Hutac2012

Anton Gathier is a Recruitment & Talent Acquisition Expert with a broad
International background in Blue Chip organisations.
A study Architecture preceded a career in Training & Development, In-
house Recruitment, International HR, Executive Search and HR-
Recruitment Projects and Consultancy. Today he develops, provides and
manages advice and hands-on solutions in Employer and Personal
Branding, Recruitment & Talent Management for International
Organisations as well as for high profile individuals out of his own
consultancy,AG Staffing & Development.

AG
AG Staffing & Development

Using talent the right way
Or:
Help I’ve got talent? And now what?

AG

AG

Talent and Skills

AG

Definitions
Talents are innate abilities (the potential one is born with).
“a recurring pattern of thought, feeling or behaviour that can be
productively applied”

Skills are learned and trained routines or methods that one does
well
(often because of the talents one possesses)

Our brains are constructed for creativity, talents, and skills;
some combination of all three is the rule, not the exception.

AG

Talent vs A talent?
So:
Talent is the natural ability to excel at a duty or
action.

So then what is a talent?

A talent is a person who possesses unusual innate
ability, skills and creativity in some field or activity

AG

Reality check

AG

Talent, skills and a career

Marketable job skills can be broken down into
five basic categories -- transferable skills sets --
that o necan use in showing applicable skills
from one job or career to the next.

AG

Five Basic Skill / Talent sets
• Communication Skills:
the skillful expression, transmission and interpretation of knowledge and ideas.
• Research and Planning Skills:
the search for specific knowledge and the ability to conceptualise future needs
and solutions for meeting those needs.
• Human Relations Skills:
the use of interpersonal skills for resolving conflict, relating to and helping
people.
• Organisation, Management and Leadership Skills:
the ability to supervise, direct and guide individuals and groups in the
completion of tasks and fulfillment of goals.
• Work Survival Skills:
the day-to-day skills that assist in promoting effective production and work
satisfaction.

AG

In relation to organisations
• What does an organisation need?

• Do they know what talents or skills they are
looking for or want to develop?

• How do they assess these talents or skills

AG

Compentencies
• A cluster of related abilities, commitments,
knowledge, and skills that enable a person (or an
organization) to act effectively in a job or
situation.
• Competence indicates sufficiency of knowledge
and skills that enable someone to act in a wide
variety of situations. Because each level of
responsibility has its own requirements,
competence can occur in any period of a person's
life or at any stage of his or her career

AG

Compentencies
GENERAL COMPETENCIES
Adaptability Planning and Organizing/Time Management
Attention to Detail Problem Solving
Caring Professionalism
Collaboration Quality
Communication: Open Reliability
Communication: Oral and Written Service
Continuous Learning Technical Expertise
Crisis Management
Discernment/Judgment LEADERSHIP COMPETENCIES
Diversity Change Leadership
Drive for Results Coaching
Initiative Collaborative Leadership
Innovation Conflict Management
Negotiation Influence
Organizational Understanding Team Leadership

AG

Fixed Believers

AG

Grow believers

AG

Talent & Acquisition

• Will you do the job
• Can you do the job
• Are you fun to work with

Gallup

AG

Talent Development

Your success is the combination of:
Your talent, skills and creativity
In reality:
• 10% talent
• 70% motivation
• 20% hope

AG

Talent management
• An integrated approach within HR.
Talent management formally integrates people management programs
and functions so that they work as a continuous process.
• Integrating people processes into standard business processes.
Talent management goes the next step and further repositions people
management programs and processes into the company’s standard
business processes, such as the corporate strategic planning process,
budgeting, mergers, and new product development.
• Shifting responsibility to managers.
Talent management pushes the accountability and the responsibility
for executing people management down to the line management
levels.
• Measuring success with productivity.
Talent management shifts the success measures from the more
traditional HR and recruiting functional metrics towards measuring the
overall productivity of the workforce.
AG

Using your talent and skills
• Values:
Take the time to do a thorough self-evaluation. What's most
important to you? Are you someone who likes public
recognition? Or do you prefer a private pat on the back when
you perform above expectations?
• Work Environment:
Know your best fit. Do you prefer a large, medium or small
employer? Are you more productive on a team or do you
prefer to work alone? What are your expectations regarding
flex time, telecommunting, and other working arrangements?
• Positive Feeling:
Sometimes you just have to listen to your gut. Where will you
feel most appreciated? Where will you derive the highest
work satisfaction? Where will you feel you are making your
best contribution?
AG

• Career change
is more about who you are than what you do!

As soon you discover your life's purpose - you know,
whatever makes you feel good about being alive - then
how you express that in your work will easily follow. The
whole discovery process can take a little bit of time, but
it's very much worth the effort.

AG

Talent
‘Use what talents you possess;
the woods would be very silent if no birds sang
there except those that sang best’.
Henry van Dyke

AG

Hutac2012

Recomendados

Recomendados

Mais conteúdo relacionado

Mais procurados

Mais procurados (20)

Destaque

Destaque (15)

Semelhante a Hutac2012

Semelhante a Hutac2012 (20)

Hutac2012