MGT 625

Talent Management

Term End Reflection Note

On
Talent Management
16 PF and 360-degree Evaluation

Submitted to – Prof. Ekta Sharma

Submitted by -
Masumi Shah
AU1713056
TYiMBA

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Reflection Note on Talent Management
With regards to the course of Talent Management, we've taken in the theories of recruiting
appropriately, procuring the correct sort of candidates’ dependent on the association or
individual fit. Talent can be hired, developed and trained for different requirements of the
association. Talent can be the greatest speculation of an organization and can likewise turn
out the most noticeably terrible piece of the equivalent. According to my understanding talent
management can be characterized as the composed and key procedure of getting the right
people ready and helping them develop to their ideal capacities keeping an association's goals
in context. This includes the start to finish procedure of recognition of talent gaps to creating
and preparing them to connecting with, propelling and holding them. All through the course,
the ideas instructed have helped me relate the hypothesis to practice to my encounters of
internships and administration positions

The elements that influence the association's presentation are

- Performance situated culture

- High degrees of worker fulfilment

- Qualified enlisting and arrangement

- Effective interest in worker improvement

- Use of institutional abilities in representative determination and execution assessment

forms.

On the off chance that we notice these focuses, the central point is identified with the worker
and representative wellbeing in the association. For the best possible characterization of
workers during employing or during improvement can likewise be separated in the following
ways

- Super keepers

- Keepers

- Misfits

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Here, Super keepers mean the most well-regulated and gems of the association. They should
be kept at the higher-level positions and they ought to have the abilities of dynamic, authority
and characterizing targets to give some examples.

Keepers are the ones that come simply under the super keepers. These are the representatives
that are for the most part at the manager position and they should be very much persuaded for
the duration of the time. They should be acceptable at finishing the main jobs, oversee
clashes in their groups and ensure that work is finished on schedule. They are the creating
ones in the association.

Though, in the event that we talk about the Misfits, these are the once who have been put in
an inappropriate activity or wrong office or rather, they especially don't have the right stuff
that are required for their activity. It is on the grounds that they are not exceeding
expectations in their work and should be persuaded consistently which is tedious and
squandering of assets.

A talent reservoir model ought to be applied at the associations. The principle goal of a talent
reservoir model is to construct a pool of high talent individuals fit for supporting an
association's present and future business prerequisites. This helps delineate and gauge the
competencies and clarify the representative's occupation demographics. The best method to
get the correct sort of occupation finished with right sort of workers, a talent management
process should be set up. The four stages to make a talent management system are

- Develop assessment tools and scales

- Develop training and development application tools

- Evaluate each employee using assessment tools

- Prepare action reports

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16 PF test

Your test results
Thank you for completing our personality test! Here is a copy of your results:

Personality type: “The Defender” (ISFJ-T)

Individual traits: Introverted – 78%, Observant – 53%, Feeling – 65%, Judging – 54%,

Turbulent – 63%

Role: Sentinel

Strategy: Constant Improvement

According to the test, the personality type it shows is that of a defender. It is because I
possess strong judging and observant trait. The sort of methodology that functions admirably
for me is of constant improvement in my work and life to have the option to accomplish great
outcomes with productive assets accessible. The job of a Keeper or a Super keeper would
function admirably for me. Having the executive skills, organization skills and analytical
skills are the characteristics of a defender. Having great relational and relational abilities can
likewise be useful while designating undertakings and appointing work to my representatives.
A defender can impact his gathering into following a specific method for work and way of
life.

360 Degree Competency Evaluation

As indicated by the 360-degree evaluation, the abilities on which me and my associates
assessed are communication, leadership, creativity, teamwork, adaptability, flexibility,
multiculturalism, strategic, planning and administrative, self-management, decision making,
risk taking, goal oriented, integrity. As I need to work at super keeper or keeper level the

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work of a supervisor at this position implies to have good communication, leadership, goal
orientation, decision making and risk taking for beginners. For those competencies I have
been ranked 4 or 5 out of 5 which means they agree that I am good or excellent in these
qualities. Also, flexibility and self-management are also my ranked higher to the extent my
job is considered. But I have to concentrate more on flexibility and team work.

SWOT Analysis

STRENGHTS WEAKNESSES
- Communication skills - Inflexible nature
- Observant nature - Emotional quotient
- Decision making skill - Team Work
- Creative - Difficult to get to know
- Dedicated and hardworking SWOT
ANALYSIS
OPPORTUNITIES THREATS
- Team work - Turbulent nature
- Become more flexible - Introvert nature

SWOT Analysis

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