Hutac2012

Staffing & DevelopmentStaffing & DevelopmentAGAG

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.


Using talent the right wayOr:

Help I’ve got talent? And now what?



Talent and Skills


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.


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


Reality check


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.


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.


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


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


GENERAL COMPETENCIESAdaptabilityAttention to DetailCaringCollaborationCommunication: OpenCommunication: Oral and WrittenContinuous LearningCrisis ManagementDiscernment/JudgmentDiversityDrive for ResultsInitiativeInnovationNegotiationOrganizational Understanding

Planning and Organizing/Time ManagementProblem SolvingProfessionalismQualityReliabilityServiceTechnical Expertise LEADERSHIP COMPETENCIESChange LeadershipCoachingCollaborative LeadershipConflict ManagementInfluenceTeam Leadership

Compentencies


Fixed Believers


Grow believers


Talent & Acquisition

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

Gallup


Talent Development

Your success is the combination of: Your talent, skills and creativity

In reality:• 10% talent• 70% motivation• 20% hope


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.


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?


• 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.


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




Hutac2012

Documents

talent development

recruitment talent management

talent vs

leadership skills

communication skills

training development

hopeagagstaffing development

planning skills