Talent Development

Стаття описує соціокультурну діяльність Будинку дитячої творчості Подільського району міста Києва як важливого елемента позашкільної освіти. Заклад реалізує свою роботу за кількома напрямами: організація дозвілля школярів, робота з батьками та педагогами через психологічну службу й інноваційні форми взаємодії (батьківський клуб, вокально-інструментальний ансамбль, родинні свята). Будинок дитячої творчості також виступає координаційним центром для районних освітньо-культурних заходів, включаючи інтелектуальні змагання, фестивалі, мистецькі свята, освітньо-пізнавальні проєкти, та проводить заходи з національно-патріотичного виховання. Ця соціокультурна діяльність сприяє соціалізації дітей, формуванню активних членів суспільства та розвитку людського потенціалу, що є важливим для здорового функціонування громади та розвитку держави.

Bioecological theory posits three interacting principles to explain developmental outcomes such as fluctuating achievement levels and changing heritability coefficients. Here, we apply the theory to the domain of talent development, by reviewing short‐term and long‐term cognitive interventions. We argue that macro‐level analyses of cultural practices (e.g., matrilineal inheritance and property ownership) and national systems of education are consistent with the bioecological theory; when the findings from these analyses are unpacked, the engines that drive them are so‐called proximal processes. This finding has implications for the design and delivery of instruction and the development of talent. We argue that talent is fostered by the same three bioecological mechanisms that explain the actualization of genetic potential. We conclude by discussing several self‐descriptions and personal narratives by gifted students in which they spontaneously refer to these bioecological mechanisms...

The reliability of the scales utilized in research are crucial elements that contribute to the generation of valuable outcomes. This study aimed to develop a practical and reliable measure of the Talent Development Environmental Questionnaire (TDEQ) by adapting three modules, totaling 59 items. Utilizing a sample size of 30 and employing the testretest method, the study found Pearson correlation results for seven factors: Long-Term Development Focus (LTDF), Quality Preparation (QP), Communication Skills (CO), Understanding Athletes (UA), Supporting Network (SN), Challenges and Supporting Environment (CSE), and Long-Term Developmental Fundamental Understanding (LTDFU). Internal consistency estimates, including Cronbach's alpha scores, ranged from 0.627 to 0.900. The mean Cronbach's alpha was 0.75, with individual factor scores of 0.900, 0.712, 0.781, 0.678, 0.832, 0.631, and 0.627, respectively. These findings underscore the significance of factors such as LTDF, QP, CO, UA, SN, CSE, and LTDFU in track and field athletes' overall development, reaffirming the high reliability of all dimensions of the TDEQ.

Ineffective retention strategies for niche information technology (IT) employees can negatively impact business technological capabilities. Talent acquisition managers who struggle to retain niche IT employees beyond 2 years are at a high risk of business instability. Grounded in the job characteristics model, job characteristics theory, and expectancy theory, the purpose of this pragmatic qualitative inquiry was to explore strategies IT talent acquisition managers use to retain niche employees beyond 2 years. The participants were six IT talent acquisition managers who had effectively implemented strategies to retain niche employees beyond 2 years. Data were collected using semistructured interviews, public websites, and public documents, current and archival. Using thematic analysis, five themes were identified: (a) employee retention, (b) employee performance, (c) job autonomy, (d) employee development, and (e) task assignment strategies. A key recommendation is for IT talent acquisition managers to prioritize understanding their employees' professional development and continuous learning needs to improve retention. This study has implications for positive social change, in that by recognizing the value of each employee's contributions and investing in their growth, organizations can promote the dignity and worth of individuals in the workplace, which can extend to their roles in society.

Talent management (TM) has been increasingly recognized as a key strategic factor for organizational success, particularly in competitive industries such as tourism and hospitality. The systemic attraction, identification, development, engagement, and retention of individuals with high potential, TM encompasses processes including recruitment, onboarding, training, and career development. This holistic approach views employees as "talents"contributors who differentiate themselves through a unique set of skills or abilities that provide a competitive edge. TM strategies suggests that recruiting and retaining talent should be a priority. The tourism and hospitality industry faces challenges such as high turnover and seasonal employment, which necessitate innovative recruitment and training programs. International chains have implemented targeted initiatives to develop future leaders by providing cross-functional training, mentorship, and accelerated career paths. Tourism and hospitality rely heavily on a skilled workforce to provide positive impacts notably in economic development, and job creation. TM has become an integral part of various aspects of human resource management in this sector. With a shift from an employer-driven market to an employee-centric one, businesses and organizations are compelled to offer compelling opportunities that address personal development and lifelong learning to attract and retain skilled talents effectively.

The article identifies the influence of Human Resource Management (HRM) and Entrepreneurial Leadership on organizational performance, considering the role of Competitive Advantage as a mediating variable. The case study was conducted at PT. BNI Life Insurance, one of the leading insurance companies in Indonesia. This study uses a quantitative method with a causality design to examine the cause-and-effect relationship between variables. The results show that HRM and entrepreneurial leadership have a significant impact on company performance, both directly and through competitive advantage. These findings contribute to the management literature and can be used as a practical guide to improve competitiveness and organizational performance in the insurance industry.

Abstract: Knowledge management is one of the significant fields in the current organization in order to improve the performance. The aim of this study was to investigate the relationship between knowledge management practices and academic performance in public institution of higher learning. A questionnaire was used as the main instrument for the data collection. A total of 100 respondents answered the questionnaires which represented 54 % of response rate. It was found that knowledge management practices namely knowledge generation, knowledge codification, knowledge sharing and knowledge utilization had positive and significant relationship with academic performance. Thus, in order to achieve higher academic performance, UiTM Terengganu has to ensure that the knowledge management practices were excellent. Key words:Knowledge Management (KM) Knowledge Generation Knowledge Codification Knowledge Sharing Knowledge Utilization

Talent development (TD) is widely recognised as a non-linear and dynamic process, with psychology a key determinant of long-term success in sport. However, given the role that positive characteristics play in the TD process, there is a relative dearth of research examining the psychological characteristics that may derail development. A retrospective qualitative investigation was conducted with academy coaches and directors within rugby union (n = 15), representing nine different elite English rugby union academies, in order to identify both positive and negative issues that influenced TD. Comprehensive support was found for existing positive constructs as facilitators of effective development. A range of inappropriately applied 'positive' characteristics were identified as having a negative impact on development. Potential clinical issues were also recognised by coaches as talent derailers. It is proposed that by incorporating these potentially negative factors into existing formative assessment tools, a more effective development process can be achieved.

There appears to be general agreement that interaction with significant challenge should be a central feature of the development pathways for future high performers. There is, however, far less clarity about how such programmes should be designed and delivered against core psychological principles. Accordingly, the purpose of this paper is to offer guidelines for talent development practitioners seeking to offer athletes the opportunity to maximise their growth and development. We propose that genuinely developmental experiences will likely offer a level of emotional disturbance and, as a result, more fully engage performers, prompting self and other facilitated reflection, and motivate future action. Furthermore, that there is a necessity for these experiences and their follow up to be managed in a coherent manner and integrated with existing skills, experience and future performance aims. In highlighting these issues, we offer recommendations for talent development coaches, managers, psychologists and parents of athletes. Talent development is increasingly acknowledged as a complex and multifaceted endeavour. As one key factor in this process, there appears to be broad support for the benefit of developing athletes experiencing and having to overcome a range of challenges along their development pathway . This, in turn, would seem to suggest that performers need to maximise what they learn from all developmental experiences (Bjørndal, Andersen & Ronglan, 2018;. In parallel, there is a growing body of evidence which suggests that early high performers typically do not maintain the same level of performance in a linear manner through to adulthood . For example, those with early advantage in terms of relative age, may drop out of sports at significantly higher rates than their younger peers (McCarthy, Collins & Court, 2016;, even though their early experiences seem characterised by greater success. Although expertise evolves from the interaction of a multitude of factors, it is supported by the holistic range of experiences to which a performer is exposed (Ollis, Macpherson & Collins, 2007). Taken together with the factors listed above, this suggests that the experiences of performers throughout a pathway may not always be positive and, furthermore, that negative experiences may offer significant opportunity for learning. Reflecting this, and in order to support and optimise the experience of developing performers, effective Talent Development Environments (TDEs) have been characterised as offering individualised developmental opportunities, deploying long term aims and methods; and having a focus on the development of psycho-social characteristics, such as goal setting and realistic performance evaluation (Martindale, Collins & Abraham, 2007; MacNamara, Button & Collins, 2010a/b). Of course, these ideas inevitably reflect on the modus operandi of the TDE. Therefore, they carry implications for where pathways may best place their emphasis, ensuring a grounded and well-balanced approach. If appropriately operationalised, such balanced approaches should serve to support the experiences of developing performers along a challenge-full pathway. Reflecting such balance, a recent invited review highlighted that a specific set of skills, taught, practiced and embedded through the pathway should enable performers to use them in different combinations in order to address varied challenges . In short, we need to identify developmental experiences that can be optimally deployed to harness this developing skillset.

The UAE has made significant strides in inclusive education, with gifted education gaining attention as part of the broader agenda for educational excellence. However, the implementation of gifted education by educational leaders faces numerous challenges, particularly due to inconsistent definitions and policies. This qualitative study explores the
perceptions and implementation of a key inclusion leader in a private K-12 school in Dubai concerning gifted education. Through a semi-structured interview, the study investigates
how giftedness is understood and how gifted education is implemented. The research addresses two questions: (1) What are the perceptions of a key inclusion leader regarding
gifted education? (2) How is gifted education implemented within the school context? Thematic analysis reveals three key themes: perceptions of giftedness, implementation practices, and leadership challenges. The study finds that while the leader values gifted education and applies some strategies for its implementation, barriers such as limited resources, specialized knowledge, and parental expectations hinder the effective integration of gifted programs. The results point to a need for more structured identification processes, broader criteria for giftedness, and a shift towards distributed and inclusive leadership models to foster better support for gifted learners. This research contributes to the growing body of literature on gifted education in Dubai and offers insights for policymakers and educators working to enhance gifted education in the UAE’s inclusive educational framework.
Keywords: gifted education, educational leadership, perceptions of giftedness,
implementation practices, leadership challenges

Introduction: The main aim of this study was to examine which criteria coaches considered in the talent identification of youth male soccer players aged 13–16. The second aim was to describe how the coaches considered these criteria when identifying players for their club or regional teams and how these criteria take the impact of the relative age effect into consideration. Methods: We conducted qualitative, semi-structured interviews with six male coaches from a professional club academy or a regional team within the Norwegian Football Federation. Results: In line with earlier research, the results showed that the coaches considered the technical, tactical, and mental factors as the most important in talent identification. Further in line with earlier research, they considered that the physiological and sociological factors were of secondary importance, while anthropometric measures were considered the least important. Regarding the relative age effect, the coaches were aware of th...

There is a consensus that the use of information technology, such as new media, mobile communication, and the Internet, in HR management contributes to the enhancement of personnel strategies within organizations. Utilization of these technological tools allows companies to improve core competencies, internal processes, and organizational structures. Although it has streamlined human capital development and enhanced recruitment processes, organizations spend more on training employees to keep up with changing technological tools.

Developing athletes from novices to elite requires a supportive talent development environment (TDE). Growth is fostered through quality coaching, psychological support, and cooperation among family, coaches, peers and educational institutions. Together, these elements significant-ly shape an athlete’s path to success.
This thesis aimed to understand TDE in Finnish junior ice hockey. Initially, a literature review ex-amined talent identification, talent development, and the characteristics of effective TDEs. Re-search was then conducted in two phases. (1) The Talent Development Environment Question-naire (TDEQ) was adapted for use in Finland. The result was the TDEQ-Fin. (2) TDEQ-Fin was then used to assess the current state of TDE within a Finnish junior ice hockey club competing at the highest level of junior ice hockey organised by the Finnish Ice Hockey Association. This fo-cused on 7 key factors: Communication, Athlete Understanding, Support Structures, Challenging & Supportive Environment, Quality Preparation, and Long-Term Development. Analysis, con-nected with the literature, leveraged the results to identify opportunities for improvement.
The findings demonstrated that the TDEQ-Fin, despite minor discrepancies in psychometric properties, effectively captured critical aspects of the TDE. It is a reliable and relevant tool for assessing the TDE in Finnish sports environments, mainly ice-hockey.
Further analysis of the 7 key factors indicated the athletes had a moderate to favourable level of satisfaction towards their TDE. However, variability between subscales pointed to specific areas that needed targeted interventions. Therefore, factor results could not be generalised. Instead, an item-to-item basis analysis was deployed to pinpoint specific items with the quartile ranking ap-proach, based on proportion of agreement. After establishing the upper (strengths) and lower (weakness) quartile (52.42% and 27.42% respectively), the shortcomings of the TDE were re-vealed. These were deemed as needing improvement. This analysis showed that the greatest current weakness of the environment was within the Communication factor (5 items), followed by Long-Term Development Fundamentals (3 items), Long-Term Development Focus (2 items), Support Network (2 items), Challenging & Supporting Environment (1 item), Athlete Understand-ing (1 item) and Quality preparation (1 item).
This research has implications on both current research and the broader sports environment. Its insights can help shape talent development theory and practice. The use of the TDEQ-Fin and its results offer a concrete way to identify weaknesses and improve TDEs in Finland, thereby un-locking a greater potential for athlete development in the future.

Psychological support systems for retiring elite athletes can assist them in making career transitions out of sport. The purpose of this study is to further advance research in this area, with a specific focus the developmental experiences related to the sport career transition process in Japan. One retired Olympic medalist was analyzed with a life story analysis method. The findings highlight the psychological difficulties experienced by retiring athletes and the system requirements to help them make an optimal transition.

Psychological support systems for retiring elite athletes can assist them in making career transitions out of sport. The purpose of this study is to further advance research in this area, with a specific focus the developmental experiences related to the sport career transition process in Japan. One retired Olympic medalist was analyzed with a life story analysis method. The findings highlight the psychological difficulties experienced by retiring athletes and the system requirements to help them make an optimal transition.

Information and Communication Technologies (ICTs) remain the viable solution to challenges faced in agriculture and agribusiness through innovations targeted to improve crop yield, value chain processes, and access to market information and creating employment opportunities in the process. In many developing countries especially Sub-Sahara Africa, minimal deployment of ICTs for agricultural production is seen and this has resulted to poor yield, low income for farmers and limited job opportunities. Although, majority of youths see agriculture and agribusiness as a sector not meant for them, this narrative could be changed if their skill and access to ICTs could be harnessed to contribute to the agricultural and agribusiness sector thereby providing real-time employment in the process. This study seeks to identify the levels of ICT skills of youth agripreneurs, investigate the ICT innovations currently being deployed and necessary to improve agribusiness, the extent of youth involvement and investigate dimensions to youth employment in agribusiness. Primary data were collected through an online survey and structured questionnaires. Young people currently involved in agribusiness were interviewed individually to gain insight on the current use of ICT and factors contributing to youth involvement were investigated. Data analysis was done using SPSS to draw inferences and develop policy briefs to provide insights into discoveries of the research and to encourage youth engagement in agribusiness and other rural economic activities. Findings suggest that ICT is currently being deployed for some agribusiness activities but on a very minimal scale. The main conclusion of the study is that in order to increase food security and provide job opportunities for young people, an increase in the uptake and deployment of ICT innovations for agribusiness needs to be encouraged.

Despite extensive research on talent management, its direct effects on employee commitment and well-being are often overlooked, particularly in the construction industry. This study addresses this gap by exploring the relationships between talent management practices, organisational commitment, and turnover intention among employees in the construction industry in Malaysia. An online survey was conducted with 38 private companies, yielding 91 responses (Male = 28, Female = 63). The survey measured three talent management dimensions (acquisition, development, and retention) alongside organisational commitment and turnover intention. Results showed that talent development was the most emphasised, followed by talent acquisition and retention. Although all talent management dimensions were significantly correlated with organisational commitment, only talent acquisition was a significant predictor. Notably, none of the dimensions significantly predicted turnover intention. This study contributes to the construction literature by providing insights into the factors influencing employees’ organisational commitment and turnover intention. It highlights the critical role of talent acquisition in fostering commitment while suggesting that other factors may better explain turnover intentions. Further research is recommended to explore these complexities and refine talent management strategies specific to the construction industry

Junior tennis coaches commonly argue that parents must push their children and be very involved to develop their talent, despite the strain on the parent-child relationship that may occur from these tactics. To examine parental influence on talent development and the parent-child relationship, nine professional tennis players, eight parents, and eight coaches were retrospectively interviewed about each player’s junior development based Bloom’s three stages of talent development (1985). Results are presented through aggregated, nonfiction stories of three tennis development pathways: smooth, difficult, and turbulent. Smooth pathways were typical of parents who were supportive and maintained a healthy parent-child relationship while facilitating talent development. Difficult and turbulent pathways involved parents who stressed the importance of tennis and created pressure by pushing their child toward winning and talent development. For difficult pathways, parent-child relationships w...

The future of Malaysia as a high-income and competitive nation largely depends on its pool of highly skilled human capital. Hence, the issue of human capital development has taken centre stage in numerous reform agendas of Malaysia. This paper seeks to provide examples of policy initiatives aimed at facilitating the management of highly educated talent in Malaysia. It subsequently considers the role of higher education institutions, particularly the universities, as attractors, educators and retainers of intellectuals, in shaping talent. In conclusion, we argue that more significant underlying shortcomings of talent development are derived from the still transitional nature of the reforms and incomplete structural changes occurring in the national system, and that a change in mindset is the first necessary step towards nurturing and developing a human resource talent pool.

This article presents a study regarding a school for young talented artists. Within this context and based on systems thinking and a holistic ecological approach to talent development, the researchers seek to identify emergent contextual properties that enhance talent development. The research question of the study was “Which emergent properties support and influence talent development in the context of the Danish Talent Academy (DTA)?” The study is based on interviews with six young artists within different fields of art and five instructors. Furthermore, 12 hours of participant observation were conducted. Through a generic thematic analysis, six broad categories describing different emerging properties of the environment at DTA were identified. The paper argues that knowledge about emergent properties can help organizations improve artistic talent development and presents two specific strategies: 1) the organization’s ability to orient itself towards the emergent properties occurr...

Focusing on a period of just over two decades (1997–2023), this essay charts how the most salient approaches to valuing and defending the arts in Hong Kong reflect the changing political circumstances of the city. I select two approaches for close analysis. Emphasizing the private and public value of the arts, the first approach reflects efforts to reinvent Hong Kong in the wake of the handover to the People’s Republic of China in 1997. Influenced by significant social unrest in 2014 and 2019, and by the introduction of the National Security Law in 2020, the second approach seeks protection for the arts through collaboration with the sciences. The exceptional conditions that Hong Kong offers for meaningful arts-related work are identified to facilitate international comparisons.

Het is tijd voor wetenschap & techniek in groep 1/2 van basisschool De Tamarisk. Alle kinderen zitten in een kring en de leerkracht zet een glas met water en een flesje met olie op een tafeltje in het midden van de kring. Samen met de leerlingen gaat zij onderzoeken wat er gebeurt als je olie bij het water giet. Het geeft de kinderen de mogelijkheid om te exploreren en te leren. Een leerling pakt de fles en giet voorzichtig een drupje olie in het glas met water. De leerkracht kijkt goed naar wat de leerling doet en stelt haar vragen, zoals: 'Wat zie je dat er gebeurt?' Gericht kijken naar je leerlingen is de basis voor een onderzoekende houding. Vondel, Steenbeek, Van Dijk, & Van Geert, 2017). Het is nog onduidelijk wat de resultaten op de langere termijn zijn.

Het is tijd voor wetenschap & techniek in groep 1/2 van basisschool De Tamarisk. Alle kinderen zitten in een kring en de leerkracht zet een glas met water en een flesje met olie op een tafeltje in het midden van de kring. Samen met de leerlingen gaat zij onderzoeken wat er gebeurt als je olie bij het water giet. Het geeft de kinderen de mogelijkheid om te exploreren en te leren.Een leerling pakt de fles en giet voorzichtig een drupje olie in het glas met water. De leerkracht kijkt goed naar wat de leerling doet en stelt haar vragen, zoals: ‘Wat zie je dat er gebeurt?' Gericht kijken naar je leerlingen is de basis voor een onderzoekende houding.

I know I seem to just be meddling again but with the new UKA Coaching Development Strategy underway it is important that everyone keeps on trying to make a contribution as each new step is taken. The words contained in the strategy are being driven to their destination by Mark Munro and Jackie Newton (I am guessing that there are many others behind the scenes as well). I applaud much of what is contained in the document but also know the difficulties that will surround just about every step forward. Some of these difficulties will be physical, some financial others human but most will require a deal of patience, adaptability and open-mindedness. Transforming words into action must always go through a process of 'interpretation' and so it is vital that everyone who is interested make enough contribution to ensure that the 'interpretation' is appropriate. I have already sent these thoughts through to the decision-makers. The strategy mentions, "Define and publish an Athlete Development Framework with clear coaching roles mapped." This is of particular interest to me and many others who see the clear link between 'what has gone before' and 'what is yet to come' in terms of the progression of an athlete along their chosen pathway. It is a very big step to consider trying to create a model that satisfies the demands of the 21st century and the demands of a fledgling coaching strategy. We have all seen hundreds of these in the past and it makes me think that if you are going to create a major change in things then maybe there are some questions to ponder before any decisions are made. So far, every attempt at creating this model has led to a very nice-looking diagram / flow-chart as illustrated below. Maybe it is appropriate to consider more than just another flow-chart. Don't get me wrong there is much to be gained by all coaches by offering them some type of diagram that makes things easier to understand. No doubt that without such an overview it is likely that coaches will continue to 'race to the right' as they succumb to fast-tracking, quick-fixing and 'winning at all ages'.

The purposes of this study were threefold: to explore former rugby league players' experiences of professional academy environments, to understand their reasons for dropping out of the sport, and to explore their recommendations for optimising future talent development environments. Semi-structured interviews were conducted with nine exprofessional academy rugby league players up to one year after dropping out of playing rugby. A combination of inductive and deductive thematic analysis was employed to analyse the data. The thematic analysis revealed three general dimensions: talent development pathways, reasons for dropout, and recommendations. The findings suggest that players' talent development experiences, and the reasons for dropout could be explained by a complex interaction of micro (e.g., negative academy experiences), meso (e.g., education), exo (e.g., player pathway structures), and macro systems (e.g., transitions to other clubs). It is concluded from these findings that talent development pathways which lack a long-term focus, and emphasise early success are likely to result in increased risk of burnout, demotivation, and subsequent dropout. From an applied perspective, talent development pathways must consider the many personal and environmental factors which interact to determine an individual's talent development trajectory. Furthermore, by recognising the multiple factors that may influence development, the effectiveness of development pathways may be enhanced by neither excluding 'potential' through inappropriate early identification, nor ignoring crucial talent development variables that contribute toward the fulfilment of potential.

Publikacja powstała w ramach projektu „Opracowanie i wdrożenie kompleksowego systemu pracy z uczniem zdolnym”.
The publication was produced as part of the project ‘Development and implementation of a comprehensive system of work with gifted students’.

The purpose of this study was to investigate how rhythmic gymnastics coaches perceive the factors influencing sports talent development. Participants (30 female coaches) were administered a demographic survey, an open-ended questionnaire (a structured interview), and the Talent Development Environment Questionnaire (TDEQ PL). Mixed strategies (quantitative and qualitative) were used in the analysis. The research revealed two types of facilitators (essential vs. favorable), and two types of inhibitors (preclusive vs. disruptive). Within the essential facilitator factors, coaches most often indicated long-term motivation. Social support was perceived as a main favorable talent development factor. The child's inadequate approach to training and inadequate parental involvement were indicated as the main preclusive talent development factors. Difficult situations (e.g., health problems) were enumerated as a major disruptive factor. The studied group of coaches recognized the Individualized Approach to Athlete (M=4.24) as the most important environmental factor that positively influences the development of talented athletes.

There is an increasing interest in optimizing sport talent development. One of the crucial factors that infl uence all talented athletes throughout their careers is the quality and the appropriateness of the coaching environment. Numerous research show that specifi c needs are associated with culture. The purpose of the study was to determine crucial factors of eff ective talent development environment and to adapt and verify psychometric properties of the Talent Development Environment Questionnaire (Martindale et al., 2010). In the group of 496 athletes (Mage=19.32, Nfemale=181, Nmale=315) analyses were conducted to adapt and verify psychometric properties of the scale measuring sport talent development environment. Factor analysis showed that in polish context the six-factor model (loads from 0.35 to 0.67) was more suitable. The extracted factors were: Communication, Lack of Supporting Environment, Support Network, Individualized Approach to Athlete, Understanding the Athlete, Longterm Development Fundamentals. All factors were associated with self-effi cacy and self-esteem of the athletes. The authors of the original model suggested that there could be context-specifi c requirements within a talent development, what was confi rmed in this study. This is particularly important for practitioners, for whom the coach-athlete cooperation has international basis.

This study explored the process followed by a small manufacturing company in a rural area to implement a planned training program to develop the technical skills of its engineering/production workers as the company expands its operation. A case study design was used. Data was collected over an eight-month period by the examination of documents, direct observation, and interview. Findings indicate the process followed were consistent with elements of the Talent Development Architecture. The growth of the company presents learning opportunities for both the owner and his management team. The job analysis provided inputs to implement a planned training program and to develop documents to support talent development. To maintain a pipeline of skilled entry-level workers, partnership needs to be built with the high school CTE program.

The current study had two objectives: (1) to explore which psychological skills (e.g., self-talk and imagery) and characteristics (e.g., motivation and focus) (PSCs) parents deemed important for their children's development, and (2) to investigate and ARTICLE HISTORY

This article is rooted in an understanding of talent as something you do rather than something you either are or have. Talent is hereby seen as a phenomenon that comes into being through actions, rather than as an individualized, inherent capacity. Our perspective is informed by new materialist concepts that analyse talent development as an assemblage. Based on a case study focusing on Jamie, an injured badminton player, we argue that talent development produces a number of affects: it translates potential into a singular talent; it enables the conversion of talent into expertise; it turns doubt into belief; and it impedes other ways of coming into being for the athlete under development. The study provides insight into the micropolitics of talent development and into the ontological, pedagogical and ethical implications for the athlete and all the other actors entangled in a talent assemblage.

Effective communication within organizations is essential for talent development, boosting employee engagement, promoting knowledge sharing, and encouraging growth. This study examines the various factors that affect communication in organizations and their influence on talent development. By reviewing existing literature and conducting analyses, we highlight key components such as leadership style, technological tools, organizational culture, and employee attitudes. The paper suggests strategies to enhance communication for sustainable development and presents hypotheses to inform future research.

FC Barcelona is a multi-sport organization that adopts a talent identification approach that emphasizes the technical, psychological, and perceptual-cognitive attributes. It is unclear within this type of sporting selection model whether the relative age effect (RAE) exists. Consequently, the aim of the study was to evaluate the RAE across multiple sports and age groups at FC Barcelona. The birthdates of all players (n = 6,542) affiliated to each sport [male basketball (n = 1,013), male (n = 3,012) and female (n = 449) soccer, male futsal (n = 761), male handball (n = 999), and male indoor roller hockey (n = 308)] across all age groups from U10 to Senior were recorded. These were then categorized into quartiles from the start of the selection year (Q1 = Jan-Mar; Q2 = Apr-Jun; Q3 = Jul-Sep; Q4 = Oct-Dec) and analyzed for (a) each sport; (b) each age group, irrespective of the sport; and (c) each age group within each sport, using Chi-squared statistics and odds ratios (ORs) with 95% confidence intervals (CIs). Birthdates across the entire club revealed a RAE (Q1 = 46.1%, Q2 = 27.1%, Q3 = 17.1%, and Q4 = 9.7%, χ 2 = 29.8, P < 0.01), with OR in Q1, Q2, and Q3 representing a 4.76 (95% CIs: 1.96-11.57), 2.80 (1.12-7.03), and 1.77 (0.67-4.63) increased likelihood for selection when compared to Q4, respectively. Despite FC Barcelona's approach to talent identification and development, the RAE was still present within youth age groups (<18 years old). The current findings provide support that the RAE is more prevalent within regionally popular sports and reduces with increasing age; however, given the talent identification processes within FC Barcelona's sporting model, additional factors beyond the physical attributes, such as enhanced psychological and perceptual-cognitive attributes, in those born earlier in the selection year might further influence the RAE. Consequently, current results provide indirect evidence to suggest that sociological and psychological determinants might be a greater influence on the presence of RAE in sporting environments that prefer to consider technical and perceptual-cognitive attributes in their talent development programs.

The purpose of the current paper is to advocate that the athletic skills model (ASM) serves as a suitable framework to structure (developmental) movement programs to enhance physical literacy as a foundation for expertise. Taking the non-linear developmental trajectories into account (including the possibility to follow the linear developmental pathway), the ASM applies three “roads” to reach this goal, that is, the concentric approach, creating challenging environments, and exploiting transfer. Each of these separately or in combination with each other will increase the level of physical literacy, that is creating more functional variation leading to an increasement of possibilities for adaptation of those involved (athletes, PE teachers, and coaches). ASM seeks a life-long physical activity participation and to maintain a balance between performance, fitness and health for the recreational as well for the disable and able (elite) athlete.

In the 21st century, gifted education and talent support, just as many other earlier values and solutions, is undergoing reassessment. In the age of rapidly changing values, the way to keep provision up-to-date is through the continual rethinking, reviewing and challenging the concept of giftedness and talent. The perception and our understanding of what is described as 'talent' is a social product, that is, it is culture-dependent, but it does have some basic characteristics which are universal and which help us understand what is meant by the nomenclature 'talent' both in the past and the present. However, talent is not a homogeneous concept, even though it is often depicted as such in talent support, scientific studies of talent and talent models alike. Talents with different development histories have different needs and the environment necessary for development can differ substantially by age and talent forms. Consequently, provision should not be homogeneous, either. In the present study, through a rethinking of the talent concept, I aim to propose an approach which favours network-based functioning, an approach better suited for use in today's culture. Keywords: talent, concept of giftedness, identification methods, types of giftedness Talent groups Talent is a generic umbrella term. Talented individuals differ from each other and from everyone else along an immense number of variables, like abilities, interest, needs. Therefore, different dimensions of heterogeneity need to be taken into account beside the key common characteristics in talent provision and popular understanding of the concept of Talent. The scientific study of talent which flourished in the 20th century was hampered by two basic problems: 1. Due to the heterogeneity of the talent concept, it is far from obvious whether different studies are actually about the same phenomenon.

This study examines the necessity of continuous training through reskilling and up-skilling for employees within Indonesian companies. As the global market evolves, technological advancements and changing business landscapes require firms to enhance their workforce capabilities to remain competitive. The research aims to elucidate whether ongoing professional development is crucial for organizational success in Indonesia. Utilizing both qualitative and quantitative approaches (percentage-based), the study integrates survey results on employee competency improvement needs and challenges with existing literature. The study's findings indicate a significant correlation between continuous training programs and enhanced employee performance and career development, which subsequently positively impact company progress. The conclusions drawn from this research emphasize the critical role of sustained training in empowering employees and driving business growth. Employees can develop their skills through training programs, which benefits the company.

The goal of this article is to fill the gap in research about the development of talented students in emerging regions, including Eastern Europe, partially by highlighting the importance of talent development among university students and by explaining various approaches to student talent development used across the globe, specifically in the USA, the Netherlands, and Poland. Furthermore, this research aims to establish a need for the development of talented students at Polish universities, beyond stipends for research and study abroad opportunities. We carried out the investigation by the method of theoretical generalization and analysis of practice, using descriptive approaches in comparative education and presenting widely available secondary data regarding talent development at universities. They obtained the insights for this article via a document review of government reports, books, websites, journal articles, and conference proceedings. The three countries selected use diffe...

A tanulmány célja, hogy elméleti áttekintést nyújtson a tehetségmenedzsment fogalmáról, bemutassa a terület aktuális kérdésköreit, ez alapján pedig egy általános érvényű munkahelyi tehetségmenedzsment-modellt állítson fel. Néhány definíció és tehetségmenedzsment-modell ismertetése után a kompetenciamodellek keretrendszerébe helyezzük a témát, majd bemutatunk néhány kutatási eredményt, melyek rávilágítanak a tehetséggel kapcsolatos munkahelyi kutatások kihívásaira, valamint jó gyakorlatokon keresztül a téma fontosságára.A tanulmány végén ismertetjük az elméleti áttekintés alapján felállított Komplex Munkahelyi Tehetségmenedzsment-Modellünket, valamint az ennek kialakítása során felmerülő kritikus kérdéseket, melyek megválaszolása és átgondolása egy stabil és konszenzuson alapuló munkahelyi tehetségtámogató rendszer létrehozását segíti elő.

Social development were assessed. Following MANOVA analysis within both the FDP and YDP, significant differences were observed for Technical/Tactical and Social subcomponents (P<0.05). Further differences were observed for Physical and Psychological sub-components (P<0.05) within the YDP. In sum, Technical/Tactical and Social characteristics appeared to differentiate those who play-up compared to those who do not within the FDP. In the YDP however, there were measures representing all sub-components from the FA Four Corner Model. Subsequently, it is suggested coaches and practitioners consider these holistic factors when playing-up youth football players within relevant age-phases.

A framework for curriculum design and a set of guidelines for curriculum development in gifted education are presented. The major dimensions guiding curriculum development for gifted students are: content, process, product, and learning environment. Curriculum content should be developed in such a way that it becomes more abstract, complex, varied, organized in larger chunks. economical with regard to details, comprehensive, and relevant for the future. Processes should include questioning strategies, open-ended activities, discovery learning, reasoning, student freedom of choice, active interaction among students, contact with mentors, fast pacing, and a constant varying of methods. Products should address real problems, communicate to real audiences, transform information, and be evaluated from several points of view. The learning environment nould be student-centered, designed to foster student independence, open to new ideas, accepting, complex, wid highly mobile. A series of teaching activities is described illustrating implementation of these educational principles in the areas of economics, historical research, and robotics. Includes five references. (JUD)

https://search.informit.org/toc/ajge/33/2 In this 21 st century context, communities and nations cannot afford to lose the talents of any young people. Shifts in thinking and practices are needed: from one-dimensional definitions to varied talents and 21 st century skills of creativity, critical thinking, collaboration, and communication; from identification to

The study was conducted to establish the athlete support personnel’s knowledge on talent identification and development, the study also aimed at establishing the process used by athlete support personnel during talent identification and development in soccer. The environmental factors effect on soccer players’ progress to national level was studied as well. The population comprised athlete support personnel and male soccer players from teams taking part in the Northern Region Premier Division league in Malawi. Multistage sampling which included purposive, volunteer and convenience sampling was used to select seventy-four (74) athlete support personnel and two hundred eighty-nine (289) male soccer players. The findings revealed that, the athlete support personnel’s knowledge on talent identification and development of male soccer players was not adequate; while athlete support personnel did not have a process of talent identification and development. There was no significant differen...

Opus et Educatio 11. évfolyam 1. szám 14 HEGEDŰS Roland A tanulási zavarral küzdő gyermekek eredményessége a tehetséggondozás és az iskolán kívüli sporttevékenység alapján Bevezető A tanulmány célja áttekintést nyújtani a tehetségről való gondolkodásról különböző modellek alapján, valamint ennek az összekapcsolása a tanulási zavarral küzdő tehetséges tanulókkal. A tehetség kibontakoztatásának támogatása minden gyermek számára adott kell legyen, s attól, hogy valaki részképességzavarral vagy fogyatékossággal küzd, nem szabad kizárni ezekből a lehetőségekből. Társadalmi szempontból is kiemelten fontos az, hogy felismerjék a tehetséges gyermekeket, és megfelelő ellátás keretében legyen lehetőségük a tehetségüket kibontakoztatni, mert akkor nagyobb társadalmi, illetve gazdasági hasznot tudnak hozni (Leroy et al. 2019). Nevezetesen, ha a fogyatékossággal élő személyek attól függetlenül, hogy milyen fogyatékosságuk van, megtalálják a számukra megfelelő munkalehetőséget, ahol a tehetségükre tudnak alapozni, ezáltal a bennük lévő legnagyobb gazdasági potenciált tudják hasznosítani, ez az állam számára is abszolút pozitív haszonnal jár, mert így nem támogatásokból fogja magát eltartani az adott személy (Könczei 2009). Ehhez viszont szükséges az a megfelelő ellátó és támogató rendszer, amely kellő időben azonosítja a tehetségígéretet, majd megfelelő tehetségtámogató eljárásokkal segíti az egyén tehetségének kibontakozását. Napjainkban még mindig jellemző, hogy a tehetséget egy-egy mérőszámhoz, teszteredményhez kötik, ezáltal gyakran a tanulási zavarral élő vagy fogyatékos gyermekeket kizárják a tehetséggondozásból, annak ellenére, hogy a tehetség náluk is jelen van (Olajos 2019; Harmatiné 2012). A tanulási zavarral küzdő tanulók ilyen jellegű vizsgálata azért is fontos, mert a sajátos nevelési igényű kategórián belül, ők képviselik a legnagyobb arányt, valamint oktatásuk nagy arányban együttnevelésben valósul meg (Hegedűs 2023).

Society and clubs invest a lot of effort, time and money to discover young people who have the potential to develop into top athletes. But, there are still many questions about a universal theoretical approach, agreed terminology and possible characteristics of talent that would bring practical benefit.The purpose of this paper is to clarify the essence of talent concept in sports and to evaluate the degree of agreement between the opinions of Serbian youth soccer coaches on the important issues of detection, identification and selection of talented soccer players in comparison with other researches. 161 youth soccer coaches with a high level of competence participated in the survey.The word talent is often heard in everyday speech to emphasize the qualities or skills of a young person who achieves above-average results in a certain field. There is no universal definition of talent. Over time, talent concept expanded and dynamized, so that today talent is approached multidimensionally, assessed holistically, and a conclusion is reached with a certain degree of probability. Coaches traditionally select players based on personal taste, observing movement patterns in the game and using their intuition based on experience, and using test results to monitor changes in morphological characteristics and motor skills. In addition to the existence of a disposition for the development of appropriate abilities, strong motivation and a favorable environment with an optimal training process are needed to realize the talent according to the planned outcome in the form of a competitive result. A reliable judgment about the ultimate range of a talented athlete is hindered by intense developmental changes in childhood and youth, due to which talent changes its structure. Further research should be focused on discovering the main and secondary components of giftedness, their interconnections, influences and changes during childhood and youth. This topic raises many questions such as: How not to stifle the individuality of talent? Would the discovery of the undiscovered make the game of soccer lose its charm?