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Gaps in Talent - Assignment Example

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When implied to talent development in the organization, it would be understood that the need to recruit and bring on new talents become necessary only when gaps are identified in the existing talent pool of…
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Gaps in Talent
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Gaps in Talent

Download file to see previous pages... Two of these include the use of skills testing or audit and training and development. Skills audit or testing basically involves the act of engaging employees in an organized formal test that mostly comes in a pencil and paper format. This is done to test the cognitive abilities of the workers in specific areas of the work that they are supposed to do. Basing on the outcome of such skills audit or test, it is possible to identify major gaps as represented by areas where employees scored lowest marks. With the gaps known, the right steps in terms of filling them through recruitment is then taken.
Training and development has also been noted to be a highly preferred technique of identifying gaps in talent when the ambition of the manager is to double the effort of identifying the gaps with the development of lapses (Davenport, Harris & Shapiro, 2010). This is because training and development is used with the original intention of equipping the existing skills and talents of employees. However whiles doing this, it could be seen that there are employees who constantly fail to adapt to specific concepts of human capital development or training. Once such areas of deficiencies are identified, they can be itemized as part of the core gaps in talent that need to be replaced with more suitable candidates. In recent times, another technique that has been used independent of the first two discussed is multisource assessment. This is done by combining the ratings received from supervisors, peers and employees to find areas of strengths and weaknesses associated with the overall output of work and delivery of specific employees. Once this is used, it is aimed at receiving variety of opinions and ideas about a specific aspect of the human resource so as to know if there are gaps in these areas (Silzer & Dowell, 2010).
The use of multisource assessment when compared to the first two techniques reveals different lines of strengths or merits. As far as the multisource ...Download file to see next pagesRead More
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