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In this current edition, we want to explore the starting point of many HR initiatives –
talent assessment. Talent assessment is the process of evaluating the potential of an
individual, team or organization, against a given set of competencies. The output from a
talent assessment process is used as a critical diagnostic data point prior to a strategic
development or business initiative. Without talent assessment, many organizations would not have the reference point that they need to make critical people decisions around hiring, development, succession planning, promotions, outplacement, capability building, and more. Talent assessment is an important process that is a part of every organization, and is visible in different forms.
Our first article ‘Strategic Leader Development through Talent Assessment, Personal Mastery and Team Learning’, talks about how the right talent assessment approach can help create a new breed of contemporary leaders, who are able to create and drive their own personal vision. But does the journey end there? A leader who is selfaware, passionate and equipped with the right skill set, is better able to contribute to the
team he/she is part of. But even more he/she will be able to drive the change desired in an organization with confidence and focus. This article shares not only the concepts behind such an approach, but also a case study of a successfully implemented project with one of our clients in Singapore.
The second article shares the success story of a talent assessment assignment where we partnered with a large steel manufacturing organization in India. ‘Developing Leaders
through 4P’s at JSPL’ shares the details of the assignment we worked on with Jindal Steel & Power Limited, where a unique approach was used and was well aligned to the ‘Jindal Leadership Model’. JSPL has defined for itself a clear strategic goal of reaching an annual turnover of 4 Billion USD by 2020. With this objective in mind, JSPL was sure that this growth can only be achieved through the support of a strong leadership pipeline with the right capabilities. Though this journey started in 2008, to help increase the efficiency of identifying the right set of leaders who will drive the desired growth, Right Management suggested the ‘4P’s Leadership Framework’
for the talent assessment process. But what is the ‘4P’s Leadership Framework’?
Right Management believes that besides ‘Performance’, there are other parameters
which define and influence the kind of leader an individual can become. We strongly urge
you to read on so that we can share the ‘4P’s Leadership Framework’ with you as well!