جستجوی مقالات مرتبط با کلیدواژه « talent identification process » در نشریات گروه « تربیت بدنی »

Talent management is one of the most important issues of human resource management in the world and it is still considered one of the important issues in many organizations and the importance of human resources is much higher than new technologies. There are more financial and material resources. The purpose of this research was to compile a talent management model in racquet sports with the foundational data theory approach. The present research method was qualitative and exploratory. The socio-statistics of this research were experts, professors and experts who deal with talent search in Iran's racket sports in the Ministry of Sports, Federations, Education and Culture, Academies and Sports Centers. Sampling Method It was non-probability sampling with purposeful selection. The sample size in this study was equal to 20 people. The measurement tool was an open interview, which was used to measure the reliability of the within-subject agreement method of two coders, based on which the obtained validity was equal to 0.78. Also, codings were analyzed based on three stages of open, central and selective coding. Based on data analysis, 159 primary concepts, 25 central codes and 5 selective codes were identified. Finally, it is suggested to improve the recruitment process in racquet sports by using the presented model, which will ultimately lead to the development of racquet sports in the country.

The main aim of the present study was to investigate the role of talent identification management in martial arts. 200 subjects with a history of management in Martial Arts Federation, coaches of national teams and World and Asian champions (men and women from 2005 to 2014) and the experts familiar with sport talent identification management issues (142 males and 58 females) were selected with purposive sampling method and voluntarily participated in the study. A researcher-made questionnaires with acceptable validity and reliability was used. In inferential statistics section, factor analysis was used to extract related factors and components; Cronbach's alpha coefficient was used calculate the internal consistency of the questionnaire. The significance level was considered as 0.05. The results showed that all the causal relationships were not significant and cultural factors and not leaving the organization were not significant. The root mean squared error of approximation of the presented model was reported as 0.09. GFI, AGFI, NFI and CFI in the model under investigation were 0.9, 0.87, 0.83, and 0.85 respectively. According to the indexes and outputs of LISREL software, it can be stated that the data partly comply with the model, and the presented indicators show that the proposed model offered is totally in a good fit.