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Understanding `talent' in achieving goals of an organisation

By Dr Dewi Tajuddin

 

UNDERSTANDING the existence of 'talent' in itself or the worker in an organization is seen necessary. With this understanding, a description of the explanation may signify on the balance and needs of the talent of workers within an organization.

Understanding what the core concepts of personal development in the organization, the development and understanding of personal development will give a clear understanding of the talent in achieving goals and successes.

The continuity of understanding your own skills or abilities therefore is important. In this organization, a concept that can be described as having the best continuity with the understanding of the value of self-esteem in achieving goals and success.

A clear example is that individuals can illustrate the evidence in which the gifted or ‘talented’ individual can elaborate on these strengths and weaknesses themselves can be proved that the talented individual has also identified himself based on the understanding of his own strengths and weaknesses.

With an understanding of self-deception or style and self-conceptualization has been able to give the best impression to the implementation and understanding of motivation, persistence and self-management, with this excellent exercise able to reinforce the effect and evidence of the best and the 'Talent' by the individual.
 

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What to insert in understanding our own talents is that it outlines the evidence and impact on the achievement of goals and successes of ourselves or in the organization that is understandable and proficient in ensuring leadership, the obedience of the power of motivating other individuals, and the network of relationships can be disputed in a decision-making situation. For themselves or the environment, this can give effect to self-motivating and environmentally oriented people with emphasis on self-confidence, especially in teamwork. The continuity of individual singles skills has a strong connection with the understanding of status or professionalism. Engaging in thinking, understanding career planning career.

As a Muslim, it is necessary for us to understand whether the impact of personal development through the perspective of Islam. With a strong understanding of the individual's status or professionalism, it contributes and affects the development of ethics and sustainability. Sustainability can outline that nothing has changed, and it has been generally publicly accepted with the etiquette of ethics that tell of life worth, good and satisfying. However, the existence of this ethic based on the ethical understanding is a theory of the right conduct in good life and this is not outlined as practice.

With this explanation it is clearly stated that understanding the 'Talent' itself and the environment can help in achieving the desired goals and successes, that may include but not be limited to:

 

1. Interview

The interview explains the need to prepare physically and mentally before and during the interview with this guideline it can describe the factors of success and failure of the prospective interviewee.

The interview also states a communication process aimed at finding and identifying eligible candidates for example to hold a position or promotion. The interview situation outlines the question of questioning between the appointed panel or the employer with the job applicant or the post, the conversation or dialogue between them is controlled by outlining the search by stating who the best candidate in is filling the vacancy.

The interview is also expressed as a stage to enable applicants or candidates to sell their own abilities and arrange for a candidate's understanding of the organization where the place of residence is sought by the candidate or the applicant.

a) Understanding the Interview concept by Understanding valuations based on candidate 'Talent':

b) What should candidates or applicants understand about interviews and whether they relate to understanding 'Self-Gift' by candidates or applicants.

 

2. Organizational Culture
 

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Organizational culture outlines the understanding of the system that is within the organization, it can also be expressed in the difference between the other organizations.

Strong cultural features within the organization are evident in employee loyalty towards the organization, the ethical discipline within the organization is practiced best, the question is whether every organization understands the "Employee Talent" and does every organization understand "Worker Talent Assessment" and "target achievement work on the talent of workers ".

Doing so is the loyalty of employees based on the talent of employees or to work loyalty in the organization because they understand only the tasks and not the understanding of diversity or the understanding of innovation in the organization.

The probability of an employee with a talent or understanding of his own talent and is not properly assessed in a talented organization, employee only performs tasks that are not comparable to his talent. As such, an ability of the employee is clearly stated that the organization loses in the use of calm workers and organizations have made a mistake in in the options for their own employees.

The culture in the organization plays a big role in achieving the goals and successes of the organization, one of the cultures that contributes to the achievement of goals and outstanding achievements is to understand the existence of talent in every employee and to place workers in the workplace based on the talents of their own employees and the organization can apply the talent for every employee to achieve their goals and success for the organization.

Why the introduction of employee talent associated with culture in this organization can be stated when the organization is still playing or adopting a culture of hiring employees based on the existence or identification of the "insider" and the linkage of fraternal bonds without knowing or seeing the existence of excellent talents in the employee.

One of the cultures employed is by "emplacing" the talent of workers and "squashing" talented or talented workers but placed in the improper part, by practicing this culture clearly states that workers cannot achieve the task of excellence and innovate. Hence, understanding 'Talent' in ensuring achievement of goals and successes takes precedence.

 

3. Professionalism of workers
 

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Understanding the meaning of employees' professionalism is important to help facilitate accountability for the performance of responsibility in careers, this responsibility can be ascertained that the professional can increase the incentive that launches positive activity in carrying out diligence and working better.

Professional understanding of this work contributes to good work ethics by understanding the position with which it will contribute to happiness in carrying out the task better and trust. Based on this professional understanding can indirectly tell the existence of loyalty to the work that has been done.

Workers who understand the meaning of 'professionalism' in the organization will outline guidelines on the struggle and defend the good with this cautious action and marking calculations, self-discipline in carrying out the assignment and thus giving a great impression on the positive image for the employee.

Understanding the existence of 'talent' in the workforce is not merely the result of the organization but it can also tell how to understand the talent of the worker by classifying the professionalism of workers to produce the best goals and success for the organization.

 

4. Performance measurements
 

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Understanding the existence of a 'talent' in itself or a worker in an organization can help in recognizing the value of employee performance measurements, it is necessary to understand the talent of the employee that it can describe the explanation of the best performance measurement rating or the performance measurement of the valuation not based on the value of a worker's work within the organization.

As reported by performance management outlines the assessment where the employer needs to provide support to the employee, it is appropriate to obtain the performance evaluation outlined. Providing practical support to ensure employees know what the results of the assessment.  Providing training programs after the results of the assessment performance are stated by this performance management procedure it can state the modification of the target measurement, whether these priorities and performance are based on changes in the organization.

Performance measurements will be assessed depending on the achievement of the objectives which will be outlined to the goals that will be affected by the objectives. In the performance rate, the assessor has been outlined will consider the overall rate incentive covering the overall and improperly affecting performance.

Performance measurements also state the internal factors that will affect performance such as changes in the organization, the external factors are also outlined, considering external conditions such as market conditions, changes in laws and current economic conditions. As described in the understanding of employee talent in the organization can also affect the 'performance measure', this statement contributes to the effectiveness of achieving goals and achievements within the organization. In the coming article, I will verify that talent not only deals with development but more important on its retention.

 

Dr Dewi is a senior lecturer HRM at UiTM that specialises in the personal development and talent management. - DagangNews.com