Echo H. Wu Hong Kong Institute of Education This paper explores the influence of parenting beliefs and practices on children’s talent development through a specific perspective of several Chinese American families with gifted children. In-depth interviews were employed to collect data from the parents‚ and research questions focused on the daily practice of parenting and parents’ beliefs concerning how to nurture high achievement among children. Findings of this study include evidence of a sense
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she could use the talent management approach to improve his or her company’s performance? A talented work force is an employer’s most valuable asset. The talent‚ skills and contributions your employees bring to the workplace can make or break your organization. Company productivity and profitability depend almost solely on your work force. Therefore‚ retaining talent is extremely important to executive leadership and human resources departments. Activities related to talent retention are sometimes
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’The transformation in the fortunes of the Nazi part in the years 1930-1933 was largely because of Hitler’s talents as a politician’ how far do you agree with this opinion? In the early twentieth century the Nazi party (NSDAP) was a small extremist party renowned for it’s use of violence and its beliefs such as anti-Semitism and anti-marxism. The party believed that the treaty of Versailles was wrong and unfair thus needed opposing; this was done through a military coup that ultimately failed
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So‚ when Standard Chartered started revamping its talent management activities a few years ago‚ the bank’s HR team knew that the process had to be driven by hard data. In fact‚ the need to present the facts and figures behind any proposed initiative became one of its guiding principles. The result has been a talent management programme backed up by detailed information about the worldwide workforce that can be analysed office by office‚ team by team‚ across continents or product areas or by
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“Adversity has the effect of eliciting talents which in prosperous circumstances would have lain dormant.” What the Roman poet Horace was saying was that when there is an obstacle in our way‚ our true colors will radiate. I could not agree more. When we as human beings feel passionate about achieving a goal‚ we may learn something new of ourselves‚ maybe a new trait that we did not know we possessed‚ when we reach new heights we did not know we could push ourselves towards. Challenges are similar
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Resourcing Talent Activity 1 – (Report of 750 words) This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce‚ describes methods of recruitment and methods of selection. Factors that affect an organisations approach to attracting talent For an organisation to attract talent successfully‚ as part of the talent planning policy
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today‚ something aptly titled as "hardballing" Like Ralph Tribe says‚ in this day and age of competition it is a matter of winning the race The race to attract the best people‚ to provide them with opportunities for their own development‚ and retaining those people to ensure that the competitive advantage stays with you. The challenge lies in ensuring that your organisation remains ever-attractive to the best of employees creating HR brand equity for your organisation. Thus‚ the resultant focus
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Identify and assess 4 factors that affect an organisations approach to attracting talent Skillset (external) One of the many factors that contribute to an organisations approach to attracting talent is the availability of skillsets. If there is a shortage of candidates with the skills required to do the job then it will be harder to recruit into the role. Employers will often have to offer enhanced pay and benefits‚ flexible working‚ additional training and a structured career path to stay ahead
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100 1500 125 7500 Part time sale associates 25 375 31.25 1875 Because the strategic staffing process is a future-oriented process‚ it is valuable to identify both short term and long term goals that involve attracting‚ developing and retaining the right number of the best appropriate talent. Table 2 contains both short-term and long-term process goals and outcome goals for CHERN’s strategic staffing and provides a rationale of why this are important to help achieve the business strategy.
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Aiming at retention of talent Think Google‚ Infosys or Tata Sons. Great brands. Great places to work. And it’s largely word-of-mouth publicity by employees themselves that make these organisations highly coveted by job seekers across the country. That’s called employment branding (e-branding)-- positioning a company as a ‘great place to work for’ by using a well-crafted messaging strategy backed by consequential and relevant employee-oriented initiatives. In an era where organisations are falling
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