"The necessity to mobilize capital on a localized or regionalized basis has been labeled Place-Based Impact Investing. This article will review the research and conclusions that have fueled the need for Place-Based Impact Investing, identify the current thought leaders, and describe some of the early efforts at mobilizing "legacy capital" into communities to support the growing but underfunded innovative companies. We also will explore some of the new methods, vehicles, and overlooked tax laws that can accelerate the mobilization of capital on a more geographic and meritocratic manner."

"The report delves into the effectiveness and impact of various business support initiatives, employing rigorous research methodologies such as randomized controlled trials (RCTs). The key topics covered include the effectiveness of accelerator programs, talent acquisition for SMEs, recordkeeping and data collection, impact measurement and management (IMM) frameworks, and support for women-led businesses. It also offers valuable insights for policymakers, investors, and entrepreneurs to make informed decisions, fostering sustainable growth and success within the business ecosystem. Recommendations underscore the importance of evidence-backed practices for talent acquisition, recordkeeping, and gender-sensitive approaches to support women entrepreneurs."

“Firms in developing countries struggle to recruit effective employees, due in part to their reliance on traditional recruitment networks such as family, friends, and referrals. This can limit the quantity and quality of potential hires and constrain the growth of small and medium-sized enterprises (SMEs). These hiring constraints can also limit employment opportunities for job seekers, especially in countries where SMEs employ a large share of the labor force. This research examines the impact of online job portals on reducing hiring frictions in the Indian labor market, using a randomized controlled trial (RCT) methodology. The study finds that firms in developing countries are more likely to fill a job vacancy when they receive both online job portal interventions, compared to receiving only larger applicant pools or identity verification services. Firms in the joint treatment group were 68% more likely to hire workers from the portal than firms in the control group, and these firms are more likely to hire overall across all recruitment methods. The study suggests that online job portals can provide a source for suitable employees outside of traditional networks, especially for smaller employers who may have less capacity to screen applicants. The authors highlight the importance of addressing multiple recruitment challenges in tandem for online job portals to alleviate constraints on recruitment in emerging markets.”

L’expression «gestion des talents» peut être définie de différentes manières, mais en général, elle fait référence aux processus d’une entreprise visant à recruter, développer et conserver les employés dont les fonctions offrent le meilleur potentiel permettant de renforcer les avantages concurrentiels d’une entreprise. En effet, les PME sont confrontées à certaines contraintes liées à leur taille et à leur fragilité et ont donc besoin d’approches différentes pour trouver et conserver une main-d’oeuvre performante.Ce rapport résume la littérature existante sur la gestion des talents au sein des PME, en mettant l’accent sur les économies en développement dans la mesure du possible, et souligne les lacunes spécifiques liées à la recherche qui devraient être prioritaires à l’avenir.

The term talent management can be defined in various ways, but in general refers to a business’ processes to recruit, develop, and retain employees whose roles have the greatest potential to contribute to a firm’s competitive advantage. SMEs face certain constraints given their size and fragility and therefore need different approaches to find and retain a high-functioning workforce. This report summarizes the existing literature on talent management within SMEs, with a focus on developing economies where possible, and points to specific research gaps that should be prioritized moving forward.

O termo gestão de talentos pode ser definido de várias maneiras, mas, em geral, se refere aos processos de uma empresa para recrutar, desenvolver e reter funcionários cujas funções têm o maior potencial de contribuição para a vantagem competitiva de uma empresa. Este relatório resume a literatura existente sobre gestão de talentos em SMEs, com foco nas economias em desenvolvimento – sempre que possível – e aponta para lacunas específicas de pesquisa que devem ser priorizadas no futuro.

El término de gestión de talento puede definirse de varias maneras, pero en general se refiere a los procesos de un negocio para reclutar, desarrollar y retener a personas empleadas cuyos roles tienen el mayor potencial para sumar a la ventaja competitiva de la empresa. Este reporte resume la literatura existente sobre la gestión de talento en las PyMEs con un enfoque en las economías en desarrollo donde es posible, y señala vacíos específicos en la investigación que deben ser priorizados en el futuro.

"This tool has been developed for businesses to allow them to directly enter data, in order to assess their business operations from a gender perspective at three levels: human capital, productivity management, and market. The tool will walk businesses through a three-step process to collect data about where women are within agribusiness operations, provide a report analyzing the data showing gender gaps in women and men participation as employees and suppliers, as well as highlighting the policies, practices and systems that should be in place for a business to support gender inclusion. Finally, the report will provide recommendations on action steps businesses can take towards increasing women's inclusion across core business areas."

"In collaboration with Google, this report presents four opportunities for unlocking the potential of female entrepreneurship in India: 1) Level the playing field for the high-impact, employment-creating entrepreneurs; 2) Enable ambitious “solopreneurs” and small business owners to scale and become high-impact entrepreneurs; 3) Encourage more women to start enterprises; 4) Build, strengthen and scale productive rural “agripreneurs.”

"While the rise of the internet and online hiring practices can increase access to job opportunities for historically disadvantaged groups, an upsurge in the number of applications can lead managers to intentionally or unintentionally rely more heavily on demographic-based stereotypes. This type of discrimination is a challenge globally, and to counter these tendencies new and innovative tools are needed to reduce bias. We look specifically at the challenge of reducing gender bias in Indian hiring. Using data on hiring for full-time professional jobs in India from Shortlist, a hiring firm that is a leader in using bias-mitigating tools, we consider the validity of the global literature on gender discrimination in the Indian context.rm that is a leader in using bias-mitigating tools, we consider the validity of the global literature on gender discrimination in the Indian context."