With the rapid development of my country's cross-border e-commerce industry and the rapid integration with the international market, the issue of cross-border e-commerce talents has gradually attracted people's attention. China's e-commerce is moving from high-speed growth to high-quality development, and there are more and more e-commerce practitioners in China. After years of hard work, although my country has achieved good results in the introduction of overseas talents, independent training of talents and the effect of talent agglomeration, there are still problems such as insufficient supply and demand, low quality, unreasonable structure, and brain drain across borders. E-commerce restricts the development of crossborder e-commerce enterprises in China. In order to better solve this problem, this paper proposes a research idea of cross-border e-commerce talent management competency. This paper briefly studies the connotation and composition requirements of management competency, and puts forward countermeasures and suggestions for cross-border e-commerce talent management

The research postulates the conceptualization of talent in the Vietnamese banking sector via examining the factors pertaining to the concept of talent and talent management (TM) in the sector. This study applied qualitative research methods. A total of 20 managers and directors of ten banks (three public, four private and three foreign banks) were recruited for semi-structured interviews. The findings revealed that a combination of interconnected soft skills, learning ability, flexibility, technology adaptability, integrity and risk management skills contributes to talent identification. Managers in some private banks construed talent to be commensurate with high performance and high potential, whereas managers in public banks and foreign banks mainly relied on performance results in talent recognition. Moreover, talented employees holding sales-related jobs are given the most attention by management in the studied banks. Regarding practical implications, the banking community and practitioners’ focus should be imparted to soft skills development and integrity control in order to foster employee performance and attitudes. Attention should be paid not only to sales positions, but also to other positions within the bank. This study is one of a few which explores talent concepts and TM approaches in the banking sector in general and Vietnamese banking field in particular.

The study aims to examine the relationship between talent management and work engagement and its impact on nurses’ performance in Indonesia. This study is also intended to understand the role of work engagement in moderating talent management and employee performance. This present study applied a quantitative method using path analysis to investigate the relationship between variables and the primary role of work engagement. The participants of the study were nurses both in privates and public hospitals in Indonesia, with a total of 376 respondents. Closed questionnaires were processed in this study with a Likert scale with five choices ranging from 1 (strongly disagree) to 5 (strongly agree). The questionnaires were entirely collected over almost five months using Google form. The results of the study confirmed that the nurse performance, both at government and private hospitals, are categorized as good, while the work engagement and talent management are also categorized as high. The findings confirmed that talent management positively influences work involvement and employee performance. In addition, this study suggests that work engagement plays an essential role in moderating between variables and provides a confirmation of the important role of talent management and work engagement for nurses’ performance.