In the process of professional consulting on talent inventory, the author often has some confusion that enterprise managers have encountered, and the author classifies and briefly answers some of the common confusions for the best time.
The fourth category that enterprise managers are often confused about talent inventory is the inventory application class, that is, withThe application method of the talent inventory results, the application results and the application effect are related to the other aspects
(3) Is it better to use people with top-notch ability but mid-stream performance, or is it better to use people with midstream ability but top-notch performance?What's the difference in usage?
Indeed, some companies have such confusion, which one should be more important in terms of ability and performance, which type of talent is better to use, and what are the differences between the two types of talents.
First of all, let's still return to the nine-square grid to do analysis and judgment. Ability is top-notch but performance is midstream, which can be understood as:High-ability and medium-performance talents, and the ability to perform in the midstream can be understood as:Medium-ability and high-performance talents, the two types of talents are in the position of superstars in the upper right corner in the nine-square grid.
As mentioned above, although the second type of talent does not reach the superstar level, it can also be called "good seedlings", and some ideas in the market will name both"Core backbone" or "core talent".It also reflects the definition and positioning of these two types of talents.
Let's skip the question of who is better than whom, and answer the second puzzle"How to use it?".”Again, the author remainsFrom talent application, talent incentive, talent trainingand other levels respectively for the two types of talents to give some suggestions.
1. High-ability and high-performance talents
1. Talent application
Although the second-class talents of high-ability medium-performance and medium-ability high-performance talents are not as rare as superstars, they are also in demand and indispensable talents in enterprises, and usually the proportion of second-class talents together is10-15% or so
High-ability middle-performance talents, on the one hand, can contribute good performance in the existing position, and on the other hand, show comprehensive quality beyond others.
Therefore, for this type of talent, on the one hand, it is necessary to give full play to their strengths, arrange more challenging tasks for them through appropriate incentives and management means, and set more challenging goals for them to guide them to produce better performance results;On the other hand, they can be provided with more adequate resources and support, as well as appropriate delegation of authority and empowerment, to help them use their individual abilities more effectively.
Therefore, the application strategy for this type of talent is to help them exert their abilities, improve their performance, and push them into the superstar grid through challenging tasks, challenging goals, as well as resource support and delegation of authority.
2. Talent incentives
Thinking from the same perspective as superstars, the incentives of high-ability and high-performance talents also need to be focused on and moderately tilted, such as bonus ratio, salary increase frequency, long-term incentives, and priority promotion.
At the same time, it is also necessary to consider whether the reason why such talents do not show performance commensurate with their abilities is related to the rationality of incentives.
3. Talent training
For the cultivation of such talents, we mainly focus on special training that matches the needs of performance improvement. For example, give more opportunities for experience and more diverse work tasks to stimulate work motivation, and practice and stabilize ability;Another example is to arrange mentoring and continuous coaching to promote the improvement ...... core competencies related to key performance through coaching
Second, the ability of high-performance talents
1. Talent application
Medium-ability and high-performance talents can contribute excellent performance results in their existing positions, but there is still some room for ability.
Therefore, for this kind of talent, there are two ways to use it, one is to maintain the original position, so that they can continue to contribute to the current position, and at the same time, arrange them to bring people to amplify their personal excellence;The other is to expand job responsibilities, assign challenging tasks, and increase project-based practices to force them to make up for their shortcomings and raise their ceilings.
Therefore, the application strategy for this type of talent is to either maintain and carry forward their stable contributions, or to help them stabilize their performance and improve their abilities by expanding their responsibilities, challenging tasks, project practices, and similarly, pushing them into the superstar grid.
2. Talent incentives
Similarly, the incentives for medium-ability and high-performance talents also need to be focused on and moderately tilted, such as bonus ratio, salary increase frequency, long-term incentives, and priority promotion.
At the same time, it is also necessary to consider whether it is necessary to set up incentives for such talents to encourage learning and Xi and stimulate growth, which can be material incentives or spiritual incentives.
3. Talent training
It mainly focuses on special training that matches the needs of stable performance and ability improvement. For example, through the solution of management or business problems, project practice, etc., to achieve the improvement of their special capabilities;Another example is to improve general knowledge through reading and related mechanismsAnother example is to further develop their strengths and weaknesses or make up ......for their weaknesses by expanding their job responsibilities
After chatting about usage, let's go back and look at the first puzzle -"Who's better?”
The division dimensions of the nine-square grid include performance, ability, potential, culture, etc., and the two most used dimensions are usually a combination of ability and performanceClassic nine-square grid, and a combination of potential and performanceHigh-potential nine-square grid
As for which two dimensions to choose to do talent inventory, it is not the main topic that the author wants to communicate with you this time, so let's take a look at the three dimensions involved in these two types of combinationsPerformance, ability, potential
Performance, refers to the describable work behavior and measurable work results in the past period of time, whether it is monthly performance results, quarterly performance results or annual performance results, when the performance results are reflected, the page has been turned over, therefore, the performance reflects the past.
CapabilitiesIt refers to the comprehensive quality embodied in the completion of a goal or task, whether it is the explicit quality that is easier to improve or the implicit quality that is more difficult to improve, promotion and change need a process, so the ability reflects the present.
Potential, refers to the potential ability, represents the possibility of future ability development through self-accumulation and external force, therefore, the potential reflects the future.
Summary: Performance reflects the past, ability reflects the present, and potential reflects the future
Therefore, the high-ability medium-performance talents, medium-ability high-performance talents, the representatives behind are:The employment concept of the enterpriseWhether it is more important to pay more attention to how much performance employees have generated, or to what kind of performance can be expected from employees in their current position when the environment remains unchanged, or to pay more attention to how much value employees can bring in the face of an uncertain future.
Therefore, another part of the concept in the market will name medium-ability and high-performing talents"Performance Star" or "Core Talent"., and will name high-ability mid-performance talents"Stars of Ability" or "Stars of Tomorrow".
Of course, in the author's opinion, there is no superiority or disadvantage between these three concepts, and the difference is only in the choice, that is, in the face of different internal and external environments, different industries, different stages of development, and so on.
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