Let’s briefly go into the definitions of talent and let’s discover what kind of talents others have.
Keep in mind: Everyone’s got a talent or probably several of them.
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.
Talent Managers organize and oversee individual and team training programs (both outsourced and in-house.) Plan regular employee performance evaluations. Conduct skills gap analyses. Monitor and report on turnover rates. Develop employee retention programs and team-building activities. Craft policies that support internal promotions. Build succession plans. Create organizational charts and define each position’s responsibilities. Discuss career-pathing options with high-potential employees and their team leaders. Perform benchmark research on compensation and benefits. Onboard new hires. Coach employees and act as their consultant regarding learning and development activities. Set up performances and public appearances, introduce clients to agents and offer advice on contract negotiations. Some managers perform multiple duties by acting as managers, agents and publicists.
A talent check on me in German. The results give you an overview of my 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 me through three steps of analysis: technical, self and external analysis. At the end, I learned where my skills and interests lie in professional life.
After all, I am obviously quite a talented person and there’s nothing to withhold.
→ Personality Traits: Combined Summary