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Feb 20, 2024

The Necessity and Feasibility of Implanting Professional Expansion Courses——Taking the Talent Cultivation of Art and Design Disciplines in Colleges as an Example

In the course of the 14th Five-Year Plan, the Ministry of Education highlights in the work plan of 2021 that we should promote the quality and innovative development of higher education, which will facilitate the continuous improvement of high-quality develop_x005fment system of higher education and the cultivation quality of urgently-needed talents, the effective optimization of the disciplines and specialties structure of higher institutions, the increase of the high-quality resources supply for higher education, the further advancement of “double first-class” initiative and expanding employment of college graduates. In respond to this, this paper focuses on the cultivation strategy of innovative and compound talents of art design discipline in higher institutions, views from the talents cultivation standard of higher institutions and social demands for talents, and analyzes the problems identified in the talents training program of art design discipline in the contemporary higher institutions in terms of the structural restrictions of the current talents training program, the psychological restraints of students themselves and the position limitations of corporate demands for talents to propose the concept of extended specialized courses and highlight the necessity of its introduction. Based on the experience of talent cultivation in contemporary art design discipline, this paper puts forward that a “person” should be regarded as an independent individual with differences in the process of talent cultivation, integrating the cultivation elements of knowledge, individual and society into an organic closed loop with mutual constraints and complements. Moreover, this paper discusses the feasibility of the introduction of extended specialized courses from the perspective of the passive input and active exploration mode of curriculum and its effective association with the corporate talent mechanism. The paper explores from the implementation approach of introducing extended specialized courses into the talents training program from aspects of curriculum connections, supervisor accountability system and graduation work, and further expounds the necessity and feasibility of extended specialized courses introduction in the talent training program of art design discipline in higher institutions.

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Feb 20, 2024

On the Strategies of Student Management under the Guidance of High Quality Talent Training in Universities

As the cradle of high-quality talent cultivation, university administrators need to attach importance to student management work, and take talent cultivation as the starting point, formulate reasonable and scientific strategies for student management work, continuously improve the implementation quality of student management work, which plays a very important role in promoting the development of university education. This article provides a detailed analysis of the student management strategies under the guidance of high-quality talent cultivation in universities.

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Mar 6, 2024

The Ten-Year Development of the National University Metallographic Skills Competition: A Pivotal Contribution to Talent Development and the Promotion of Craftsmanship

The National University Metallographic Skills Competition, a prestigious event in the field of higher education, has made remarkable progress over the past decade. The National College Students Metallurgical Skills Competition was originally a college student competition jointly initiated by Tsinghua University, Beijing University of Science and Technology, Tianjin University, National University of Defense Science and Technology, and other universities [1]. It has been included in one of the competition items in the national general university discipline competition rankings. This competition has not only elevated the standards of practical skills among students but has also played a pivotal role in promoting craftsmanship and cultivating exceptional talent.

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Aug 11, 2025

Features and trends in the development of HR management in Ukraine

Ukrainian Human Resource (HR) practices have multiple difficulties from economic changes combined with digital transformation and workforce instability brought on by the war in 2022. The study examines Ukrainian HR practices between 2015 and 2024, focusing on the digitalization of HR systems, talent development, staff engagement, and hiring strategies. It considers the effects of organizational size and industry type. The study combined interviews with 30 HR professionals and surveyed 150 organizations from different industry groups and sizes. Our data required both quantitative statistical tests and manual content breakdown with codes. Research has shown significant differences between Information Technology (IT) and farming firms, as 89% of IT businesses have integrated artificial intelligence (AI)-powered HR tools. In comparison, only 15% of agricultural companies have adopted them. Small and medium-sized enterprises (SMEs) showed less commitment to digital transformation and European Union (EU) requirements than large enterprises, which adopted these systems at rates of 75% and 88%, respectively. Western Ukraine first established mental health initiatives during the crisis, and Eastern Ukraine moved toward decentralized administration. Digitalization assistance for small businesses, along with EU and local human resources frameworks, should form the basis of our suggestions. This research calls for flexible people management methods to boost the Ukrainian workspace’s ability to recover from shocks.

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Nov 7, 2024

Succession planning in higher education: A systematic literature review (2012–2022)

This research investigates the dynamic landscape of succession planning (SP) strategies in higher education, with a focus on synthesizing existing literature to guide improvements in presidential succession practices. The intense global competition in higher education has led to imbalances in the quantity and composition of potential successors, hindering institutions’ rapid advancement and affecting their competitiveness on the global stage. The study addresses critical challenges such as attracting, retaining, and nurturing successors in key positions beyond material incentives. Employing a literature analysis methodology, the research comprehensively examines the existing body of literature related to succession planning, offering recommendations to promote stability in leadership, foster continuous talent development, and mitigate talent crises. The study evaluates the current state of succession planning in higher education, identifying issues and their root causes. It provides a summary and analysis of ongoing research efforts related to successor quality, team formation, and cultivation models. Despite advancements through national talent cultivation policies, persistent challenges like talent scarcity, the absence of gender-inclusive succession plans, a lack of originality, and inconsistent staff flow hinder progress. The research attributes these challenges to traditional personnel systems and university administrators. Proactive measures are proposed, including creating awareness of succession planning, advocating for personnel mechanism reform, establishing a comprehensive training system, and developing a scientifically-grounded succession plan. Though the study aims to contribute to leadership development and address pressing issues faced by higher education institutions, with only a limited number utilizing mixed techniques, it restricted the comprehensive inclusion of social context knowledge and evidence regarding the motivations, beliefs, and experiences of individuals in this investigation.

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Jul 19, 2024

Mediating effect of job satisfaction on talent engagement and employees’ commitment in the Nigerian Civil Service

The Nigerian Civil Service faces ongoing challenges in optimizing employee commitment, which is fundamental for efficient service delivery and societal progress. Hence, this paper focuses on the mediating effect of job satisfaction on talent engagement and employee commitment in the Nigerian Civil Service. The study adopted a quantitative approach, which allowed for a survey design to be adopted. A sample of 198 middle- and lower-level managers in the civil service was used. Questionnaires were used for data collection, and SmartPls 3.9 was used for data analysis. The result showed that talent engagement significantly predicts employee commitment and that job satisfaction is a good mediator in the relationship between talent engagement and employee commitment in the Nigerian Civil Service. The findings suggest that creating an engaged workforce through talent engagement can have a positive influence on employee commitment within the public sector, which can result in improved public services and contribute to overall societal development.

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