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L'expérience "Talents émergents en santé mondiale": une forme de renforcement intensif des capacités des jeunes chercheurs du Sud Instituut voor Tropische Geneeskunde
Researchers from developing countries, French-speaking nations in particular, are underrepresented in the international biomedical and health literature. Various initiatives seek to address this problem. This article presents the experience of the Emerging Voices for Global Health (EV4GH) program. This initiative provided 52 young researchers from developing countries with intensive skills and content training, with an assortment of ...
Talent management in the Flemish public sector. Positioning the talent management approach of the Flemish Government KU Leuven
This paper presents a short theoretical background of Talent Management in the field of strategic HRM and specifies the characteristics of the public sector with regard to Talent Management. Furthermore, we distinguish two main approaches of Talent management: exclusive and inclusive Talent Management. Exclusive Talent Management is aimed at a specific segment of employees in the organization while inclusive Talent management includes every ...
Reframing Talent Identification as a Status-Organizing Process: Examining Talent Hierarchies in Teams through Data Mining. KU Leuven
We examine how peers form talent appraisals of team members, reframing talent identification as a status-organizing social process. Using decision trees, we modeled configurations of characteristics and behaviors that predicted dominant vs. parallel routes to achieving the status of most talented team member. Across 44 multidisciplinary teams, talent status was most often granted to peers perceived as having both leadership and analytic talent; ...
HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices KU Leuven
© 2019, © 2019 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group. HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this ...
REVENUE SHARING AND ABSOLUTE LEAGUE QUALITY; TALENT INVESTMENT AND TALENT ALLOCATION KU Leuven Universiteit Antwerpen
The war for talent: Hoe je de top 2 procent van je werknemers kan bevoordelen en toch iedereen tevreden houdt KU Leuven
Managers and academics have been locked in debate for the past decade on how talent management is best approached to elicit favourable employee outcomes. Arguments made to alter talent programs to appease employees, however, rest on nothing but mere conjecture. Relevant psychological theories, such as social comparisons, can explain why specific talent management trends will instead lead to negative employee reactions and may actually end up ...
Affective commitment of employees designated as talent: Signalling perceived organisational support Vrije Universiteit Brussel KU Leuven
We examined how perceived organisational support affects the relationship between being designated as talent and affective commitment. Two studies were conducted in two different 'talent' populations. In study one, a questionnaire was distributed within one large company among employees who were designated as high potential, and a control group which was not (N=203). In study two, the same questionnaire was distributed within a different company ...