A Talent Management framework: the outcome of 10 years ... - ACSG

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Validity of EvaleX Talent Grid ClassificationsDistribution of Talent across Position Levels1009080703922301230172531536050100424030614844484020100271410750/55 45 40 35 30 25 20Platinum Gold Silver Bronze
ConclusionsFrom the outcome of this research project which is ongoing,the following building blocks for a new paradigm totalent management have been formulated andthe following conclusions are drawn:The statement about a person’s potential should be multi-dimensional, including thefactors of Cognitive functioning, Managerial competence, Personality and Emotionalfunctioning.This statement should be based on objective assessment, not subjective opinionA more complicated algorithm to derive a Talent Classification needs to be used. In thiscase the inputs of Cognitive functioning, Managerial competence, Personality, Experience(technical expertise) Performance and Position level were used in a carefully designedalgorithm to determine Current Position Fit and Intellectual Capital Value (future level offunctioning)Technical expertise or technical competence or experience should be one of the factors.
Page 1: A Talent Management FrameworkAssess
Page 4 and 5: Existing Paradigm(One of the most p
Page 6: Research Process and MethodologyDur
Page 9 and 10: Nature of the follow upThe purpose
Page 11 and 12: EvaleX Business & Technical Compete
Page 13 and 14: EvaleX40Managerial Assessment proce
Page 15 and 16: Anatomy of Talent ManagementFive Di
Page 17 and 18: Dimensions of Talent ManagementThe
Page 19 and 20: Current Position FitTalent Grid3025
Page 21 and 22: Research FindingsValidation of Tale
Page 23: Validity of EvaleX Talent Grid Clas
Page 27: EndThe presenter can be contacted b

A Talent Management framework: the outcome of 10 years ... - ACSG

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