Anonymous
Dear Collegues,
Can any one guide me regarding talent profiling and new skill development.
Any theories which i can refer to if I have to do talent profiling for the organisation I'm working with.

From India, Chennai
Hi!
I look at "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 dept 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, Paraρaque
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 employee’s 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

Attached Images
File Type: jpg 9-box-matrix.jpg (237.8 KB, 135 views)

Anonymous
Thank You for the insights Ed Llarena, Jr. and Ram Kishore really helpful.
Can you please help me understand how can Talent Profiling help in forecasting the future manpower requirement of an organisation to achieve a specified goal.
Also can you help me with the route map to decide how can I start doing talent profiling of the whole organisation consisting of four factories.
Thanks & Regards
P.S.

From India, Chennai

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