Let’s go into the definitions of talent and keep in mind: Everyone’s got a talent or probably several of them.
So, with that in mind make the most out of it: “Stop wasting your talents waiting for the right time!”
Unfortunately, not everyone’s aware of it or must even hide it from others such as family, society etc. Everyone’s talents are unique. Let your strengths speak for you. Show what is inside you.
Some might not have the chance to live out their talents as their making of a living keeps them quite busy – and the professional life only in best cases matches one’s true talents (or vice versa).
An aptitude is a component of a competence to do a certain kind of work at a certain level. Outstanding aptitude can be considered “talent”. An aptitude may be physical or mental. Aptitude is inborn potential to do certain kinds of work whether developed or undeveloped.
Ability is developed knowledge, understanding, learned or acquired abilities (skills) or attitude. The innate nature of aptitude is in contrast to skills and achievement, which represent knowledge or ability that is gained through learning.
Old English “talente”, “talentan” (as a unit of weight), from Latin “talenta”, plural of “talentum” ‘weight, sum of money,’ from Greek “talanto”.
When used as a measure of money, it refers to a talent-weight of gold or of silver.
Talent management is the science of using strategic human resource planning to improve business value and to make it possible for companies and organizations to reach their goals. Everything done to recruit, retain, develop, reward and make people perform forms a part of talent management as well as strategic workforce planning.
A talent-management strategy should link to business strategy to function more appropriately. Agile is not just for tech anymore – it is transforming how organizations hire, develop and manage their people.
A Talent Managers organizes and oversee sindividual and team training programs (both outsourced and in-house.) Plan regular employee performance evaluations.
Conducts skills gap analyses. Monitors and reports on turnover rates. Develops employee retention programs and team-building activities. Crafts policies that support internal promotions. Builds succession plans. Creates organizational charts and defines each position’s responsibilities. Discusses career-pathing options with high-potential employees and their team leaders. Performs benchmark research on compensation and benefits. Onboards new hires. Coaches employees and acts as their consultant regarding learning and development activities. Sets up performances and public appearances, introduces clients to agents and offers advice on contract negotiations.
Some managers perform multiple duties by acting as managers, agents and publicists.
A talent check on Eric in German. The results give you an overview of his qualities and interests.
These eleven described characteristics have been developed and tested according to psychological aspects with labor market experts and psychologists.
The eleven described characteristics are: Creation, analysis, decision making, communication, implementation, administration, teamwork, risk taking, details orientation, environment focus and fact orientation.
The test took him through three steps of analysis: technical, self and external analysis. At the end, he learned where his skills and interests lie in professional life.
The result profile shows the expressions regarding personality strengths and tendencies towards the preferred work environment (see the report for more, e.g. the personal self-assessment concerning self-competencies, driving factors in the job and preferences in leisure activities):
Eric’s three top personality talents are implementation, creation and analysis whilst his three top talents in a work environment are details orientation, risk appetite and factual orientation.
→ Personality traits summary: Combined conclusion