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the ability to influence a group of individuals to achieve a common goal. High levels of expertise: talent has a high level of knowledge and skills in a particular area. Ability: a combination of the innate characteristics and learned skills that an employee uses to carry out his/her day-to-day work. Aspiration: the extent to which an employee wants or desires prestige and recognition in the organization, advancement and influence, financial rewards, worklife balance, and overall job enjoyment. Engagement: consists of emotional commitment, rational commitment, discretionary effort, and intent to stay. Self-starters/ initiative: talent is energetic with unusual initiative. Creative: talent is able to think outside the box. Authors Turner et al., 2007 Type of Research Scientific
Scientific
CLC, 2005
Scientific
CLC, 2005
Scientific
CLC, 2005
Scientific
Vinkenburg & Pepermans, 2005; Thorne & Pellant, 2007; Knegtmans, 2008;
Turner et al. 2007 Vinkenburg & Pepermans, 2005; Thorne & Pellant, 2007; Knegtmans, 2008
Non scientific
Learn ability: Vinkenburg & Pepermans, talent has the ability to learn 2005; Thorne & Pellant, and speed of learning. 2007; Knegtmans, 2008 A bit lazy: the ease with which a person performs. Set ambitious but realistic goals: talent seems very realistic in choosing his/her targets. Vinkenburg & Pepermans, 2005; Knegtmans, 2008
Non scientific
Non scientific
Non scientific
Problem solver: Vinkenburg & Pepermans, talent has the ability to solve 2005; Knegtmans, 2008 problems. Self-motivated: talent is driven and passionate by what he/she does. Reduce complexity: talent is able to simplify. Peak at the right moment: talent has the ability to excel at moments that really matter. Resilient: talent is dynamic and flexible. Entrepreneurial: talent seeks opportunities and threats. Opportunistic: talent takes advantage of any situation. Vinkenburg & Pepermans, 2005; Knegtmans, 2008
Non scientific
Non scientific
Vinkenburg & Pepermans, 2005; Knegtmans, 2008 Vinkenburg & Pepermans, 2005; Knegtmans, 2008
Non scientific
Non scientific
Non scientific
Turner, P., Tansley, C., Foster C., Harris, L., Stewart, J., Sempik, A. & Williams, H. (2007). Talent: strategy, management, measurement. London: Chartered Institute of Personnel and Development. Corporate Leadership Council (CLC). (2005). Realizing the Full Potential of Rising Talent (Volume I).A Quantitative Analysis of the Identifi cation and Development of High-Potential Employees. Washington: Corporate Executive Board. Thorne, K. & Pellant, A. (2007). The essential guide to managing talent. How top companies recruit, train & retain the best employees. London and Philadelphia: Kogan Page Vinkenburg, C. & Pepermans, R. (2005). Top potentials in organisaties, identificeren ontwikkelen en binden. Assen: Koninklijke van Gorcum.