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.
8th September 2016 From Philippines, Paraρaque
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:
Discuss purpose and benefits
Review expected outcomes
Clarify process, time commitment, ground rules
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
Brainstorm development assignments
Recommend training / education
Consider informal mentoring, peer learning
Plan development discussions
Identify any programmatic solutions
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
8th September 2016 From India, Bengaluru
#AnonymousThank 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
8th September 2016 From India, Chennai