Talent is a very broad term that has many definitions that are relative to the field in which it is used. Many people have difficulties in the defining the word talent. Its meaning varies but, of course, there must be a collective, global, and conventional meaning. There are many fields such as; workplace or any organizational setting, academic, non-academic like sports and athletics which utilize the talent of its members. The latter areas are just a morsel of the many plethoras of settings in which talent can be defined. More precisely, in this work, the main concern will be to define talent in the context of the workplace or rather in an organization with the human resource department. Talent in this field has a clear definition which will obviously be regarded as true. In an organization, a talented person or employee is the one is very much trusted in leading projects, clash with their colleagues and frequently yield a 100 percent result to the organization (Clutterbuck & Chartered Institute of Personnel and Development, 2009).
Talent in an organization is not the genius who is feared by all the employees and the employers but that person who produce results; off seasons and pick seasons (Clutterbuck & Chartered Institute of Personnel and Development, 2009). It is the kind of person who will be able to stick to the goals of the organization and always maintain the organization code of conduct. These talented people lead projects to completion, and their main aim is to produce credible results that will even award them promotion to higher levels. It is not a wonder to find these people being promoted twice, thrice and so in a year. Their promotion is not because of their relationship with the human resource department, but they're conspicuous ever positive results.
According Merriam-Webster, talent in its origin implies roots, which implies a unit of value or weight (Clutterbuck & Chartered Institute of Personnel and Development, 2009). It can be defined as the unit of measure of the value of an employees work. It is therefore very easy to get the meaning of talent in an organization context. It shows that talent is nothing else but the measure of the value of an employee in an organization or any business. The value if an employee can only be measured according to the results he or she submits (Davis, 2007). It is tantamount to the value that an employee adds to the organization. In most cases, this is usually the yard stake in the ranking of employees; the value, the results, the performance, the contribution. All the latter can be used to gauge the rate of talent that an employee possesses. Employees do not need to shout out their abilities or their talent but rather, a simple task can be used to fetch the most talented person in a group.
Enhancing talent recognition and identification in an organization:
Talent in a workplace can take many dimensions. There are people who will have talents but unable to maintain or to use them. Many people have Talents but have not tapped their talents. However, some organization does not give a contusive environment for the employees to discover their talents. The employees must have an environment that is friendly and that can support their talent. Employees need to be motivated in order to recognize and identify their talents. A company or organization can fail in their performance due to the kind of working environment that they work in. It is very important to assess the kind of environment that fits the employees in the workplace. Employees who are not exposed to the environment of their choice always submit lower results. The conditions that are put in place for the workers also determine the level of achievement for them. Human resource managers should be concerned about the kind of settings that will promote their employees and help them recognize their talents.
A pay and incentive plan are a very useful tool in recognition of talents (Davis, 2007). A pay and incentive plan are a design of how an employer will allocate extra pay, vouchers or monetary gifts to workers in order to appreciate their efforts. This act of motivating the employees is aimed at tapping talents and maintaining or improving the performance of the employees. Incentives may be given as bonus on the salary, increasing the commissions or even promotion. A pay and incentive plan are very useful in tapping the potential and the talents of employees. Human Resource Managers should be able to implement such kind of arrangements in order to motivate the employees. It is hence very important to have such kind of settings where employees are motivated with tokens that match their results.
Giving commissions is one of the most pay incentive plans that can increase the performance or make employees work harder to make huge profits. For example, a salesperson selling glucose meter may be promised to earn 5 percent more if he increases the sales volume to a certain level that is, of course, attainable and reasonable. Commission is given as a token in addition to the basic salary. This is a very practical example that can be used to point the most talented employee in sales and marketing, that is; the person who is able to convince the clients, the customers, the patients and all potential customers. This way, the organization will be able to surface those people who are talented in any field (Phillips & Edwards, 2009).
Carrying out internal and external contest can be used to identify the most talented employees in the organization (Pinchot & Pinchot, 1996). Those people who frequently win depict that their potential is not just a trial but consistent and steady one. These employees may not have been presenting their best but when they are put in a competitive environment, they show up their efforts and abilities which are a measure of their talents. Most people are motivated by the competitor that is around them; they dislike poor positions and being treated as failures and unable to achieve or perform their duties. When competition is introduced in an organization, most people will try to grab the first position. In the absence of crude organization politics, the employees will tend to take competition positively and as a tool to improve their abilities and performances. Competition brings a sense of ability and talent as employees will always seek to achieve more than their colleagues in such a competitive setting.
It is very important to take a look at the relationship that exists in an organization. A hostile relationship instills fear and a feeling of inability in employees. Where the managers or the employees do not maintain a friendly relationship with the employees, work turnover increases, and less achievement are made. I most cases employees will not be motivated to work on their own without directions and supervision. In such an environment, employees dislike work and cannot manage to achieve the set goals because their employers are harsh on them and treat them with contempt. Whichever grade or job group that an employee is, there is always a need to revere and respect them and their work. Managers should ensure that there is a good relationship between them and the employees for them to give results that impact positively to the image of the organization. Employees like a friendly environment full of reasonable autonomy that can help them achieve goals without harsh directions and too much supervision. Talents can be unleashed if workers are given a chance to work on their own and enjoy their results.
Sometimes employees incur expenses while working. For instance, salespersons may incur costs such as transport and meals while in the line of duty. Such expenses can be promised to be covered by the employee once a certain level of performance is achieved by the employee. For example, an employee who records the best sales in the certain season can be rewarded by the company covering all expenses faced in the next season. In addition, providing covers such as insurance covers can help build motivation in employees and hence able to work without worries and fear of their lives and job security. When employees are promised things such as health and job security, they tend to be more confident in their work and in turn record more results (Hatum, 2010). Through such ways, employees will be able to surface their internal talents that are inherent in them. When the organization enhances confidence and security to the workers, employees turnover reduces significantly.
Who is talented in the organization?
What are the characteristics of the talented employee? A talented employee is a double edged and an all round person who is always abreast with the organization's goals and vision (Pinchot & Pinchot, 1996). An employee who is talented in his or her field of work has the goals that the organization is working towards. These are the fabric foundations of a worker who is focused towards attainment of the pre-set goals by the organization fraternity. An employee must have all the goals that the organization is planning to achieve a certain period of time. To the employee, this is a matter of time and effort that will have to be coordinated and followed to achieve. Often, this is the most important criteria of knowing that an employee is talented in his or her work.
A talented employee knows the strategies that must be employed in order to give results that are appealing to the management (Hatum, 2010). Employees who are concerned about the goals of the organization and the strategies that are applied can be ranked as a talented employee. Such workers will even try to modify the already existing strategies in order to hit the threshold of the goals and go beyond it. These employees can be more innovative and can really help the organization in designing the strategies and the steps to be followed when planning how to achieve the set objectives. Talented individuals will go an extra mile to come up with new ways that can be used to score higher performance in the workplace. Human resource managers will obviously be motivated to promote such people into higher ranks because of the outstanding performances recorded. They score higher than the set threshold of the organization.
How talented individuals treat their colleagues:
Employees with inherent talent in them treat their team colleagues with respect and understanding (Phillips & Edwards, 2009). No employee or any junior will like to be spoken down to. Treating other with respect is appreciating their work and making sure that no interferences with their rights will happen. Infringing on other peoples rights is very bad in an organization. When people are respected, it is common sense that they will also reciprocate, and the vice versa is also true. Employees who respect their team colleagues always get a good working environment that is enhanced by other workers. Peace and harmony are very essential in an organization. Harmony with other work mates brings concentration and understanding. Talented employees are given contusive environment by other workers since they also respect their rights and work. Those who cause havoc in the organization have no peace and cannot be accorded their respect.
Communication is an essential tool in the gay-focused organization. Communication can be vertical or horizontal. All types of communication should be enhanced in the workplace. Talented employees communicate up, down, sideways and any other way to gain from all people and help others in different situations. The biggest organization problem in most of the organizations is communication. When one team player does not know what the other employees are doing, they get stranded and might go astray in their work. Employees should pool their knowle...
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