ponto importante que analisa o artigo -em relação à motivação- é o debate sobre a dicotomia representada pelo homo economicus, aquele que racionaliza todas suas decisões, em função da equação custo-benefício, versus o homo-socialis, que tomará suas decisões baseado no seu sentido de pertencia, de reconhecimento, de poder. Esta análise ao igual que as teorias antes referidas, forma parte da base conceitual desta proposta. A idéia central do artigo é estabelecer uma Hierarquia de Necessidades e Motivações aplicada exclusivamente aos Recursos Humanos. Também se procurará realizar uma Segmentação dos empregados das diferentes organizações. Os melhores resultados não poderão lograr-se com capacitações e benefícios aleatórios, senão estabelecendo um verdadeiro programa de Desenvolvimento Estratégico do Pessoal Talentoso, principal ativo intangível e escaso das organizações desta era. Nosso objetivo é brindar, então, uma ferramenta de ajuda para lográ-lo.

Motivation is considered one of the most important factors both for the directors of companies, such as those responsible for Marketing. The importance of motivation will not be questioned in the following lines, but making use of the ideas of two great thinkers of the stature of Herzberg and Maslow, seek an answer to how, when and to what motivate our staff. Using three categories of motivation and a special segmentation of these categories, we will answer the above questions. Another important point we will discuss it is the frequent discussion on the dichotomy represented by homo economicus, the one that streamlines all its decisions based primarily on a cost-benefit equation, versus homo - socialist, who will make their decisions based on their sense of belonging, recognition and power. This analysis, like the aforementioned theories, is part of the conceptual basis of this proposal. The central idea of this article is based on the analysis of these concepts and theories, to establish a hierarchy of needs and motivations applied only to Human Resources. Also will try to hold a "segmentation" of personnel from different organizations. The best results can not be achieved through training and benefits, but by establishing a genuine program of Talented Staff Strategic Development, the leading intangible asset in present organizations. Our goal then is to provide a tool to help to achieve this.

La motivación es considerada uno de los factores más importantes que desvela, tanto a los Administradores de las empresas, como a los responsables de Marketing. La importancia de la motivación, no será cuestionada en las siguientes líneas, sino que dando uso a las ideas de dos grandes pensadores de la talla de Herzberg y Maslow, buscaremos una respuesta al cómo, cuándo y hasta dónde motivar a nuestro personal. Por medio de tres categorías de motivación y un anexo especial de segmentación de estas categorías, daremos respuesta a los anteriores interrogantes. Otro punto de importancia que vamos a analizar con respecto al tema de la Motivación en los trabajadores, lo constituye el debate frecuente sobre la dicotomía representada por el homo economicus, aquél que racionaliza todas sus decisiones, en función principalmente de una ecuación costo-beneficio, versus el homo-socialis, quien tomará sus decisiones basado en su sentido de pertenencia, de reconocimiento, de poder. Este análisis, al igual que las teorías antes referidas, forma parte de la base conceptual de esta propuesta. La idea central del presente artículo es, basándonos en el análisis de estos conceptos y valiosas teorías, establecer una Jerarquía de Necesidades y Motivaciones aplicada exclusivamente a los Recursos Humanos. Asimismo se buscará realizar una "Segmentación" del personal de las diferentes organizaciones. Los mejores resultados no podrán lograrse con capacitaciones y beneficios aleatorios, sino estableciendo un verdadero programa de Desarrollo Estratégico del Personal Talentoso, principal activo intangible y escaso de las organizaciones de esta era. Nuestro objetivo entonces es brindar una herramienta de ayuda para lograrlo.

Este artículo tiene por objeto proponer estrategias de mercadeo para las pequeñas y medianas empresas del sector servicios turísticos ubicadas en la Península de Paraguaná, Estado Falcón, las cuales constituyen un factor clave para el desarrollo de la región. Para lograrlo se utilizó una metodología de tipo descriptivo con un diseño no experimental de campo. La población estuvo comprendida por las PyME´s del sector en estudio dedicadas a actividades de alojamiento, adscritas al Régimen Aduanero de Zona Libre, representadas por un total de dieciocho empresas. Los resultados permitieron formular estrategias de mercadeo, las cuales se clasifican dentro de las siguientes categorías: modificación de los servicios existentes, fijación de precios de descuento, atracción y distribución intensiva. Se concluye que las PyME’s objeto de la investigación cuentan con recursos internos identificados como fortalezas, tales como la capacidad directiva, el talento humano y la capacidad competitiva. Dichos recursos aunados con las estrategias planteadas en este estudio permitirán direccionar estratégicamente a estas empresas con el propósito de alcanzar sus objetivos, lo cual contribuirá al desarrollo de este sector y por consiguiente al de la región de Paraguaná.

The purpose of this article is to propose marketing strategies for small and medium-sized businesses in the tourist services sector located on the Paraguaná Peninsula, in the State of Falcón, as they constitute a key factor for the region’s development. To achieve this, descriptive methodology was used with a non-experimental fieldwork design. The population consisted of the sector’s small and medium-sized businesses mentioned in a study dedicated to lodging activities and registered with the Free Zone Customs Regime; a total of eighteen companies were represented. Results permitted the formulation of marketing strategies classified into the following categories: modification of existing services, fixing of discount prices, attraction and intensive distribution. It was concluded that the small and medium-sized businesses which were the object of investigation have internal resources identified as strengths, such as directive capacity, human talent and competitive capacity. These resources, along with the strategies outlined in this study, will permit strategic guidance of these companies toward their objectives, which will contribute to the development of this sector and consequently, to the development of the Paraguaná region.