Talent Management Practice and Personal Effectiveness Project - Coursework Example

rsоnаl Еffесtivеnеss Рrоjесt Student name Name of institution Course title Tutor Date Executive summary This report is an analysis of an employee who will be working in a team other four legal team to come up with a crisis management plan of an organization. The report will assess the performance of the employee and how he executes the tasks. This report aims at looking at the interaction of the employee in a team and how he can perform. The employee was denoted by Subject A and his position in the organization is chief communication officer. The five indicators will be used to assess the performance of subject A. The indicators that will be used are; Self-monitoring test, Big Five Locator, communication skills test, Interaction styles, and hemisphere Dominance. The self-monitoring results showed a 60% score. This is a neutral position where Subject A is either exhibits low or high self monitors. Having low monitors means that the person does not change given the environment and high self monitors shows that a person can be a good manager and make better decisions. The communication skills showed that the subject A is very insightful and very important in communication skills. It was also clear that subject A exhibited passion for the job and was results oriented. This was an energizer kind of person when it comes to interaction. Hemisphere Dominance test indicated that subject A has left side brain dominance. Table of Contents Executive summary 2 Table of Contents 3 1. Introduction 4 Scenario 5 Overview of Psychometric indicators used 5 2. Literature review 6 3. Data 8 3.1 Self-monitoring test 8 3.2 Big-Five locator 9 3.3 Interaction styles tests 10 3.4 Hemisphere Dominance test 12 3.5 Communication skills test 12 4. Conclusions 13 5. Recommendations 13 6. References 15 7. Appendix 16 1. Introduction This report is aimed at collecting the attributes and performance of Subject A while the subject will be working along the lawyers on a project of the organization. The firm is a large firm with a bigger market share and it mainly deals with development of portable computing devices such as laptops, palmtops and Netbooks. There have been several issues regarding the legal content and design of the devices. Other companies are coming up with similar models and there is a patent law suit against our firm. The human resource manager is supposed to use this opportunity to evaluate Subject A. The nature of the staff member and how they interact with others on the project will be evaluated. Subject A can be evaluated using various indicators in order to examine their psychological and behavioural traits. The instrument indicators that will be used; Self-monitoring test, Big-Five locator, Interaction styles, Hemisphere Dominance test, and an additional Communication skills test. Self-monitoring test will be used to indicate the margin of change of the individuals personality while in different environment and with a different group of team members. The big-five locator will enable us to examine the relationship between the personality and professional performance of subject A. Interaction style is another test that will be used to examine the presentation and interaction of subject A with others. Hemisphere dominance is a fourth test for subject A and it is aimed at establishing the side of the brain that is dominant. The fifth and final test that will be used in this report will be the communication skills test. This is a test that looks at the essential skills while dealing with different aspects of the company. Given that this is a crisis kind of task communication is very essential and many fail to articulate their points very well especially when they are under pressure. Scenario The scenario in this case has been explained in the introductory part of this report. The chief communication offers is enjoined with a team of legal experts in coming up with a management crisis plan. The plan is aimed at helping the organization to deal with crisis that it faces. The given that this is hand held computing device company, there has been issues relating to privacy, copyright and patent war of some of its products. The legal implantation is very huge based on the copyright law and other internal law hence the company wants to find a solution to this problem. Since there are a lot of media report, the chief communication officer must be involved in the process in order to be able to answer to all media questions. The communication officer is also supposed to act as a link between the top management and the legal team. Given the agency of issues at hand, project is expected to last for two months. As the human resource officer under the instructions of the human resource manager, I am supposed to evaluate subject A and write a talent management report relating to learning skills, interaction styles and other such factors. Overview of Psychometric indicators used There were five psychometric indicators that were in carry out this task namely; Self-monitoring test, Big Five Locator, Interaction styles, Hemisphere Dominance test and communication skills. Self-monitoring test, Big-Five locator, Interaction styles, Hemisphere Dominance test, and an additional Communication skills test. Self-monitoring test will be used to indicate the margin of change of the individuals personality while in different environment and with a different group of team members. The big-five locator will enable us to examine the relationship between the personality and professional performance of subject A. Interaction style is another test that will be used to examine the presentation and interaction of subject A with others. Hemisphere dominance is a fourth test for subject A and it is aimed at establishing the side of the brain that is dominant. The fifth and final test that will be used in this report will be the communication skills test. 2. Literature review Talent management practice is a crucial part of modern organizations. This is because the current business environment is very competitive and the economy is integrated. This has led to more focus on talent management by the human resource of most organization. It is apparent that many organizations are taking more of their resources on talent management activities. Each organization has their own talent management approach that they use. Talent management can be used by an organization as a competitive advantage. The research done by IBM o talent management points out those knowledge-intensive industries such as electronics, technology, professional service and service intense industries such as financial and retail institutions apply talent management (Collings & Mellahi, 2009). Knowledge intense firms tend to collaborate while financial services institutions concentrate on employee retention. Many non-profit organizations do not carry out talent management practices. This has been attributed to regulations, limited budget among other issues. With the emergent of new companies in the competitive economy, the search for talent intensifies between the already existing and the new firms. It is also worth pointing out that talent management is a practice that each industry responds differently. According to IBM Institute for Business Value/Human Capital Institute; there are different dimensions of talent management practice (Collings & Mellahi, 2009). The first dimension is to come up with a strategy both short and long term in attracting, developing and deploying employees within an organization. The second dimension is to attract and retain employees. The business needs are established and employees are retained based on those needs. The organization searches for talents then retain them for optimal performance. Motivation and development of the employees is another dimension of talent management practice. The organization through human resource department ensures that employee needs are met and they are motivated to work more. Development of employees include; sponsoring them to further their studies, organize seminars and training sessions tailored at giving the needed business needs. Deployment and management is an important dimension because it enables the organization to provide effective resources and work management which match with the skills and experience of the employees. The fifth dimension is to connect and enable. This means that an organization can identify people with relevant skills and connect with them to work for the company. Collaboration and knowledge sharing is another aspect of connecting and enabling. The last dimension is transform and sustain. It means that after an organization achieves given results, it should be able to sustain the gains (Collings & Mellahi, 2009).. From the literature review, it is clear that talent management practices are being critical to modern organization. It is important for our company to carry out a talent management and come up with talent report on the employee skills. Since our company is knowledge intensive we would like though the reports to come up with methods of retaining and developing employees in an organization. 3. Data This sections gives different indicators that were used to carry out assessment of the client. The instrument was used to measure the performance of Subject A while the subject was working on the project with other members. 3.1 Self-monitoring test This is an instrument indicator that measures the changes of an individual in different contexts. Subject A is does not show a clear stand when it comes to imitating others during work time. While he was working on the project sometimes the subject showed their real personality with imitating another person. However, in some instance the subject acted to emulate other people. However, the expression of subject A clearly represents the true inner feelings and the belief. The employee further does nto show a clear stand when ti comes to argument of ideas. It is not clear when the subject argues the point, is it the time when he is sure of the point or not sure about it. When it comes to social gathering the subject does not indulge in activities or behaviours that will please others. It means that he remains himself in social gathering. Self-control and self-confidence Self-confidence results from the fact that one can be able to do things on their own without asking for friends or other close relative. Based on the behaviour of subject A he is natural on whether he uses other people’s opinion or not in engaging in leisure activities such as watching a movie, reading a book among others. It is clear that the subject does not engage in activities that will please others. Negative ideas such as lying about a given subject even if it is for a good end is not part of subject A traits. Self-monitoring test The overall score for self-monitoring was 61 out of 100. The score closer to zero means low self-monitoring while a score closer to 100 on the scale means the person has high self-monitoring. 3.2 Big-Five locator The big five locator gives a framework which used to evaluate the relationship between the personality behaviours and professional. The scale below was used to measure the big five locators of Subject A. There are five dimensions of personality according to the studies that can be measured and they are abbreviated as OCEAN. The term is given as Openesses to intellect, Conscientiousness, Extraversion, Agreeableness and Neuroticism The figure above shows the scores of subject A. The scores for Openesses to intellect, Conscientiousness, Extraversion, Agreeableness and Neuroticism are; 24, 58, 74, 44 and 9 respectively. 3.3 Interaction styles tests This test indicator is used to identify the interaction with others and general appearance. Subject A demonstrated that he is an Energizer. This is because subject A has a lot of persuasive energy while in working with on the project. The grid figure below further explains different types of interaction styles and what they mean. The figure below shows a different grid which shows the impact of each interaction style in the organization. Energizers are people who are passionate about what they do and they sometimes show it emotionally whenever it does not work out their way. 3.4 Hemisphere Dominance test This test is used to determine which side of the brain is dominant. The dominant side can either be left or right part of the brain. If left side is the dominant it means the person processes information in a logical and sequential manner. This is ideal for the chief communicator because he is will be able to use a logically processed language in communication of the company policies and the strategic plans. 3.5 Communication skills test The above results can be summarized as, “Your results indicate that you are extremely adept at interpreting other people’s words and actions and seeing things from their perspective, which likely results in very few misunderstandings. You seem to realize that empathy is an essential part of good interpersonal skills and therefore, will do your best to place yourself in other people’s shoes in order to better understand them. You can generally get a good sense of what others are thinking and will likely adjust yourself accordingly if the people you’re conversing with seem confused or perhaps uncomfortable.” 4. Conclusions Subject A was tested with five Psychometric indicators during the two months project while working with the legal team. The results of the tests were given in the data section with interpretation for each of the test results. Talent management can be done using these tools to ensure that an organization keeps talented employees to meet the business needs. Talent management practice should be done to other employees as one way of employee appraisal process by the human resource team. Subject A exhibited different characters and traits that are desirable to the organization. 5. Recommendations The self-monitoring results showed a 60% score. This is a neutral position where Subject A is either exhibits low or high self monitors. Having low monitors means that the person does not change given the environment and high self monitors shows that a person can be a good manager and make better decisions. The communication skills showed that the subject A is very insightful and very important in communication skills. It was also clear that subject A exhibited passion for the job and was results oriented. This was an energizer kind of person when it comes to interaction. Hemisphere Dominance test indicated that subject A has left side brain dominance which enables one to process information language logically and semantically. These are clear qualities of a good communicators and performer. I recommend that the HR retains this person because he exhibits the necessary skills for the job. Subject A was able to offer valuable contribution to the team. 6. References Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee relations, 29(6), 640-663. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313. Chesbrough, H. (2004). Managing open innovation. Research-Technology Management, 47(1), 23-26. Self-monitoring retrieved from:http://www.outofservice.com/self-monitor-censor-test/results/?raw=61 Communication skills, retrieved from: http://www.queendom.com/queendom_tests/transfer 7. Appendix Interaction style Read More