Dear Colleagues,
Can anyone guide me regarding talent profiling and new skill development? Are there any theories I can refer to if I have to conduct talent profiling for the organization I'm working with?
From India, Chennai
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Can anyone guide me regarding talent profiling and new skill development? Are there any theories I can refer to if I have to conduct talent profiling for the organization I'm working with?
From India, Chennai
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Hi!
I view "talent profiling" as simply the identification and validation of an incumbent employee's claimed skills and competencies. As we all know, every employee submits a personal profile that lists down all the skills and competencies that he/she claims to have. The HR department of a company can choose to believe, ignore, and/or validate them while in the employ of the company. When those talents don't match the requirements of the current job assignment of the employee, then HR can pursue new skills development.
Best regards.
From Philippines, Para๑aque
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104I view "talent profiling" as simply the identification and validation of an incumbent employee's claimed skills and competencies. As we all know, every employee submits a personal profile that lists down all the skills and competencies that he/she claims to have. The HR department of a company can choose to believe, ignore, and/or validate them while in the employ of the company. When those talents don't match the requirements of the current job assignment of the employee, then HR can pursue new skills development.
Best regards.
From Philippines, Para๑aque
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Hi,
Basically for Talent Profiling there are list of personal attributes composed of experience, educational background, certifications, performance ratings, and competencies that enable the clear identification of individuals who are capable of filling specific roles.
we have good softwares and consultants who does this, but i would suggest you 9-Box Matrix method or 9 box performance and potential matrix method which will help you to do this.
The 9-box grid is a commonly used tool to aid in a discussion of employee strengths and development needs.
It is often used in a group setting. Managers collectively review current performance and future potential of a specific segment of their workforce. These multiple perspectives provide a a balanced view of an employees skills and growth areas.
The grid can also be used as a planning tool by an individual manager.
It is the end-product of a larger talent management process in which leaders identity organizational needs and critical job roles and capabilities.
Proactive leaders use the outcome of a talent review to initiate development discussions and implement development plans.
Talent Profiling Process:
PLANNING:
Discuss purpose and benefits
Review expected outcomes
Clarify process, time commitment, ground rules
WORK CONTEXT:
Set work environment context
Identify strategy, challenges, opportunities
Summarize priority goals, work, projects
CRITICAL JOBS / TASKS:
Determine scope of roles / tasks for discussion
Brainstorm knowledge / skills / attributes needed
Identify employee population for review
BENCH STRENGTH REVIEW:
Group discussion of key talent
Review performance and potential for staff
Identify readiness for future roles or assignments
Discuss strengths and development needs
DEVELOPMENT PLANNING:
Brainstorm development assignments
Recommend training / education
Consider informal mentoring, peer learning
Plan development discussions
Identify any programmatic solutions
FOLLOW-UP:
Share feedback on development discussions,assignments, initiatives
I've have attached a picture which will give you clear understanding.
also please reffer to this link which will give you complete information on 9-Box method
Great Leadership: The Performance and Potential Matrix (9 Box Model) an Update
From India, Bengaluru
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Basically for Talent Profiling there are list of personal attributes composed of experience, educational background, certifications, performance ratings, and competencies that enable the clear identification of individuals who are capable of filling specific roles.
we have good softwares and consultants who does this, but i would suggest you 9-Box Matrix method or 9 box performance and potential matrix method which will help you to do this.
The 9-box grid is a commonly used tool to aid in a discussion of employee strengths and development needs.
It is often used in a group setting. Managers collectively review current performance and future potential of a specific segment of their workforce. These multiple perspectives provide a a balanced view of an employees skills and growth areas.
The grid can also be used as a planning tool by an individual manager.
It is the end-product of a larger talent management process in which leaders identity organizational needs and critical job roles and capabilities.
Proactive leaders use the outcome of a talent review to initiate development discussions and implement development plans.
Talent Profiling Process:
PLANNING:
Discuss purpose and benefits
Review expected outcomes
Clarify process, time commitment, ground rules
WORK CONTEXT:
Set work environment context
Identify strategy, challenges, opportunities
Summarize priority goals, work, projects
CRITICAL JOBS / TASKS:
Determine scope of roles / tasks for discussion
Brainstorm knowledge / skills / attributes needed
Identify employee population for review
BENCH STRENGTH REVIEW:
Group discussion of key talent
Review performance and potential for staff
Identify readiness for future roles or assignments
Discuss strengths and development needs
DEVELOPMENT PLANNING:
Brainstorm development assignments
Recommend training / education
Consider informal mentoring, peer learning
Plan development discussions
Identify any programmatic solutions
FOLLOW-UP:
Share feedback on development discussions,assignments, initiatives
I've have attached a picture which will give you clear understanding.
also please reffer to this link which will give you complete information on 9-Box method
Great Leadership: The Performance and Potential Matrix (9 Box Model) an Update
From India, Bengaluru
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Thank you for the insights, Ed Llarena, Jr. and Ram Kishore; really helpful.
Can you please help me understand how Talent Profiling can assist in forecasting the future manpower requirements of an organization to achieve a specified goal? Also, can you help me with the roadmap to decide how I can begin talent profiling for the entire organization, which consists of four factories?
Thanks & Regards,
P.S.
From India, Chennai
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Can you please help me understand how Talent Profiling can assist in forecasting the future manpower requirements of an organization to achieve a specified goal? Also, can you help me with the roadmap to decide how I can begin talent profiling for the entire organization, which consists of four factories?
Thanks & Regards,
P.S.
From India, Chennai
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