Date post: | 09-Jul-2015 |
Category: |
Recruiting & HR |
Upload: | undutchables-recruitment-agency |
View: | 168 times |
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i am only passionately curiousalbert einstein
i have no special talents,
63% OF CEO’S ARE CONCERNED ABOUT FUTURE AVAILABILITY OF KEY SKILLS AT ALL LEVELS.
COMPANIES WITH SOPHISTICATED TALENT MANAGEMENT OUTPERFORM PEERS BY
ONLY 1 OUT OF 5 CEO’S SAID THEY FIND IT EASY TO ATTRACT THE BEST TALENT
INFORMATION FROM: PWC, BCG, HARVARD BUSINESS, EGON ZEHNDER, FORBES MAGAZINE, DELOITTE, VERGOUW CONSULTING
COMPETENCIES = NOT EXCELLENCE!
standardization of skillstill 1960-70
five era’s of talent managementpysical attributes till approximate 1850
Competencies and EQ
era of the iq
focus on potential
IT IS NOT ONLY: DO TALENTS HAVE THE RIGHT SKILS?
IT IS ALSO: DO THEY HAVE THE RIGHT POTENTIAL TO LEARN NEW ONE’S?
HIGHER REVENUE PER EMPLOYEE26% HIGHER
ENGAGEMENT 29% LOWERTURNOVER40%
how to spot the potential of talent
INCLUDE THE ABILITY TO ADAPT TO AND GROW INTO COMPLEX ROLES AND ENVIRONMENT IN YOUR SELECTION PROCEDURE
HIGH POTENTIALS CAN BE DEMANDING AND NEED EXTRA ATTENTION. DO NOT FORGET TO GIVE THIS EXTRA ATTENTION AND FOCUS ON KEEPING THEM
TALENTS NEED TO BE CHALLENGED AND LIKE CHANGE; PERSONAL GROWTH IS MORE IMPOR-TANT THAN FINANCIAL COMPENSATION
THE SEARCH OF THE POTENTIAL OF TALENTS REQUIRES A NEW FOCUS AND APPROACH OF THE SELECTION PROCEDURE
till 1970’s
till 2010