Talent is key to the success of any organization as it gives an organization a cutting edge to be competitive in the market. I understand the query in the context of identifying talent within the organization. For identifying talent, we need to know what kind of talent we require. For this, you need to have a fair understanding of business goals in precise terms for the present and the future. After understanding them, you need to identify the specific abilities and skills that can add value to the core business. You need to zero in on specific attributes required for various tasks that contribute to business goals. For example, if you are looking for singing talent for film songs, you need to identify what kind of knowledge of music, voice, tone, and modulations suit film singing. Probably, a singer of classical music may not suit for singing filmy songs. After identifying the core skills, you need to hunt for talent within.
One way is to gather feedback from the immediate supervisors about the various skills possessed by their team. However, such feedback may be subjective. Care must be taken to confirm the validity of the feedback by other means, which may include conducting some aptitude tests for the employees to understand for what kind of jobs they have a natural flair. Conducting talent-spotting workshops where employees can be given challenging situations and be asked to come up with solutions. Then going through the records to identify who won rewards and recognition and for what, and then keeping a list of them. The performance appraisal system gives a lot of data about the skills and abilities of the employees.
B. Saikumar
From India, Mumbai
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1931One way is to gather feedback from the immediate supervisors about the various skills possessed by their team. However, such feedback may be subjective. Care must be taken to confirm the validity of the feedback by other means, which may include conducting some aptitude tests for the employees to understand for what kind of jobs they have a natural flair. Conducting talent-spotting workshops where employees can be given challenging situations and be asked to come up with solutions. Then going through the records to identify who won rewards and recognition and for what, and then keeping a list of them. The performance appraisal system gives a lot of data about the skills and abilities of the employees.
B. Saikumar
From India, Mumbai
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what the process using to identifying the talent in your company? I am doing my project, so I need this information. I also my final report after my project is over.
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I also share my final report after my project is final. I am collecting this details from different companies HR people. so if you need those details I will share you. thank you....
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To identify talent, you have to see who is going the extra mile. Find out how much they love the institute, what their attitude is towards superiors, how they guide juniors, how they keep the company's property safe, how much wastage they save, their participation in group activities, and how innovative they are. Additionally, observe their behavior outside the office.
In France, the employer follows the candidate after the interview when they leave the office. This is to assess their manners. Consider offering a higher position to see if they come out unscathed.
From India, Ahmedabad
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In France, the employer follows the candidate after the interview when they leave the office. This is to assess their manners. Consider offering a higher position to see if they come out unscathed.
From India, Ahmedabad
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Dear Devika,
From your initial question and further posts, it appears that you have not done enough literature search and formalized the aim and objectives of your project. The more information that you can provide, the better; then you will get precise answers. For example, are you trying to find out how organizations manage their internally available talent, or are you trying to find out how organizations manage talent acquisition from outside?
Your note about sharing the project's findings is a positive step, as it may garner more responses. Kindly see the link [https://www.marsdd.com/mars-library/talent-management-identify-players-among-employees/](https://www.marsdd.com/mars-library/talent-management-identify-players-among-employees/) that I found by searching the web at [https://www.google.co.uk/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UT F-8#q=identifying%20talent%20in%20an%20organization](https://www.google.co.uk/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UT F-8#q=identifying%20talent%20in%20an%20organization) .
Thank you.
From United Kingdom
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From your initial question and further posts, it appears that you have not done enough literature search and formalized the aim and objectives of your project. The more information that you can provide, the better; then you will get precise answers. For example, are you trying to find out how organizations manage their internally available talent, or are you trying to find out how organizations manage talent acquisition from outside?
Your note about sharing the project's findings is a positive step, as it may garner more responses. Kindly see the link [https://www.marsdd.com/mars-library/talent-management-identify-players-among-employees/](https://www.marsdd.com/mars-library/talent-management-identify-players-among-employees/) that I found by searching the web at [https://www.google.co.uk/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UT F-8#q=identifying%20talent%20in%20an%20organization](https://www.google.co.uk/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UT F-8#q=identifying%20talent%20in%20an%20organization) .
Thank you.
From United Kingdom
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