IDENTIFICATION OF TALENTS

WITHIN ORGANISATION PROCESS

 INTRODUCTION
• Recruiting and developing talented employees can be incredibly crucial to
organizations success.
•  Talent definition might mean the entire workforce and reflect how important every
single person's aptitude at their job is to the organization's success. Or, it could mean
certain individuals in the company who will always have greater impact than the rest.
• Talent identification and management consists of the ways by which an organization
attracts, recruits, retains, identifies and develops talent. There are four steps in this
process:
[Link] talent pool needs: During this step, the capabilities of current members of
the organization has to be assessed, and the future (and current) capabilities needed
is gauged. The gap between the two (if any) is the new talent that is required.
[Link] talent: Individuals with leadership and/or management potential have to be
identified, as well as Subject Matter Experts (SMEs) and key knowledge holders.
[Link] talent: Plans for developing talent within the organization (either existing or
acquired) must be established in order to prepare for future needs. As well,
opportunities for job rotation should be identified, in order to expose talent to new
experiences.
[Link] talent: Once a talent base has been created, it needs to be retained. In order
to do so, recognition plans and reward schemes can be put into place
 FEATURES OF TALENT IDENTIFICATION

• Positive energy/attitude.
• An entrepreneurial spirit.
• Innovation or creativity.
• A commitment to your startup's culture and mission.
• Effective communication skills.
• Integrity.
• Teamwork. Leadership
• Potential for growth
• Job expertise and skills
• Commitment to deliver
• A strong work ethic
• Decision-making skills
 OBJECTIVES

• Aspiration- To rise to senior roles

• Ability- To be effective in more responsible in senior roles
• Engagement- To commit to the organization
and remain in challenging roles.
• Develop a compelling vision that is based on clear and
critical thinking.
• Articulate and communicate goals that motivate others
and providedirection.
• Communicate effectively and support others through
change.
 NEED AND SCOPE

Business leaders are tasked with managing people to achieve business

success. Initially, this responsibility includes creating and/or supervising
teams of employees. However, in order to guide co-workers and achieve
company goals, leaders must identify individual talents in employees.

Some employee talents may be visible daily, but these skills may not be an
official part of their job responsibilities – for example, leadership. Other
talents such as speaking multiple languages or public speaking may also
be hidden.
 ADVANTAGES

• Happy employees increase job retention

• Motivated employees invested in the outcome of projects and

company initiatives which increase production

• Successful employees allow companies to create a successful

company culture  and attract top talent
 DISADVANTAGES

• The implementation of talent identification program could be

expensive in terms of time, resources and financial costs.

• Lack of support from line managers can impede the level of

commitment from employees.

• It can contribute in raising the conflicts between HR and

management by not reaching to proper agreement or
consensus.
 RECENT TRENDS
• Treat employees as “valuable people” with skills, rather than people with “valuable skills”
The manager’s ability to build strong employee relationships, team interaction and lead in a
person-centered way creates an engaging environment in which employees can perform at
the highest possible level.

• Identify Individual Talents

As a leader, it is best practice to determine how each team member complements one
another. This way when they are completing different tasks, they will have a team spirit and
you will be able to foster better teamwork.

• Get to Know Your Employees on a Personal Level

If you have a personal relationship with your team members, they will feel more connected to
the organization. We find that 66% of employees believe that their managers do not care
about their personal lives. So this is a low hanging fruit to tackle tomorrow

• Create a Sense of Ownership

Employees who connect emotionally with an organization feel a sense of ownership and are
more likely to stay with the company, enabling them to deliver superior work in less time and
reducing turnover cost.
• Create a Sense of Purpose
Workers need to feel that what they do is meaningful and that they work for a
successful company. If you can create a sense of purpose in their role, they will
be far more engaged in doing said work.
• Empower Your Employees
65% of employees who say they are satisfied with the amount of input they
have in decisions affecting their work are also considered engaged at work.
This is no coincidence!
• Communicate the Organization’s State and Goals
Employees need to feel that they belong to a community that shares their
values. When employees see the organizational behavior align with their
values, they are far more engaged.
• Build Pride in the Organization
Having pride in the company and a positive workplace environment energize
people; they look forward to going to work. This is also a great way to get them
involved in the recruitment of new employees, as they are proud of the place
they work.
• Praise Employee Improvements
Praise will help build your employee’s self-confidence and motivate them to continue to work
on themselves. Similarly, when you praise one employee, the others will feel the need to live up
to that new standard.
• Give the Employees Feedback
• Employees, especially millennials, want to build new skills and constantly improve as
professionals. On top of providing praise, be sure also to provide them with feedback so they
have a goal to work towards.
• Encourage Employees to Improve
Similar to praise and feedback, employees need to be encouraged to improve. 53% of fully
engaged employees say they learned a lot from their supervisors. It helps them get into
that leadership mindset
• Listen to Employees’ Opinions
When an organization encourages open and honest communication, employees feel more
engaged. They will also welcome the opportunity to share concerns and work together to find
solutions. Two traits that are crucial for new leaders!  
• Provide Coaching and Training
Investing in internal or external training programs is another way to increase engagement.
One way to achieve this is by providing your employees the opportunity to develop new skills
and grow with customized Dale Carnegie leadership training!
 CONCLUSION

Identifying talents allow companies to discover employee

proficiencies that may be previously unknown. After all, an
employee may receive high grades for their current job duties,
yet their skills may be vastly underutilized. Or, the right
balance of talent and temper may increase productivity. In
conclusion, companies that are not invested in employee
talent identification are likely losing potential profits and
productivity. That’s why identifying employee talents should
be incorporated into every company’s talent management
practices.
 BIBLIOGRAPHY

• [Link]
• [Link]
t-to-your-company/
• [Link]
l-employees/
THANK YOU..