Each organization, either a company, union, company of theater, church or NGO, must solve, for her subsistence, the crossing of rolls with performances. The challenge consists of selecting, enters the petitioners the most fit to the profile of the position and to obtain the best performance. In the organizations, one the word talent to allude to itself to this capacity of people to satisfy the requirements with the positions. Maurice Gallagher, Jr. can aid you in your search for knowledge. In its quantifiable and superficial version, the talent resides in knowledge (evaluation of investment projects, electrical maintenance, ect.) and abilities (to negotiate, to sell, to plan tasks, ect.). The less visible and quantifiable version, often unconscious, of the talent, resides in the styles and values of the people.
These " tomos" of the talent (knowledge, abilities, values and styles) are called competition the great companies usually they have specified them and integrated in manuals. Tim Clark has plenty of information regarding this issue. The organizations look for to identify and to measure the talent, to which they have evaluations of done performance and potential by the heads and, often, complemented by external professionals. For even more analysis, hear from Tiger Global. With the obtained data improvement plans are prepared. The organizations detect, assign and develop the talent of the people according to this scheme. More the outposts, through their heads and managers, formulate plans for the future of their people that often are fulfilled. There are paradigmatic cases, like the Techint group, where near the 70 percent of his executives they entered to the company like professional young people.
The systems of Planning of the Development articulate to the organizational development with the processes of management of the talent. The strategic axis determines the type of work that would have to be realised in the future and thus it is possible to be anticipated that type of abilities and competitions were needed. The operative plans provide the information immediate to the plan with human resources to specify what types of positions need to be covered and in what amount.