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Tesis sobre el tema "TALREN"

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Autor: Grafiati
Publicado: 11 de septiembre de 2023

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1

Rytzler, Johannes. "Talet om talen : Vuxenmatematikens retoriska vändning". Thesis, Mälardalen University, Department of Social Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-763.

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This is an empirical study of how the mathematical talk of adult learners constructs/reconstructs different mathematical discourses. The study is to be regarded as an attempt to develop a discursive approach within the field of mathematics education and to complicate the status of mathematics in education and in society in general. My theoretical underpinnings consist of three possible mathematical discourses – coercive, regulative and emancipative mathematics. From a discursive psychology perspective, I let these discourses function as analytical interpretive repertoires in relation to the adult learners’ rhetorical use of mathematics and their claiming of mathematical subject-positions, named the coerced, the self-regulating and the responsible mathematician. The conclusions are concentrated around a discussion about the rhetorical turn of adult mathematics in which I focus on mathematics and its relation to the becoming of the self-regulating subject. I continue by arguing that a focus on how the participants deal with mathematics, rather than how they learn mathematics, can generate new perspectives on the teaching praxis of mathematics education.

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2

Moes, Michèle. "Interaction of the cytoskeletal protein talin with the integrin beta3 subunit cytoplasmic tail: characterization of the talin rod IBS2 integrin binding site". Doctoral thesis, Universite Libre de Bruxelles, 2007. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210658.

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Talin is a multifunctional cytoskeletal protein that plays a critical role in linking the actin cytoskeleton to the integrin family of transmembrane cell adhesion receptors. Two distinct integrin binding sites have been identified in talin, one present in the globular head domain (IBS1) and involved in integrin activation, and a second (IBS2), that has been delineated to a 130 residue fragment of the talin rod domain, but whose functional role is still elusive (Tremuth et al.2004). The objective of the present study was to define the minimal structure of talin IBS2 and to investigate its functional role in the integrin-cytoskeleton connection.

In the first part of this study, we used a combination of three different experimental approaches to define the minimal structure of talin IBS2: 1) an in silico bioinformatics approach to analyse sequence conservation of talin IBS2, 2) an in vivo cell biology approach to study the subcellular localization of recombinant talin fragments covering IBS2 in CHOáIIbâ3 cells, and 3) an in vitro biochemical approach consisting in protein overlay, pull down and Surface Plasmon Resonance (SPR) assays, to study the direct interaction between talin IBS2 and the integrin â3 subunit. We delineated IBS2 to a single amphipathic á-helical repeat of 23 residues within the talin rod domain. We further provided evidence that a two amino acid mutation(L2094I2095/AA) was sufficient to inactivate the IBS2 site, due to a disruption of the á helix structure, as demonstrated by infrared spectroscopy. In addition, we identified 2 lysine residues (K2085, K2089) exposed on the solvent face of á helix 50, which are directly involved in the talin IBS2-integrin interaction.

In the second part of this study, we investigated the functional role of talin IBS2 in spreading defective talin (-/-) cells and showed that in contrast to full-length wild type talin, an IBS2 LI/AA mutant talin was unable to fully rescue the spread phenotype of these cells. These results provide the first direct evidence that IBS2 in the talin rod is essential to link integrins to the actin cytoskeleton.
Doctorat en Sciences
info:eu-repo/semantics/nonPublished

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3

Reschke, Maik [Verfasser]. "Funktionelle Analyse von TALEs in Xanthomonas oryzae und Entwicklung von TALENs zum Genome Editing / Maik Reschke". Hannover : Gottfried Wilhelm Leibniz Universität Hannover, 2018. http://d-nb.info/1170355579/34.

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4

Thilén, Frida y Elin Pettersson. "Talent Management : Utan Talent Management?" Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30081.

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Syftet med denna studie är att kontrastera en utvald organisations strategier för att attrahera, behålla, utveckla och avveckla de viktigaste resurserna mot Talent Management och dess komponenter. Studien ämnar således mot att göra en kontrastering mellan traditionellt kompetensförsörjningsarbete mot det mer moderna konceptet Talent Management. Författarna har valt att undersöka detta genom att samla empiri från intervjuer med sex medarbetare kombinerat med analys av interna dokument. Resultatet visar att delar av myndighetens arbete med kompetensförsörjning kan likställas med Talent Management men att vissa komponenter är uteblivna. Baserat på resultatet framhålls i resultatdiskussionen att myndigheten möter stora utmaningar gällande enhetligt arbete med kompetensutveckling, kompetensförsörjning och ledarskap på grund utav det delegerade ansvaret från central nivå. I slutskedet av avsnittet för resultatdiskussion redovisas även en sammanfattande slutsats som grundar sig i ett framgångsrikt arbete inom blocken attrahera och avsluta samtidigt som arbete inom blocket behålla och utveckla varierar inom organisationen, dels på grund av delegerat ansvar. Slutligen presenteras förbättringsförslag inom organisationen och vidare forskning inom ämnet.
The purpose of this bachelor level thesis is to compare a Swedish public authority’s practical work with competence supply towards the components of Talent Management. The study is aiming to contrast traditional competence supply operations with the more modern concept of Talent Management. The writers have chosen to collect empirical data through interviews with six employees combined with analysis of internal documents. The result shows that parts of the public authority’s work with competence supply have similarities to Talent Management, but some of the components are left out. Based on the results, the discussions shows that this public authority is struggling with united approaches towards competence development, competence supply and leadership because of delegated responsibilities from a central level. In the end the writers are presenting an overall conclusion that is based on the organizations successful work within the blocks of attract and terminate while the work within the block of retain and develop varies within the organization, partly because of delegated responsibility. Finally suggestions for improvement within the organization and further research are presented.
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5

Vigouroux, Clémence. "Regulation of actin assembly and mechanotransduction in cell-matrix adhesion complexes by the protein RIAM The PIP2-talin-RIAM-VASP pathway controls actin polymerization and organisation Talin dissociates from RIAM and associates to vinculin sequentially in response to the actomyosin force Integrin-bound talin head inhibits actin filament barbed-end elongation". Thesis, université Paris-Saclay, 2020. http://www.theses.fr/2020UPASL015.

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Lors de la migration cellulaire, les complexes d’adhérence contrôlent la production de force et l’adaptation aux propriétés mécaniques de l’environnement. Le but de ce projet était de comprendre les mécanismes moléculaires par lesquels ces complexes contrôlent la force produite par l’assemblage du cytosquelette d’actine et codent une information mécanique en réaction biochimique. La première étude montre que les protéines taline, RIAM et VASP s’assemblent à la surface d’une membrane pour stimuler l’assemblage de l’actine par un nouveau mécanisme. La deuxième partie est basée sur la reconstitution de la machinerie mécano-sensible des complexes d’adhérence avec des protéines pures sur une surface micro-imprimée observée en microscopie. L’étude montre que la protéine étirable taline échange son partenaire RIAM contre la vinculine en réponse à la force du cytosquelette. La taline code donc l’information mécanique en recrutant les partenaires qui correspondent à son degré d’étirement
During cell migration, adhesion complexes control the production of force and the adaptation to the mechanical properties of the environment. The aim of this project was to understand the molecular mechanisms by which these complexes control the force produced by actin assembly and encode mechanical information into biochemical reactions. The first study shows that the proteins talin, RIAM and VASP assemble on the surface of a membrane to stimulate actin assembly by a novel. mechanism The second part is based on the reconstitution of the mechanosensitive machinery of the adhesion complexes with pure proteins on a micropatterned surface observed in microscopy. The study reveals that the stretchable protein talin exchanges its partner RIAM for vinculin in response to the force transmitted by the actin cytoskeleton. Talin thus codes mechanical information by recruiting partners that correspond to its degree of stretch
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6

Halvdansson, Julia y Sandra Glinning. "Tallen och gänget : Ett naturvetenskapligt inspirationshäfte". Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-238800.

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Li, Fang Fang y Pierre Devos. "Talent management: art or science? : The invisible mechanism between talent and talent factory". Thesis, University of Kalmar, Baltic Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-473.

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Talent management has been a heating-up topic in recent years. It has a positive effect on the ability to create a compelling, productive, and valued enterprise for all stakeholders — employees, customers, business partners and investors. Moreover, talent management facilitated talent flexibility and enables the rapid growth of the business, ensuring rapid alignment with the requirements established by business leaders as the company evolved. Meanwhile, the importance for a company to attract and retain a high-quality workforce is moving into the boardroom agenda, more and more attention is pain on this acute topic.

In this thesis, we are doing the research on how to build up a talent factory within the company – how to recruit the most outstanding people to meet the business needs, how to maximize the potential of employees, how to put the right people in the right position and finally how to keep the best people in the company. In order to achieve it, we conducted our research from different methodologies (literatures, case studies, interviews) to find the answer our research question: is talent management a science or an art in order to build up a talent factory? At the end, we came out of our own understanding about the talent management and the accommodations of building up a talent factory.

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8

Bexell, Anders y Fredrik Olofsson. "Talent Management : Beyond the concept of Talent Management". Thesis, Jönköping University, JIBS, Business Administration, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-132.

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Författarna till denna uppsats har under de senaste åren kunnat följa en explosionsartad snabb utveckling av böcker och artiklar publicerade kring konceptet Talent Management. Dessa böcker och artiklar har gemensamt att de betonar vikten av att företag adopterar konceptet och de ödesdigra följderna om de låter bli. Talent Management är enligt många ett utav det största och senaste begreppen inom personaladministration.

Under personaladministrationens historia har emellertid en mängd olika begrepp kommit och gått ur tiden såsom Personnel Management, Human Resource Management och Strategisk Human Resource Management och många forskare har hävdat att dessa begrepp inte skiljer sig nämnvärt åt, utan snarare kan karaktäriseras som ett kontinuerligt strävande efter legitimitet och status av personalansvariga. Det huvudsakliga temat i detta strävande har varit att ett företags personal utgör en viktig och betydande del av organisationen och därigenom kan utgöra skillnaden mellan framgångsrika och icke framgångsrika företag.

Syftet med den här uppsatsen var att ta reda på de bakomliggande faktorerna och motiven till varför företag implementerar Talent Management, samt att undersöka i vilken utsträckning konceptet kan sägas karaktäriseras av ny och värdefull kunskap.

Genom att jämföra teorier om HRM och personalutveckling med normativ litteratur och intervjuer kring Talent Management har författarna kommit fram till att Talent Management inte kan sägas karaktäriseras av ny och värdefull kunskap, utan snarare som ett försök att paketera om gamla idéer och tekniker under en ny etikett. Förfat-tarna till den här uppsatsen tror att konceptet kan sägas känneteckna ännu ett försök av personalansvariga att stärka sin legitimitet och status i sina respektive organisationer.


The authors of this thesis have found that, during the last years, the world has witnessed a dramatic explosion of articles and books about the concept Talent Management. These books and articles, all emphasise the urgency for companies to adopt the concept and the devastating consequences if they don’t. The concept is by many re-searchers seen to be the top issue and, the latest trend within Human Resource Management.

Nevertheless, throughout the history of the personnel profession the world has witnessed several different concepts such as Personnel Management, Human Resource Management, and Strategic Human Resource Management and several researches have claimed that these concepts describes the same thing. Some researchers have argued that the different concept instead represent a continuous rhetoric struggle by HR professionals to enhance their legitimacy and status by becoming more business oriented and demonstrate that employees indeed can make a difference in distinguish-ing successful organizations from others.

The purpose of this thesis was to investigate the underlying reasoning and logic to why companies adopt talent management and explore what the concept represents in terms of new knowledge.

By comparing traditional theories of HRM and HR planning with normative literature and interviews on Talent Management the authors have found that the concept does not represent any new and distinctive knowledge, but rather can be considered as an effort to repackage old ideas and techniques with a new label. The authors of this thesis believe that Talent Management is another illustration of the struggle by HR professionals to enhance their legitimacy and status in their organization.

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9

Baeza, Bobadilla Felipe Andrés y Zeltzer José Manuel Parra. "Taller de Artes Visuales — Taller de Artes Visuales". Tesis, Universidad de Chile, 2011. http://repositorio.uchile.cl/handle/2250/101551.

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El trabajo que a continuación se presenta tiene por objeto de estudio el Taller de Artes Visuales (TAV), taller de grabado y gráfica, fundado en Santiago de Chile en 1974. El propósito elemental de la investigación es reconstruir la historia del TAV, que surge en la escena artística local ligado a un contexto de suyo complejo para el país y que, no obstante aquello, pervive hasta el día de hoy. Es decir, la presente tesis ofrece al lector un estudio monográfico sobre el TAV y su devenir a través de más de tres décadas de existencia. Escribir la historia de un taller especializado en las técnicas de la gráfica –o de cualquier disciplina artística- supondría el rastreo y la catalogación de las referencias al respecto registradas en las fuentes fundamentales para la historia del arte local, es decir, estudios sobre arte chileno, catálogos y crítica especializada; como también de los.documentos oficiales de los principales centros de enseñanza artística del país, esto es, universidades, institutos, academias. Mas, este no es el caso. La presencia del TAV en el campo artístico nacional se caracteriza por su limitada referencia en las historias del arte, por su casi nula existencia en la crítica artística, y su marginalidad respecto de centros de formación institucionalizada. Por consiguiente, esta pesquisa acerca del Taller de Artes Visuales tiene una condición capital, a saber: la carencia parcial de fuentes escritas, en relación a los principales discursos historiográficos referidos al arte en Chile.
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10

Wiblen, Sharna Lee. "Talking about talent: conceptualising talent management through discourse". Thesis, The University of Sydney, 2014. http://hdl.handle.net/2123/13257.

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This thesis employs discourse analysis in order to understand how the concepts of “talent” and “talent management” are socially constructed within an organisational setting and the ways in which these are then brought into being and enacted. The research highlights that the meanings attributed to these often “taken for granted” concepts is not commonplace or self-explanatory, but rather that they come about via ongoing processes of negotiation within organisational settings. The thesis is a case study of talent management at a single Australian Professional Services Firm - PSF - and its multiple business units. It is one of very few empirical studies that examines talent management in an organisation and provides important empirical insights into the how, what and why of talent management which are notably absent in the literature. A discourse analytic framework which distinguished between discursive concepts, objects and subjects is employed to examine the talk about talent in the case study organisation. This approach enables the thesis to contribute to our understanding of talent management in several ways. While previous publications on talent management have offered prescriptive and normative assumptions about how organisations should or could define talent and conduct talent management, the thesis examines the discursive processes associated with attributing meanings to concepts and highlights how talent concepts adopted within organisations are themselves social constructions with multiple meanings potentially attributed to the same term. The thesis challenges the assumption that stakeholders in an organisation will maintain the same definition of talent, and instead argues that the meaning of talent can be debated and attributed a variety of meanings, not only between organisations, but also within organisations. The thesis also challenges the existing conceptual frameworks which imply that categories of talent are mutually exclusive. It illustrates that executives, business units and organisations such as PSF can simultaneously draw upon multiple conceptualisations to attribute multiple meanings to talent. The thesis makes an original contribution to the understanding of talent management by indicating that talent management concepts, objects and subjects are interconnected. This is because executives and business units within PSF were required to operationalise and bring into reality their idea of talent (concept) through material arrangements indicative of talent management (objects) which are then enacted on employees (subjects). It argues that “talent” is a not separate, incidental or intermittent aspect of talent management, but rather an integral facet of the associated practices and shows that the meaning of talent arises from ongoing processes of negotiation, with these meanings affecting the practice of talent management and the individuals who are the subject of these practices.
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11

Lundqvist, Maria. "Dedekinds snitt definierar de reella talen". Thesis, Karlstad University, Faculty of Technology and Science, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-792.

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Uppsatsen riktar sig till personer som har läst minst en termin matematik på universitetet.

Det var först på mitten av 1800-talet som man kunde ge en godtagbar definition för de irrationella talen, typ roten ur 2. Dessa hade sedan länge använts ändå bland annat i Babylonien, Indien och Kina.

Uppsatsens inledningskapitel ger en snabb historielektion i form av en genomgång av räkningen och användandet av främst roten ur 2.

Huvuddelen av uppsatsen är en redogörelse för metoden Dedekinds snitt, vilken är den mest kända av de metoder som definierar de irrationella talen.

Utan de irrationella talen skulle det vara omöjligt att använda supremumegenskapen och de, inom matematiken, klassiska satserna som mellanliggande värde.

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12

Larsson, John. "En introduktion till de surreella talen". Thesis, Uppsala universitet, Analys och sannolikhetsteori, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-253761.

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13

Jones, Christopher. "Wasted Talent". ScholarWorks@UNO, 2010. http://scholarworks.uno.edu/td/1125.

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14

Salcedo, Rodríguez Vannessa y Venegas Ismael Cortes. "Talent Manager". Tesis, Universidad de Chile, 2016. http://repositorio.uchile.cl/handle/2250/142646.

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TESIS PARA OPTAR AL GRADO DE MAGÍSTER EN ADMINISTRACIÓN
Vannessa Salcedo Rodríguez [Parte I], Ismael Cortes Venegas [Parte II]
TalentManager es un partner en la gestión del talento-humano al interior de las empresas, su objetivo es alinear las metas crucialmente importantes de la empresa con las metas que tienen asignadas los colaboradores, en donde el objetivo fundamental es conectar el “Que?- Metas” y el “Cómo? - Evaluación de desempeño”. Incrementando por sobre un 10% las utilidades de las empresas. Está conformado por un equipo de consultores especialistas en recursos humanos y una plataforma de software incloud, con diferentes módulos de fácil acceso a ser utilizado en cualquier dispositivo Smart, permitiéndoles a los colaboradores ser los protagonistas en su desarrollo de carrera profesional. Se definen las metas individuales de cada colaborador, alineadas a las de la empresa, y son gestionados sus indicadores para lograr el mejor desempeño posible y asegurando que los colaboradores puedan tener feedback oportuno de sus líderes y un plan de capacitaciones desprendido de las oportunidades de mejora, con el objetivo de mantenerlos motivados y mejorando continuamente. Para asegurarnos que el producto se adaptará al cliente, diseñamos con él como este funcionará para su empresa a través de consultorías especializadas realizando un diagnóstico de la estrategia de su empresa, para enlazarlo y customizarlo con la herramienta, acompañando al cliente con frecuentes consultorías en gestión del cambio y seguimiento. En Chile el tamaño del mercado de empresas “Medianas 1-2 y Grandes 1”, es aproximadamente a MMUSD$150, de los cuales actualmente ya cuentan con alguna solución en Talento humano un 14,3%, dejando una oportunidad de mercado potencial de MMUSD$128, y nuestro objetivo es capturar el 1,30% del mercado al 5 año, correspondientes a MMUSD$3. Dentro de nuestras ventajas competitivas, que serán mostradas en los apartados posteriores, destacamos al equipo fundador, que está compuesto por tres socios con experiencia en diversas industrias liderando equipos de alto desempeño, uno de ellos es especialista en consultoría y management de recursos humanos. Entre los beneficios de TalentManager destacamos el incremento las utilidades de las compañías, disminuir la tasa de rotación de colaboradores, potenciar el talento humano capacitando y mejorando las habilidades de las personas, se automatizarán funciones administrativas de recursos humanos a través de la plataforma, permitiendo alinear las metas de la empresa y de los colaboradores para que se evidencien estos resultados. Para llevar esto a cabo se requiere una inversión total de MM$106, en donde los tres socios fundadores aportaran con un 30% para desarrollo de la plataforma, y se requiere un aporte de los inversionistas del 70% para financiar la empresa los primeros 18 meses. El proyecto esta evaluado con una tasa de costo de capital de un 23,84%, lo que genera un VAN a cinco años de MM$396 con una TIR de un 64%.
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Chvátalová, Aneta. "Talent management". Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-162769.

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This thesis deals with talent management. Its aim is to identify the best practices in talent management based on secondary and primary research of selected talent management programs. The theory is focused on definition of strategic HR management and especially talent management as one of its priorities. It is followed by explanation of the basic concepts of talent (such as high-potential, high performing and key employees) and talent management. Further descriptions of talent management process as well as TM challenges are included. The practical part is divided into two main sections. The first one is related to research in four companies and evaluation of their current talent management programs. Due to the fact that Generation Y is still more and more included in talent pool, the second part covers description of work life from its point of view. The final section contains a summary and the best practices.
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Alarcon, Tomateo Judith Soledad, Villaverde Ornella Liliana Barandiaran, Roda Juan Vidal Cordova, Fernandez Alfredo Kevin García y Jaymez Alfredo Torero. "Tu taller". Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2019. http://hdl.handle.net/10757/626506.

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El presente proyecto se ha realizado para analizar la viabilidad de ejecución de un modelo de negocio basado en la creación de una Página Web que tiene como finalidad la búsqueda de talleres mecánicos para personas con vehículos que requieran algún servicio técnico nos muestra. Nuestras hipótesis principales se enfocan en dos grupos principales. Por un lado, los talleres y su disposición a pertenecer a la red Tutaller mediante un pago mensual. Por otro lado, si es que las personas dueñas de vehículos estarían dispuestas a crear una cuenta en nuestra plataforma. Estas dos hipótesis se validaron a través de diversas entrevistas en distritos como Chorrillos, Surquillo, Barranco y Miraflores. Hoy en día, los administradores de los talleres se basan principalmente en el marketing tradicional y en ocasiones realizan pagos para promocionarse en “páginas amarillas”. Son solo algunos los que invierten en publicidad en Facebook o Página Web. Esto genera una complicación para los talleres y para los dueños de vehículos, ya que estos últimos no tienen la información necesaria para poder asistir a un taller; lo cual, ocasiona que los talleres no generen de manera rápida nuevos clientes. La conclusión final del proyecto es que el modelo de negocio genera rentabilidad para los inversionistas. De manera más específica, se estima que en el año 2 la utilidad neta sea positiva.
The present project has been carried out to analyze the feasibility of executing a business model based on the creation of a Website, whose purpose is to search for mechanical workshops for people with vehicles that require a technical service. Our main hypotheses focus on two main groups. On the one hand, the workshops and their willingness to belong to the Tutaller network through a monthly payment. On the other hand, if the owners of vehicles would be willing to create an account on our platform. These two hypotheses were validated through various interviews in districts such as Chorrillos, Surquillo, Barranco and Miraflores. Today, the administrators of the workshops are mainly based on traditional marketing and sometimes make payments to promote themselves in "yellow pages". There are only a few who invest in advertising on Facebook or Websites. This generates a complication for the workshops and for the owners of vehicles, since the latter do not have the necessary information to be able to attend a workshop; which, causes that the workshops do not aquire new clients quickly The final conclusion of the project is that the business model generates profitability for investors. More specifically, it is estimated that in year 2 the net profit will be positive.
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Gustafsson, Isabell, Alessia Sturm y Anna Petersson. "Talent Management : En studie om rekryteringsstrategier inom Talent Management". Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35551.

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Inledning: När företag genomgår rekryteringsprocesser så finns där flera olika strategier att använda sig utav. Denna studie kommer att skapa en förståelse för rekryteringsstrategierna som ett specifikt företag som uppger sig jobba enligt Talent Management använder sig av. Syfte: Syftet med denna undersökning är att skapa en förståelse för hur ett företag som uppger sig jobba med Talent Management utformar sin rekryteringsstrategi och därigenom kunna uppfylla ett kunskapstomrum angående rekryteringsstrategierna inom forskningsområdet Talent Management. Forskningsfrågor: Hur definieras talang vid rekrytering i ett företag som jobbar med Talent Management? Hur väljer företag vilka rekryteringsstrategier som är lämpliga? Vilka rekryteringsstrategier använder sig företaget utav? Metod: Denna studie har genomförts med en kvalitativ forskningsmetod som har innefattat semistrukturerade intervjuer för materialinsamlingen. Intervjuerna och det empiriska materialet är insamlat från ett ledande företag inom sin branchen. Slutsats: Denna studie kunde påvisa att de centrala rekryteringsstrategierna i ett företag som uppger sig använda sig utav Talent Management är Head Hunting, Employer Branding, profilering samt talangpooler. Vi kunde även dra slutsatser att samtliga rekryteringsstrategier som förekommer inom ett företag inte nödvändigtvis behöver tillhöra den rådande uttalade managementstilen. Vi har även kunnat påvisa att flera faktorer spelar in i valen av rekryteringsstrategier hos ett företag och att de teorier som går att finna på ämnet Talent Management inte nödvändigtvis behöver vara de strategier som ett företag bäst använder sig utav.
Background: When companies go through the recruitment process there are a lot of different strategies to choose from. This paper will help understanding the recruitment strategies that a specific company uses from the perspective of Talent Management. Purpose: The purpose with this study is to create an understanding of how a company that is working with Talent Management forms their recruitment strategy. Research Questions: How does the company when working with Talent Management define talent when it comes to recruiting? How does the company choose which recruitment strategies that are suitable? What kind of recruitment strategies does the company use? Method: This study has been conducted with a qualitative research method that includes semi-structured interviews for data collection. The interviews and the empirical data is gathered from a leading company in the bed industry. Conclusion: This study has shown that the central recruitment strategies in a company that is working with Talent Management are Head Hunting, Employer Branding, Profiles and Talent Pools. We could also come to the conclusion that all of the recruitment strategies that a company uses doesn’t necessarily has to be connected to the prominent management style in the company. We could in this study also show that several factors come into play when companies have to choose recruitment strategies.
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18

Vergara, Gallardo Matilde. "Casa taller : la escuela taller como estrategia de conservación patrimonial". Tesis, Universidad de Chile, 2012. http://www.repositorio.uchile.cl/handle/2250/114075.

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Arquitecto
El patrimonio arquitectónico ha tenido un creciente reconocimiento a nivel nacional y dentro de la Universidad. Esta valorización le ha permitido poder actualizar su posición en la vida de los habitantes y de la ciudad que los rodea. “Ha habido un importante proceso cultural, en que la gente ha ido dando cuenta que es algo de todos nosotros.” Pero esta tardía toma de conciencia también a traído bastantes perdidas. En algún momento la arquitectura postulaba que para alcanzar la modernización había que renovar la ciudad cambiando lo antiguo por una nueva arquitectura. Bajo esta necesidad es que he ido comprometiendo mi interés en las temáticas patrimonial como parte fundamental de vocación, intentando generar y descubrir herramientas innovadoras que puedan dar solución.
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19

Garcia, Mariechristine. "Explorations of Women's Narrative Agency in Chaucer's Canterbury Tales". Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2155.

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This paper explores the extent to which the female characters in Chaucer’s Canterbury Tales exercise any degree of narrative agency. Using both literary and historical approaches, this paper specifically discusses the cases of three of Chaucer’s women: Virginia, Griselda, and the Wife of Bath.
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20

Nováková, Nikola. "Talent management v telekomunikační společnosti". Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193553.

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Diploma thesis is focused on Talent Management in telecommunication company. The main aim of this thesis is to analyze talent programs in this company and find a solution for detected mistakes in programs. Diploma thesis is divided to theoretical and practical parts. In the theoretical part there is an explanation of basic concepts of talent management, its evolution and importance. There is also a definition of components of Talent Management and its negatives and positives. The theoretical part is finished with analysis of legal regulations in the Czech and Slovak Republic. In the practical part there is an analysis of talent programs, which is based on semistructured interviews with employees of the company, internship in there and internal documents and questionaries. In the last chapter there is an identification of mistakes in programs and based on this there is a proposal of solution for the company.
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21

Rodríguez, Carolina y Erna Seitz. "By Your Talent". Tesis, Universidad de Chile, 2016. http://repositorio.uchile.cl/handle/2250/143162.

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TESIS PARA OPTAR AL GRADO DE MAGÍSTER EN ADMINISTRACIÓN Carolina Rodríguez [Parte I], Erna Seitz [Parte II]
By Your Talent es un Head-hunter que se diferencia del Mercado actual porque ofrece una propuesta de valor tanto a los candidatos como a las empresas, haciendo la conexión perfecta entre oferta y demanda. Este startup está enfocado en las tendencias mundiales de trabajos a medio día y flexibles, que es la ventana de oportunidad de un negocio no explotado aun localmente. Cada vez hay mayor demanda por este tipo de trabajo que busca compatibilizar la vida personal/familiar y la laboral. Y si entendemos las necesidades de las empresas que buscan personas más productivas y atraer talentos que a su vez buscan mayores beneficios, encontramos una oportunidad de negocio. By Your Talent es una empresa que tendrá un enfoque en el target de mujeres y jóvenes profesionales. El startup tendrá 3 etapas, una etapa inicial será de piloto, la segunda fase de escalamiento será llevar a los jóvenes profesionales a buscar oportunidades en mercados del cono sur y la tercera fase abarcará a jubilados ejecutivos TOP (calificados como talento) pero en jornada de medio día con menores sueldos como foco en la reinserción laboral de esta población. Para las medianas empresas By Your talent entrega una solución para obtener personas de excelencia pero que por su alto costo no pueden atraer. Y para las grandes empresas que compiten en un mercado global por atraer y retener talentos, se entrega una propuesta de valor que este alineada con las tendencias mundiales. Por lo tanto By your talent, junta oferta y demanda entregando tanto a las personas como a las empresas una solución a la media a los problemas antes mencionados. Con lo cual la propuesta de valor para las empresas se enfoca en “Las empresas se dotarán de empleados altamente capacitados y fuertemente fidelizados, apoyando así la rentabilidad de su negocio.” Y para los profesionales se concentra en contar con una “Plataforma de oferta de desafíos laborales sumamente atractivos y en horarios flexibles que les permite cubrir sus necesidades de balance profesional y personal/familiar; donde el servicio post-venta es fundamental para la construcción de las relaciones a largo plazo y desarrollo de carrera”.
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22

Aplicadas, Universidad Peruana de Ciencias. "Taller de contabilidad". Universidad Peruana de Ciencias Aplicadas - UPC, 2008. http://hdl.handle.net/10757/272726.

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Quadros, Eileen Silveira. "Studio Amanda Talley". ScholarWorks@UNO, 2010. http://scholarworks.uno.edu/aa_rpts/102.

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The following report is an analysis of Studio Amanda Talley where I served as intern from December 2009 to March 2010. Studio Amanda Talley is a for-profit business entity providing local contemporary art for the southern region of the United States, specifically the New Orleans area. I interned under Amanda Talley, the artist and proprietor of the studio space. This analysis includes Studio Amanda Talley's history including an artist biography, an overview of the organizational structure, and an institutional S.W.O.T Analysis based on my observations. Also included in the report is an in-depth internship description. Further, the report discusses my contributions as an intern and their affect on the organization as a whole. Finally, the report examines best practices performed by similar arts organizations, and provides recommendations based on the most successful art galleries that New Orleans has to offer.
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Ángela, Leytón y Carina Peralta. "Taller de tesis". Bachelor's thesis, Universidad Nacional de Cuyo. Facultad de Ciencias Médicas. Escuela de Enfermería, 2011. http://bdigital.uncu.edu.ar/5955.

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Debido al índice de enfermedades ocupacionales y accidentes de trabajos observados y registrados en el Hospital Enfermeros Argentinos de General Alvear, se puede inferir que el personal de enfermería posee escaso conocimiento teórico y práctico sobre los factores de riesgo que deben tenerse en cuenta al momento de prevenir accidentes laborales causados por las incorrectas posturas corporales y el uso inadecuado de la fuerza al trabajar con pacientes que necesitan ser trasladados de un lugar a otro. Es por ello que el personal de enfermería debe poseer una habilidad técnica que permita aplicarlo en el área que se representa, tanto como para el paciente, como para beneficio personal. Lo ideal es que se conozcan los factores de riesgo y que se puedan prevenir los accidentes de trabajo.
Fil: Leytón Ángela. Universidad Nacional de Cuyo. Facultad de Ciencias Médicas. Escuela de Enfermería..
Fil: Peralta, Carina. Universidad Nacional de Cuyo. Facultad de Ciencias Médicas. Escuela de Enfermería..
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25

Vallenas, Rojas Julio Cesar. "Taller de Derecho". Pontificia Universidad Católica del Perú, 2010. http://repositorio.pucp.edu.pe/index/handle/123456789/116486.

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De, Vos Christiaan Frederick Beyers. "Talion: A tragedy". Master's thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/25009.

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Talion is a work of fiction which follows four characters - Freya, whose brother Ben has recently been killed; Slick, a young drug dealer; Abraham, a school teacher; and Nolwazi, a Pretoria police detective - as they deal with the aftermath of a shooting in which they are all involved. Told is short, punchy chapters, the novel follows Freya as she begins to stalk Abraham, who she identifies as her brother's killer, Nolwazi as she tries to solve Ben's murder, a case she cannot give her full attention to, Slick as he tries to maintain his criminality in an increasingly uncontrollable world and Abraham, who must deal with the trauma of his lost family and the desire to protect his only daughter, Sophie. Not a crime novel - Nolwazi will never know the full truth of the case she's been working - but a novel about those who commit crimes and solve them, Talion attempts to capture the dark and messy consequences of grief and revenge, while examining the isolating nature of anger. It is a novel about connections and disconnections, justice and injustice. The novel uses the city as its narrator, hopefully rendering a version of Pretoria not often seen in South African fiction. Written within the spirit of classic tragedy, the tightly controlled plot and heightened tension, as well as the brutal violence, strives to create something more than your average detective novel. A literary and genre hybrid that is both entertaining and unusual, suspenseful and complex.
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27

Bruin, Peter Johan de. "Inductive types in constructive languages". [S.l. : [Groningen] : s.n.] ; [University Library Groningen] [Host], 1995. http://irs.ub.rug.nl/ppn/128570415.

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Thomas, Kathleen. "Bill Talen and Reverend Billy: A Shared Journey". Thesis, University of Oregon, 2013. http://hdl.handle.net/1794/13011.

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As the cultural upheaval of the `60s fought its way into the `70s, Bill Talen began his career first as a poet, hitchhiking the interstate highways from the Midwest to the Coasts eagerly engaging the literary, intellectual, and artistic opportunities offered by those cultural venues. He settled in San Francisco where he earned an M.A. in Theatre Arts and joined with friends to open a theatre, "Life on the Water." Here Talen met Sydney Lanier, a minister, who became his lifelong mentor and champion. Lanier recognized in Talen a bold presence which accompanies successful preachers and elevates their sermons. He promoted and supported Talen's move to New York City where Talen fully embraced his role as Reverend Billy and directed the full might of his talents against consumerism--especially Michael Bloomberg's socio-economic goals for the City. Eventually, Talen's critique came to challenge foreign policies that promote corporatism, environmental decline, and the global homogenization of culture. Talen's body of work is extensive and two strong threads run through it that are exemplary. One evidences a complete and purposeful disregard for any artistic borders, especially the edgy land between acting and not-acting, including the tiny gradients as one merges into the other. Talen's recognition of the porosity of borders likely facilitated his willing assimilation of his character, Reverend Billy, into his own daily life and persona, until the two merged, endowing Talen, the performance artist, with the skills and insights of a spiritual leader. The second thread is simply Talen's life's journey from reluctant performer of a religious role, to the willing engagement of that role, and finally the adoption of spiritual responsibility, eventually forming a church and a religion based on activism and a strong commitment to environmental causes. The performance artist became Reverend; the Reverend was born to act. This merging of talents, goals, and dreams created a character who would run for public office. It created a performance artist who would wed lovers, baptize new congregants, and console the grieving.
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29

Martin, Chelsea R. "Individual Spirituality and The Canterbury Tales: An Analysis of the Philosophical Connection Between The Tale of Melibee and The Parson’s Tale as It Operates within the Narrative Framework". ScholarWorks@UNO, 2012. http://scholarworks.uno.edu/td/1465.

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An analysis of both the placement and the philosophical connections between The Tale of Melibee and The Parson’s Tale suggests that a highly individual spiritual philosophy is being presented within The Canterbury Tales. This philosophy is exemplified via an analysis of both the role of The Tale of Melibee within the work, and the manner in which it is historically developed. The highest form of individual spirituality is revealed within The Tale of Melibee, through the spiritual developments occurring within the character Melibeus and his wife Prudence. This development serves to unify the exemplified extremes of satire and spirituality presented throughout the work, as well as to illustrate the manner in which the individual human being develops his or her own individual spirituality through an active engagement with life, which in turn promotes a unity of the aforementioned extremes.
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30

Terviö, Marko. "Studies of talent markets". Thesis, Massachusetts Institute of Technology, 2003. http://hdl.handle.net/1721.1/16924.

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Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Economics, 2003.
Includes bibliographical references (p. 109-113).
This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
This thesis consists of three studies of labor markets where differences in talent are associated with very large differences in income. The unifying theoretical feature is the view that the analysis of such labor markets should take into account the scarcity of jobs, which is a natural consequence of the combination of finite demand and positive production costs. In Chapter 1 we propose a model where an industry-specific talent can only be revealed on the job and publicly. Individual inability to commit to long-term contracts leaves firms with insufficient incentives to hire novices, inducing them to bid excessively for the pool of revealed talent instead. This causes the market to be plagued with too many mediocre workers, inefficiently low output levels, and excessive rents for the known high talents. We argue that high wages in professions such as entertainment and entrepreneurship may be explained by the nature of the talent revelation process in those markets, and suggest potential natural experiments for estimating the welfare loss and the excessive talent rents predicted by the model. Chapter 2 is an analysis of the labor market of CEOs. We present an assignment model of managers and firms of heterogeneous talent and scale, and show how the value of underlying ability differences can be distinguished from scale effects using the observed joint distribution of CEO pay and market value. The empirical results suggest that the observed size-pay relation in the US is mainly due to differences in firm characteristics rather than differences in managerial ability. Chapter 3 uses a combination of simple versions of the models of the first two chapters to analyze the role of transfer fees in professional sports. There workers are able to commit to long-term wage contracts, and a transfer fee is the price of a remaining contract.
(cont.) We show that the abolition of transfer fees would reallocate playing time towards older players and increase salaries by more than the current transfer fees. All clubs, including the bigger clubs that are the current net payers of transfer fees, would lose out in the reform.
by Marko Terviö.
Ph.D.
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31

Krejčová, Markéta. "Programy globálního talent managementu". Doctoral thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-71718.

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An important trend in HRM is the focus on talent management programs which is becoming a competitive advantage for companies operating in today's globalized world. The thesis introduces the processes and specific instruments of the talent management programs. The main purpose of this thesis was to create a model of talent management and, based on further analysis, test it in practice. The talent management model is derived from the theoretical knowledge and best practices of companies which have implemented talent management systems within the last years. The model introduces talent management as an ongoing process of planning for, attracting, selecting, developing, managing, and evaluating talented employees. The thesis is divided into two main parts: the first covers the definition of the terms, conception, and methodology of talent management; the second (empirical-methodological) is devoted to the main purpose -- talent model creation and testing through qualitative research.
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32

Hrouda, Lukáš. "Talent Management v organizaci". Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-192923.

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The Master's Thesis deals with the issue of talent management. Its main goal is to create a talent management in the company Panalpina Business Services (Prague), Ltd., which currently doesn't have similar program, but in the near future this issue will have to be solved. The thesis is divided into two parts, theoretical and practical. The theoretical part provides a comprehensive introduction to the basic terms of talent management and individual steps to implement talent management program. It is based on specialized literature and theoretical knowledge. It also analyzes the problems that may arise during implementation. The practical part starts with an analysis of HR activities in relation to talent management and suggests various measures. The following chapter contains a proposal of talent management for the company. One section of the proposal contains evaluation of the most important competencies for individual programs.
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33

Hrdinová, Šárka. "Talent management ve společnosti". Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-193616.

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This Master's Thesis deals with the issue of talent management at Tesco Stores ČR a.s. The main goal was to create an action plan for cooperation with talent's at Tesco Stores ČR a.s. leading to an increase in employee engagement. Through a detailed study of specialized literature, talent management and its processes, employee development, succession planning, career management and performance management were defined. An analysis of the current system of talent management in the company was created based on interviews and a questionnaire survey. A SWOT analysis generated recommendations and suggestions for improvement on specific activities for talents, optimization of succession plans and development programmes.
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Pecháčková, Marcela. "Talent Management v organizaci". Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-199074.

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This master thesis focuses on actual topic of talent management. The thesis is divided into two parts, theoretic and practical one. The first one covers basic terms of talent management, evaluation, development and motivation, career management and retention of talented employees within company. In order to obtain necessary information secondary data were used. In second part there is an analysis of current state of human resources management in the company. The analysis is based on empiric research which consists of interviews with concerned people in company management and investigation of internal methodical materials. As a next step there is an analysis of employee's satisfaction which was realised through questionnaires. Thank to those data I suggested possible corrective measures to improve level of particular activities of human resources management in order to set up talent management, which is the main goal of my thesis. Based on previous findings and recommendations I also suggested complex solution of talent management's set-up in the company. Final part sums up results and recommendations for the company.
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35

Sarzosa, Daniela. "Laboratoria: Talent that transforms". Universidad Peruana de Ciencias Aplicadas (UPC), 2019. http://hdl.handle.net/10757/624845.

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Accede a la filmación de la conferencia en : http://hdl.handle.net/10757/624838
Presentación realizada en el marco de la primera meetup del 2019 de la comunidad Learning Analytics Perú, donde se conversó sobre experiencias de éxito en el uso de herramientas, estrategias y métodos que han conducido a resultados satisfactorios en la aplicación estratégica de los datos en Educación Superior, de la mano de profesionales de Perú, Colombia y Ecuador.
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36

何倬榮 y Cheuk-wing Ho. "Engendering children: from folk tales to fairy tales". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31227363.

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Rrahmani, Kaltrina. "Rosengård 70-talet till slutet av 80-talet". Thesis, Malmö universitet, Fakulteten för lärande och samhälle (LS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-32619.

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Miljonprogramsområdet Rosengård i Malmö byggdes under åren 1967-1974. Det består av fem delområden; Törnrosen, Örtagården, Apelgården, Kryddgården och Herrgården.Amiralsgatan delar upp hyres- och bostadsrätterna i stadsdelen. Man flyttade till de stora ljusa lägenheterna, till den goda bostaden. Men när behovet av den goda bostaden var tillgodosedd, höjdes kritik mot bostadsmiljön och man diskutera om den illa planerade stadsdelen. Innan området var färdigbyggt kretsade debatten kring arkitekturen, som ansågs skapa dåliga förutsättningar för de boende. Uppsatsen är en jämförelse mellan att bo i bostadsrätt eller hyresrätt. Finns det likadana uppfattningar om området eller skiljer de sig åt beroende på var man bor i Rosengård? Undersökningen görs genom personliga intervjuer. Man pratar om att man inte ser någon bättre eller sämre för att de bor i hyres- eller bostadsrätt, men man gör skillnad på Rosengård genom att säga ”Södra Rosengård”, ”Norra Rosengård” och även att nämna att det är ”stökigare” på andra sidan Amiralsgatan. Det som man kan se skillnad i deras beskrivning mellan ”två olika delar” av Rosengård är hur man valt att lägga upp hyres- och bostadsrätter i stadsdelen.
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38

Scott, Bernadette. "Graduate employability, managing talent and emergence theory : the concept of emergent graduate talent". Thesis, Glasgow Caledonian University, 2016. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.726748.

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Turner, G. "'Talent' mentalities : young people's experience of being in a sports talent development programme". Thesis, Liverpool John Moores University, 2016. http://researchonline.ljmu.ac.uk/4588/.

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Article 12 of The UN Convention on the Rights of the Child grants each young person the right to express their view, have their opinion considered and have their say in decisions that affect them. Previous research on talent development in sport has however failed to recognise the voice of the young person or regard the participant as an autonomous agent. This study employed phenomenological enquiry to focus on the conditions of lived reality to afford the young person the opportunity to convey their unique experience. The aim of the research was to employ a participatory approach to explore the essence of young people's conscious experience of Talent Development Programmes in sport. My co-collaborators were eight young people aged between 13 and 17, (two females: netball and gymnastics, and six males: rugby 3, discus, angling, and badminton), who all attended the same school and were all members of a Sports National Governing Body Talent Development Programme. Over twelve months each participant utilised their individual preference to communicate depictions of self, drawing upon interview, conversation, Twitter, video, photo and observation of training and performance. Results were presented in the form of individual vignettes generated from researcher and participant interaction and constructed according to hermeneutical interpretation. Young people’s stories reveal the essence of talent development through the experience of uncertainty and endeavour; talent development experience teaches young people to self-present in response to perceived injustice; and individual progress is characterised by self-regulation and the pursuit of personal empowerment. The research demonstrates that when young people are involved in active decision making about their learning and their lives they feel better respected and understood. Academics and practitioners must now accept a responsibility to engage with the unique lived experience of the young person’s reality to find better ways to listen to the young person’s voice to support their talent development experience in sport.
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40

Nilsson, Mårten. "Om den kompletta tillslutningen av de p-adiska talen". Thesis, Uppsala universitet, Algebra och geometri, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-276498.

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Thammavong, Bounnak M. Yuen Kee-Ho. "Binary tales". Iowa City : University of Iowa, 2009. http://ir.uiowa.edu/etd/444.

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Berthier, Alexandre. "Streaming Tales". Fogler Library, University of Maine, 2005. http://www.library.umaine.edu/theses/pdf/BerthierA2005.pdf.

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43

Drude, Matthias. "Tiny tales". Matthias Drude, 2013. https://slub.qucosa.de/id/qucosa%3A72921.

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Die vier Tiny Tales entstanden 2013 für das Duo Pianoworte mit Helmut Thiele (Sprecher) und Bernd-Christian Schulze (Klavier). Tiny Tales sind Kurzgeschichten, die – entsprechend einer Twitter-Nachricht – mit max. 140 Zeichen auskommen. 1. Geehrter Herr Kritiker (Max Reger) Geehrter Herr Kritiker, ich sitze auf dem stillsten Ort meines Hauses und habe Ihre Rezension vor mir, bald werde ich sie hinter mir haben. 2. Er kletterte immer höher (Helmut Thiele) Er kletterte immer höher. Der Schweiß stand ihm auf der Stirn. Endlich hatte er die Tafel erreicht. Darauf stand: Ende der Fahnenstange. 3. Eine Ameise auf der Flucht (Helmut Thiele) Eine Ameise auf der Flucht. Vor ihr ein reißender Fluss. Wie komme ich ans andere Ufer, dachte sie. Da warf sie das A ab und flog hinüber. 4. Die Stille (Helmut Thiele) „Warum bemerkt mich niemand?“ klagte die Stille. Sie schrie erbost: „Hier bin ich!“ Und alle bemerkten sie. Und niemand erkannte sie.:1, Geehrter Herr Kritiker 2. Er kletterte immer höher 3. Eine Ameise auf der Flucht 4. Die Stille
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Doichev, Nickola. "Architectural tales". Thesis, Virginia Polytechnic Institute and State University, 1996. http://hdl.handle.net/10919/53417.

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“Images haunt… Images are not quite ideas, they are stiller than that, with less implication outside themselves. And they are not myth, they do not have that explanatory power; they are nearer to pure story. Nor are they always metaphors; they do not say this is that, they this is. In the nineteenth century one would have said that what compelled about them was a sense of the eternal. And it is something like that, some feeling in the arrest of the image that what perishes and what lasts forever have been brought into conjunction, and accompanying that sensation is a feeling of release from the self.” Robert Hass
Master of Architecture
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45

Suess, Maureen Elizabeth. "Small Tales". Thesis, Virginia Tech, 2018. http://hdl.handle.net/10919/83879.

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Small Tales is a 2D video game with hand drawn and watercolor painted assets that incorporates a series of vignettes centered on the collection of artifacts. Growing up, I experimented with and  investigated a wide variety of media, such as Alice and GameMaker but ultimately decided to  sharpen my fine arts skills and incorporate them in to video game engines in this thesis. A variety  of point and click adventure games such as the King's Quest and Monkey Island series inspired  the development of this game due to their emphasis on narrative and player interaction. This thesis developed from a series of earlier projects that helped me settle on four  primary objectives: vignetted narratives, player choice and consequences, visual and text  components working harmoniously, and replayability via randomized generation. A Processing  sketch emphasized the need for strong visual assets in addition to text-based narrative; in  addition to replayability via randomized strings or text for a unique narrative every iteration.  Afterwards, a Twine game further encouraged visual assets working with text, but solidified a  foundation in player choice and consequences. Finally, my first experiment in Unity with the  Adventure Creator helped me establish a functional workflow to achieve my four goals.   Small Tales itself revolves around a series of vignettes connected by the world of the  player character. Players wander an unfamiliar neighborhood to find artifacts that at the end of  the game reveal tiny stories about other worlds. The game was received well by players during  my defense for its ethereal atmosphere and for creating an engaging story world. But a handful  of suggestions from these same players could push the game to be even better. Small Tales will be available online after these critiques are taken under consideration.
Master of Fine Arts
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46

Fischer, Lindsey A. "Forgotten Tales". Ohio University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1490965212691232.

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47

Thammavong, Bounnak M. "Binary tales". Thesis, University of Iowa, 2009. https://ir.uiowa.edu/etd/444.

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INTENT OF BINARY TALES EXHIBITION "Binary Tales", my MFA exhibition offers an alternative point of view of diversity and immigration to provoke thought in the audience. I'm gifted with the ability to express myself through the visual arts in the medium of metal. I also have the experiences to carry a message of hope and exploration through the tale of my immigration and assimilation in the great American culture. Using my abilities and experience, I seized the opportunity of excitement and hope generated by the President's leadership to further breakdown cultural barriers. "Binary Tales" guided the viewer in a vicarious journey through my life story as an immigrant trying to fit into American society and provide chances to understand and consider issues of culture; with particular attention to the effects of war and immigration. Perhaps the audience can then take that understanding and apply it to current issues of war and immigration. INTENT OF BINARY TALES THESIS This thesis paper is intended to supplement Binary Tales the Exhibition in two ways. First, by way of Chapter I and II, this thesis shall serve as a conceptual guide and contextual supplement to the artworks in the exhibition. Second, the rest of this thesis will supplement the exhibition by further detailing the philosophy that produced the work from the philosophy's development, to its current definition, and to its application.
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48

Aarnio, Annika y Ellen Kimber. "Talent Management & Strategy : Identifying Patterns through a Multiple Case Study". Thesis, Linköpings universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-130000.

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Background Exploring the Talent Management literature to understand the importance of Talent Management to strategy and the role the view on talent plays in consideration to Talent Management. Purpose The purpose of this thesis is to increase the empirical research on Talent Management to enable a creation of a conceptual framework. Methodology A multiple case study approach was taken, as 11 companies from diverse industries, sizes, backgrounds etc. was studied in order to gain a broader picture on the research topic. Furthermore, qualitative data collection method was used and main source of empirical data was interviews conducted with HR professionals of each case company. Findings The empirical findings indicated there to be a relationship between the strategy and the view on talent. There was further an indication that this relationship has an effect on the focus of the Talent Management activities.
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49

Ross, Suzanne. "Is having talent enough? : how leadership talent enacts success and why some leaders derail". Thesis, Nottingham Trent University, 2018. http://irep.ntu.ac.uk/id/eprint/33549/.

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Evident in leadership derailment literature is that the promise of leadership talent and potential does not always manifest as success. Talented leaders derail at an alarming rate and at significant cost. Through this study, how leadership talent enacts success or derails is explored. The aims of the study are firstly, to extend understanding of the attributes of leadership talent adopting a multi-disciplinary approach. Secondly, to investigate how leaders enact their talents into success and finally, to understand why some talented leaders derail from their career path. Qualitative data is used from twenty-six interviews with senior leaders categorised as successful, opted out or derailed forming a typology of three leadership talent types. A qualitative interview approach gives leaders a voice currently lacking in both talent management and derailment literature. Through thematic analysis, nine themes and twenty-eight attributes of importance to theory building were identified from which talent profiles were created for each talent type. These comprised inputs (characteristics) and mechanisms (actions and behaviours). It was found successful leaders were more likely to want to break new ground, be resilient, decisive, driven and ambitious, set high standards, deliver results, proactively develop business management skills and demonstrate greater career decision-making self-efficacy. Higher levels of resilience contributed to their ability to manage career setbacks and failures. Derailed leaders appeared less resilient, to suffer crisis of confidence, deliver inconsistent results, over emphasise their expert knowledge and remain in roles where they were failing. The resilience of leaders is contextualised in resilience literature contributing to knowledge in an area of increasing academic and practitioner interest. The study also contributes to talent management and leadership derailment literature. It will be of relevance to academics, practitioners and leaders. A theoretical framework of leadership talent type profiles offers clarity on the attributes of each leadership talent type. Emphasis on the 'mechanisms' for enacting talent into success is advocated and has implications for future research and practice by focussing more on acquired than innate characteristics, providing hope for leaders who feel they have derailed.
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50

Welby-Cooke, Geraldine. "The psychometric properties of a talent mindset index". Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/29273.

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The talent mindset of an organisation is a critical success factor which can enhance its capability in driving its strategic objectives. For some, the talent of the organisation may not yet have been defined in relation to the long term objectives whilst other organisations have defined talent but experience uncertainty around the linkage of the various talent management practices. The successful organisations are those that not only understand what core talent means to them, but how to leverage the talent in a manner that allows it to act decisively to drive competitive advantage as well as secure the future success of the organisation. These organisations generally embody a talent mindset. The purpose of this study was to explore the psychometric properties of a talent mindset index which proposes to measure the talent mindset of an organisation through its nine dimensions. The research thus aimed to define the construct validity as well as the reliability of the instrument for usage in business. The ambit of this would be to validate an instrument that could be utilised to establish intervention areas to sustain a talent mindset. Furthermore, the review would allow researchers to further explore the concept of talent mindset, mental models, culture and other related constructs. The talent mindset instrument was administered to a population of 558 Managers and HR professionals, of which a total sample of 154 was obtained within an organisation in the aviation industry. Only 150 of the response data was considered valid for usage in statistical analysis. The researcher conducted an analysis of the data in terms of the descriptives, ran an exploratory factor analysis and reviewed the reliability coefficients of the index in order to identify the psychometric properties of the instrument. The findings were that the instrument displayed a low degree of construct validity with the current methodology, as only one factor could be derived as opposed to the nine proposed in the instrument. The instrument was however found to have a high internal consistency (reliability) with a Cronbach alpha of 0.93, after the 30 items representing the factor were tested. Copyright 2010, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Welby-Cooke, G 2010, The psychometric properties of a talent mindset index, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02162012-113318/ > C12/4/200/gm
Dissertation (MCom)--University of Pretoria, 2010.
Human Resource Management
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