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Talent development in the digital age: a neuroscience perspective

机译：数字时代的人才发展：神经科学的视角

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Purpose - The purpose of this paper is to suggest a relationship between talent development and organizational change, and to invite more research on this topic. Design/methodology/approach - This is a viewpoint of the authors and not a research paper. It is designed to stimulate thinking and research. Findings - There are no findings. The paper suggests that the expanded use of talent development interventions may improve workforce engagement in organizational change and invites more thinking and research. Research limitations/implications - It is not a research piece, a viewpoint only. Practical implications - One practical implication of future research is to better understand the link between neuroscience, talent development and change if any. Social implications - Several indicators - including Gallup's most recent Global Workforce Study are suggesting profoundly low levels of employee engagement globally. One reason suggested in sheer volume and complexity of organizational change. Ineffect, people may be overwhelmed. Better understanding how to engage people generally, and specifically during times of large-scale organizational change may contribute to both the working lives of people and to overall organizational performance. For this reason, more research is needed. Originality/value - The link between talent development and organizational change has, for the most part, not been explored in the research literature. The potential value of brain science in informing this link has not been explored either. For the most part, the connections discussed here are original and, with rigorous research, could inform employee engagement and organizational change.
机译：目的-本文的目的是建议人才发展与组织变革之间的关系，并邀请对此主题进行更多研究。设计/方法/方法-这是作者的观点，而不是研究论文。它旨在激发思想和研究。发现-没有发现。该论文表明，人才开发干预措施的广泛使用可能会提高员工参与组织变革的积极性，并引发更多的思考和研究。研究的局限性/含意-它不是研究的一部分，仅是一种观点。实际意义-未来研究的实际意义是更好地理解神经科学，人才发展和变革之间的联系。社会影响-包括盖洛普（Gallup）最新的《全球劳动力研究》在内的多项指标表明，全球员工敬业度极低。在组织变革的庞大数量和复杂性中提出了一个原因。无效，人们可能会不知所措。更好地了解如何在一般情况下（尤其是在大规模组织变革期间）与人们进行互动，可能有助于人们的工作生活和整体组织绩效。因此，需要更多的研究。原创性/价值-人才培养与组织变革之间的联系在大多数情况下尚未在研究文献中探讨。尚未探索大脑科学在通知此链接方面的潜在价值。在很大程度上，这里讨论的联系是原始的，经过严格的研究，可以为员工的敬业度和组织变革提供信息。

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