People are human assets and capital, enhancing a healthy career up cycle helps to develop a professional workforce and build an intelligent society.
Each organization needs to articulate clearly what constitutes “talent,” clarify different talent requirements to fit in different positions, make sure people get placed into the most conducive environment in which they can flourish, not just contribute to the business but to their own upward career journey as well.
Integrate multiple professional capabilities into cohesive professional competency: Developing capability is to bring up the hidden potential of people. At the beginning of the career journey, people’s skillsets are usually linear; they continue learning by doing; accumulate more enriched career and life experience. Often, they develop vertically, keep deepening their expertise; other times, they expand horizontally, to generalize their skillsets, and become more versatile for pursuing their interests. From a talent management perspective, clarify what is the thing referred to as talent, capability, skill, experience, preference, bias or others? how to differentiate them? What is innate, what is learned? Employee development plans should be done with employees and not against them. To achieve professional capability coherence, select how to improve professional capability based on their innate strength and integrate a set of professional skills and expertise into a unique competency. Develop your teams and their abilities so that they can do more for your organization. Influencing people and understanding catering to their needs are the great qualities of the leaders. Talent development is a continuous effort to groom the right talent for the business’s long-term prosperity.
People feel a sense of connection if they participate in activities such as intellectual stimulation to kindle imagination; meaningful collaboration to fuel inspiration, or healthy competitions to catalyze innovation. People enjoy working if they are engaged, feel trustful, and make accomplishments. The management needs to do some check-up: Is there an environment of psychological safety and culture of innovation (Trust) for their majority of employees? Do we have a working environment in which employees are willing to give discretionary effort, want to stay, and are always looking for ways to improve individual and team performance? Are we doing the best to encourage talent growth, create synergy by putting the right talent in the right position, invite employees to brainstorm and contribute to innovation?
Organizations should build creative workforce proactively by encouraging independent thinking, progression, and iterative thinking-acting continuum: They are truth-seeking, willing to change their views, and are accountable for their actions. Furthermore, they are robust and judicious in pushing down barriers to achieve the best possible effects. The thought-provoking talent continuously invests in adopting and adapting habits of mind that allow them to think and respond to challenges critically and creatively. In doing so, they are able to think objectively about themselves, their team, their relationships with others, the organizations to which they belong, their work, and the environments in which they live and work.
In an ideal workplace, the organizational structure needs to be solid enough to keep people or things in order; but fluid enough to keep information and ideas flowing. The scientific methodology is required for facilitating creativity teams, providing proper tools. And build a suitable and hybrid environment for spurring creativity and exploring potential. Additionally, establish ground rules for communication and meeting progress checks. When organizational leaders value the contributions of each individual, understand and encourage the career aspirations of each person in the team, align the individual’s personal goal with the strategic business goal, the collective potential can be unlocked.
Training should be a means to an end for improving competence and increased workforce capability: Employee development plans should be done with employees and not against them. The purpose of the training is to catalyze long-term talent development through collaboration and effective communication. It should also be clear how the company will invest in developing their human capital since the organization will benefit significantly. Being able to succinctly identify what training is needed and deliver those necessary skill sets to the business are critical deliverables for organizational goal achievement.
Every organization must address their common and unique skills requirements and map that out through some sort of skills/competency matrix within their organization. It is vitally important if organizations need to calculate return on investment and objectively identify talent based on competence and capability, not just training attended. Training doesn't have to be expensive to be impactful. Performance maximization or potential unlocking has to be at the core of any training budget. Being able to succinctly identify what training is needed and deliver those necessary skill sets to the business are critical deliverables for organizational goal achievement.
We are experiencing rapid change and exponential knowledge growth. People are human assets and capital, enhancing a healthy career up cycle helps to develop a professional workforce and build an intelligent society. Talent development will bring business leaders together across the organization to share their experience and insight wherever there is a gap in the organizational system. It is a crucial investment, requiring time and energy in today's fast-paced work environment. As a matter of fact, developing the best talent, and putting them in the right directions are one of the most critical issues facing organizations for reaching the next level of growth and leading a paradigm shift.
Integrate multiple professional capabilities into cohesive professional competency: Developing capability is to bring up the hidden potential of people. At the beginning of the career journey, people’s skillsets are usually linear; they continue learning by doing; accumulate more enriched career and life experience. Often, they develop vertically, keep deepening their expertise; other times, they expand horizontally, to generalize their skillsets, and become more versatile for pursuing their interests. From a talent management perspective, clarify what is the thing referred to as talent, capability, skill, experience, preference, bias or others? how to differentiate them? What is innate, what is learned? Employee development plans should be done with employees and not against them. To achieve professional capability coherence, select how to improve professional capability based on their innate strength and integrate a set of professional skills and expertise into a unique competency. Develop your teams and their abilities so that they can do more for your organization. Influencing people and understanding catering to their needs are the great qualities of the leaders. Talent development is a continuous effort to groom the right talent for the business’s long-term prosperity.
People feel a sense of connection if they participate in activities such as intellectual stimulation to kindle imagination; meaningful collaboration to fuel inspiration, or healthy competitions to catalyze innovation. People enjoy working if they are engaged, feel trustful, and make accomplishments. The management needs to do some check-up: Is there an environment of psychological safety and culture of innovation (Trust) for their majority of employees? Do we have a working environment in which employees are willing to give discretionary effort, want to stay, and are always looking for ways to improve individual and team performance? Are we doing the best to encourage talent growth, create synergy by putting the right talent in the right position, invite employees to brainstorm and contribute to innovation?
In an ideal workplace, the organizational structure needs to be solid enough to keep people or things in order; but fluid enough to keep information and ideas flowing. The scientific methodology is required for facilitating creativity teams, providing proper tools. And build a suitable and hybrid environment for spurring creativity and exploring potential. Additionally, establish ground rules for communication and meeting progress checks. When organizational leaders value the contributions of each individual, understand and encourage the career aspirations of each person in the team, align the individual’s personal goal with the strategic business goal, the collective potential can be unlocked.
Training should be a means to an end for improving competence and increased workforce capability: Employee development plans should be done with employees and not against them. The purpose of the training is to catalyze long-term talent development through collaboration and effective communication. It should also be clear how the company will invest in developing their human capital since the organization will benefit significantly. Being able to succinctly identify what training is needed and deliver those necessary skill sets to the business are critical deliverables for organizational goal achievement.
Every organization must address their common and unique skills requirements and map that out through some sort of skills/competency matrix within their organization. It is vitally important if organizations need to calculate return on investment and objectively identify talent based on competence and capability, not just training attended. Training doesn't have to be expensive to be impactful. Performance maximization or potential unlocking has to be at the core of any training budget. Being able to succinctly identify what training is needed and deliver those necessary skill sets to the business are critical deliverables for organizational goal achievement.
We are experiencing rapid change and exponential knowledge growth. People are human assets and capital, enhancing a healthy career up cycle helps to develop a professional workforce and build an intelligent society. Talent development will bring business leaders together across the organization to share their experience and insight wherever there is a gap in the organizational system. It is a crucial investment, requiring time and energy in today's fast-paced work environment. As a matter of fact, developing the best talent, and putting them in the right directions are one of the most critical issues facing organizations for reaching the next level of growth and leading a paradigm shift.
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