“The mismeasurement of talent must stop”


Prevention of talent mismeasurement 


Talent measurement is an important aspect of the working environment. There are various aspects of the human condition which create complexity in the talent measurement process. The talent measurement process does not support individuals in enhancing their capability. Personality types determining strength helps an individual to understand their characteristics but does not support them to develop leadership capabilities (Clarke, M. and Scurry, T., 2020)..


Self-justification assessment support individual to understand their set of strength or weakness however does not develop any capabilities. Therefore, self-justification assessment or leadership assessments develops the risk of talent mismeasurement in the working environment (Giousmpasoglou, C., 2019). Leadership assessments require creating a developmental approach. The assessments need to be relevant from the commercial aspect. Talent measurements need to include eight important aspects of businesses including cognitive, physical, ego, emotional, connectivity, values, behaviour, and impact. Including eight important aspects of businesses helps organisations to identify the relevant development for the organisations (Suresh, S., 2021). 


There are different assessments that are developed by smart marketers and lack academic literature. Poor academic research on talent measurements develops a subjective judgment regarding individuals instead of providing objective judgment. Therefore, assessment needs to develop through researches. The output of talent measurements must differentiate individuals from each other. The assessments cannot be effective for individuals if they cannot differentiate people (Scullion, H., 2017). Assessment must enhance individual development instead of being completely descriptive. The assessment must quantify the required development level of the individual instead of stating the current level. Talent assessment must support individuals to improve their capabilities.

 


Mismeasurement of talent can prevent individuals from enhancing their overall capabilities. It is important to develop an effective talent measurement process for enhancing the skills of individuals in the working environment. Talent assessments must be commercially viable, research-oriented, differentiated, and focused on individual development. Developing effective talent assessment support organisations in developing required talent among the workforce (Bibi, M., 2019).

 

 

References

Bibi, M., 2019. Impact of talent management practices on employee performance: an empirical study among healthcare employees. SEISENSE Journal of Management, 2(1), pp.22-32.

Clarke, M. and Scurry, T., 2020. The role of the psychological contract in shaping graduate experiences: a study of public sector talent management programmes in the UK and Australia. The International Journal of Human Resource Management, 31(8), pp.965-991.

Giousmpasoglou, C., 2019. Talent management and retention strategies in luxury hotels: evidence from four countries. International Journal of Contemporary Hospitality Management.

Scullion, H., 2017. Contextualising talent management. Journal of Organizational Effectiveness: People and Performance.

Suresh, S., 2021. Drivers to improve talent management in the age of COVID-19: the case of UK construction industry.

 

Comments

  1. UnknownDecember 19, 2021 at 1:55 AM

    Mismeasurement of talent should stop and need to focus regarding skills according to the KPI to develop the organisation and sustain the company. Very important topic and appreciate your effort.
    Priyankara.

    ReplyDelete

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