Eye movements of beginning and more skilled readers

The present study aimed to analyze and compare the eye movements of beginning (2nd grade) and more skilled (4th grade) readers, during reading words and pseudo-words aloud, that differ in frequency (just for words), regularity and length. In this way, one intends to analyze the process of visual information extraction, by both groups, and detect experience and practice-related changes in the ocular behavior. The eye movements of 34 children were monitored, while these were reading words/pseudo-words lists, and this was accomplished using eye-tracking technology. The results show statistically significant differences between the two groups, in mean and total fixations duration for high-frequency words, in mean fixation duration for regular words and in the mean saccade amplitude in irregular pseudo-words. However, no significant differences were found between the groups on the study of the other variables. Nevertheless, the results suggest that skilled readers tend to show more effective eye movements, what determined a lesser effect of words’ frequency, regularity and length on this group. Moreover, the pseudo-words processing was more difficult than that of words, in both groups.

Innovation, talent attraction and retention

The success of an organization isn’t, in most cases, only shown trough their profits. Today the value of a company, with respect to its market value exceeds their financial quality. Intellectual capital is a major share in the value of the company. Managing employees with an emphasis on intellectual capital and talent is an emergency that arises in the path of human resource managers. The definition of intellectual capital and talent, leads us, first, to a high IQ (Intelligence Quotient), good schools and / or university results. But the intellectual capital and talent of an employee must be linked to his ability, to high performance and good results. How to manage, attract and keep these employees in organizations is also something that requires talent. Now, the basic skills of employees aren’t sufficient for competitive companies. There are currently required higher levels of skills, because there are a growing number of activities that involve "knowledge work". Most companies in the world have a great challenge for the coming years: the challenge of scarcity of talent. The most competitive companies will be those that have the most talented employees. In terms of originality, this paper aims to create discussion about the relationship between talent attraction, talent retention and innovation, as drivers of business competitiveness. The research is based on the categorization methodology defined by Yin (2003) as single case study carried out in a company that is specialized in high precision components.The findings presented here show a strong link between talents attraction, talents retention and innovation.