Talent Management Brief: See Through Talent from Different Angles Nov. 2015

Discovering the right people takes microscope, macroscope, telescope, and perhaps many lenses in between.

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People are always the most invaluable asset in businesses. “Hiring the right person to the right position at the right time,” is the mantra of many forward-thinking organizations. The question is how would you define the right people? How do you define wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right? Traditional Performance Management focusing on measuring what an employee does (mainly being told to do) in a quantitative way is not sufficient to identify high performance or high potential, so should we see through talent from different angles?

See Through Talent from Different Angles

• Three Questions to Assess a Person's Ability to think strategically? There is no doubt that strategy becomes more important, not less in organizations large or small today, because of the fierce competition, rapid changes, and hyper uncertainty. Digital professionals have to continuously set up standards of competence and ability to enforce professional responsibility, with good intentions, and having capabilities to think strategically, but is there such one question to ask to determine a person’s ability to think strategically?

• Three Questions to Assess Talent Creativity? As businesses get more cut-throat in the face of fierce competitions and unprecedented changes, this puts stress on the labor force that is not conducive to creative, experimental thinking. Thus, it’s no surprise that creativity is emerging as the #1 desired quality for the digital workforce. From talent management perspective, which questions shall you assess the creativity of your staff and, how to unleash the potential of collective creativity in your workplace?

• Three Questions to Assess a Person’s Character  CHARACTER is kind of things that education can’t help a lot. The understanding of the character is very relevant and timely for leading organizations to overcome mediocrity, and for the leaders who are seeking new ways to maximize themselves and human capital initiatives in their organizations. And measuring ROC - Return on Character has become the trend in many forward-looking organizations for both developing leaders and identifying high professional employees with integrity to innovate culture and improve organizational maturity. However, what is the character? And how to assess a person’s character or CQ (Character Quotient) though?

• Three Questions to Assess the Quality of an Employee? Quality s the characteristic or feature that someone or something has that can be noticed as a part of a person or thing; a high level of value or excellence; peculiar and essential character, an inherent feature, etc (merriam-webster.com). We are what we think, the quality of a person is decided by the quality of his/her thinking and behavior. Here are three questions to assess the quality of a leader or an employee from talent management perspectives.

• Three Questions to Assess Employees “Problem-Solving” Capability? People are always the most invaluable asset in organizations because the collective capabilities underpin business strategy execution and amplify business influence. But how can organizations “value” their employees, and more specifically, evaluate each individual’s capability, especially the “problem-solving’ ability more effectively and objectively? Here are three questions to assess employees problem-solving capability.

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