The aim of this research is to investigate the nature and extent of talent management related factors on talent management competencyforAcademics in threeMalaysian universities. The study explored the literature and identified a broad theorized model by (Davies & Davies, 2010) further by undertaking a literature review from the extant literature some common factors associated to Talent Management the authors developed indicators and multi-item measures to preliminarily test and propose Davies & Davies model to a survey instrument(sample N= 166 with an 80% response rate).The study found that, Academic's perception of talent identification, talent development and talent management culture relevance are the most important contributors to talent management competency for Academics. The findings also suggest that talent management competency levels for Academics are significantly higher when management have integrated HR systems that identify value, measure team and individual performance, assess and develop careers, give honest formal feedback and a culture of rewarding high performance. The study concludes that utilizing a more comprehensive model that incorporates the TM whole lifecycle beyond recruitment and selection and using methodology with multi-item measures has unearthed nuances in the data that confirm and extend the extant literature of talent management in higher education. In particular organizations that embark on a 'one size fits all' TM strategy by ignoring these job related factors could eventually face further problems such as high staff turnover, poor morale and associated costs and potential sacrificial client/customer service strategies that will impact on the bottom line and the organizations reputation.

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The purpose of this paper is to investigate predictors of workers’ job satisfaction from the labour process and
equity theoretical perspectives. The study employed a qualitative approach and draws on data from in depth focus
groups of customer service representatives (CSR). The sample for this study was drawn from three Australian call
centres operating in a variety of business sectors. The study highlights that three dimensions: monitoring,
flexibility and work environment are significantly correlated to CSR job satisfaction. Developing an understanding
of these dimensions is critical to understanding CSR job satisfaction perceptions in an industry which exhibits high
labour turnover and absenteeism. This study provides new insights on how to manage effectively job satisfaction
within call centre environments through the incorporation of more multi-dimensional aspects that are considered to
be strong determinants of CSR job satisfaction. The study contributes to the literature by investigating a more
multi-dimensional approach to studying job satisfaction in call centre environments. The intensive case study
approach highlights the implications for HRM.

Like many developing countries, Thailand is currently coping with a host of environmental challenges and a need to reduce carbon emissions. To tackle this challenge, Thailand has produced policies designed to enhance environmental conservation. However, without the development of its labour force with suitable and up to date job skills this challenge becomes difficult to achieve. This paper presents a rationale for the emergence of green occupations as a means of transitioning Thailand’s tourism sector into a low carbon economy. A mechanism for achieving this goal is by training and retraining the workforce with a set of well-defined green knowledge and skill sets. These can be developed through the development and implementation of ‘green competencies’. This paper presents a methodology of how to transition a standard job into a green job in the tourism sector by developing green sustainable competencies