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A l'occasion de la célébration du cinquantenaire de la naissance d'Astérix, un hommage trés particuliers a été rendu à l'auteur Uderzo. Cette vidéo (et le lien vers le reportage journalistique juste en dessous), nous rappellent..
(ANTICIPATION + EXECUTION + DECISION) X VITESSE = belle perf plaisir + sérénité
Ouvrez en grand vos yeux et vos oreilles nous sommes dans de l'art ... au plus haut niveau .. Notez (entre autre) l'importance donnée au mouvement (la musique pendant le brief...)
Et on ne résite pas ... pour la route
Summary :Global businesses have recognised that the quality of their people can make or break their success and this has led to a close examination of recruitment, retention and talent management, with psychometric assessment now playing a central role.
Importance of psychometric assessment in talent acquisition and management
A dynamic business environment requires people in key positions to be well equipped in terms of skills- functional, managerial as well as personal, to handle high pressure and deliver under any situation In business, due to the current emphasis on intangible assets such as brands, innovation, creativity and entrepreneurship, greater than in the past, the arenas of today cater to companies that can harvest the potential of their key resources. Organizations have long known that they must have the best resources in order to succeed in the hypercompetitive and increasingly complex global economy. Human capital is the most vital resource in any organization and also the most difficult to manage.
Talent has become a resource that must be managed, because it is an increasingly scarce resource. regardless of the perspective taken, the fundamental question of what is and what is not considered to be talent needs to be addressed. Talent management requires Human resources professionals to understand how they define talent, who they regard as \'the talented\'. The success of Human resources professionals today is directly linked to the quality of talent and its productivity and they are being held accountable to deliver on stringent and measurable performance metrices. Building a competitive talent pool is a function of attracting, engaging and retaining the right mix of competencies.
Talent Acquisition and Psychometrics.
Today more than ever, global businesses have recognised that the quality of their people can make or break their success and this has led to a close examination of recruitment, retention and Talent management, with Psychometric assessment now playing a Central role. The business scenario of the present era emphasizes on leaner workplace practices and each employee plays a critical role and each new hire presents an opportunity to increase an organization\'s performance. The success or failure of an organization depends to a large degree on its skill in Recruitment and Selection and its capacity to retain and leverage talent of the highest caliber. Psychometric assessment is one of the most objective and valid means to assess an individual\'s potential and suitability for a specific role. Given the business environment of today, Talent acquisition takes on a whole new meaning and dimension. The challenge is finding the right people, through using a thorough and robust process, one that allows an organization to scale, change, adapt and execute as may be necessary.
Talent acquisition is defined as optimising the profiling, sourcing, assessing and hiring of candidates to ensure that the most suitable combination of skills, knowledge and traits to achieve organisational goals. The war for talent and the scarcity of resources force Human resources and business managers to devise new strategies to quickly identify suitable candidates and be able to offer them a position before competitors do. Active Talent acquisition strategy starts with the organisation\'s long-term business goals. These goals determine the type and composition of competencies (skills, behaviours and attitudes) required to perform in the organisation. The cardinal principles of Talent management are Talent acquisition, Psychometric assessment, Career development, Talent engagement and Talent optimisation. Talent acquisition does not end with an offer letter, it begins with an offer letter.. Recruitment is done routinely through job fairs, campus placements, recruitment portals, social networking sites and alumni associations.
Talent acquisition requires a certain amount of knowledge as well as skill. The skill or the art, however, lies in understanding the needs of the client as well as the psyche of the hiring manager and at the same time have the ability to probe a resume and go beyond the words, ask the right questions and look at it in depth and bring like-minded clients and candidates together.Organizations are looking for recruiters who add value to the process and make it an enriching experience for the hiring manager.
The Corporate world and Psychometric Assessment:
Having to operate in a highly competitive environment, organisations have to face the challenges of managing resources more specifically Talent acquisition and retention, while keeping in mind the shrinking margins. Challenges need to be faced along with the opportunities. Improving the bottomline has become crucial, while working on realignment of individual goal with organisational objectives. Hence, the need to be flexible, adaptive, innovative coupled with new approach, new thinking, new solutions. etc.to enhance the capability of the human capital to the advantage of the individual employee and for the welfare of the organization at large. An organisation\'s success would depend on its ability to manage change, use knowledge and Human Talent to acquire, develop, deploy, motivate and energise than the competitor
Psychometric testing and assessment is an objective way of assessing an individual\'s aptitudes, personality, work styles, motivation and values for recruitment, development and retention of top talent for one\'s organization. Significance of Psychometrics can be gauged by the increasing importance that organisations are placing on the talent at their disposal, also reflects the growing need for compliance and transparency, by providing tools to make recruitment and Talent management as effective and objective as possible.
The utility of psychometric profiling could be summed up as:
To alleviate risks and to provide an objective perception to Recruitment and Selection.
To exploit existing employees strengths and improve retention for furtherance of employee development
To enhance team communication, productivity and overall performance and to facilitate team building.
Psychometric tests are instruments that assess a person\'s intellectual pursuit viz - emotional intelligence, leadership quality, interpersonal interaction, values, motivation, skill, personality and strategic thinking.
Assessment centers often resort to Psychometric testing to identify and develop talent - a relevant and valuable insight to guide and support individual development and performance enhancement- for the success of any organisation, which would be the distinct variant.
Psychometric testing and assessment would give a valuable dimension to the assessment, understanding and development of Human talent. The psychometrics helps in understanding a person\'s-strengths, weakness, skills, interest, values, aptitude, ability to fit into a role; ability to a better understanding of team and the contribution of each member of the team. Psychometrics is invariably used in selection, career guidance - development of both individual and team, learning and Coaching.
Psychometrics is a growing academic discipline with a strong grounding in mathematical principles that ensure an organisation is objective in how it recruits. Apart, from being invariably used in Recruitment, there are other areas in which Psychometrics play a significant role, viz- promotion, development- career and management, team building, learning and development, succession planning. etc. For evaluating candidates in terms of their personality characteristics, interpersonal style and job-specific aptitudes to maximize job success, organizations resort to Psychometrics to get a 360-degree picture of the individual, in addition to traditional screening procedures. There has been a steady increase in the deployment of Psychometric assessments, including various personality, aptitude and vocational interest tests.
Psychometric assessment need to be done in accordance with the set norms and procedures. Interpretation of the tools to be done by Certified Psychologist and the report generated be objective. The interpreted report, act as tool to structure the inteview and assess person\'s personality. Personality assessments are evaluators of the inclination of individuals on defined parameters and select or reject decisions can be taken on the specific requirements of a job role and company. Organisation, would often, take recourse to Psychometric tools to assess the fitment of competencies into the role and organisation. Personality is one of the most important elements of individual role fitment and one of the hardest to judge - at an interview people will generally put forward the image that they want you to see. By using well-established measures, employers can gain an extra insight into an individual. These can also provide pertinent issues for conversation in subsequent interviews that are relevant to the specific candidate, rather than being general standard questions.
Psychometrics play an Important role in identifying the best candidates or identifying top talent within one\'s business. Given a innumerable Key uses of Psychometrics aiding in recruitment, selection and development by gauging the aptitude and abilities, its significant value is in its role in development process. Psychometric testing aims to support the process of matching the abilities and motives of a person and in placing them in a compatible role.as it is a tool to assess one\'s skill, talent and behaviour styles. In its viable role as an instrument in supporting development, Psychometrics facilitates the organisation in deriving exemplary performance in Talent acquisition, Talent management- succession planning and leadership development.
Psychometric Assessment and Talent Management
With today\'s emphasis on leaner workplace practices, each employee plays a critical role and each new hire presents an opportunity to increase an organisation\'s performance Wide range of tools are available to assess the capabilities, aptitudes, personalities, cognitive and behavioural patterns of individuals in order to best develop strategies in the areas of Talent management, recruitment, development and succession planning. Identifying and nurturing talent requires organisational buy-in, particularly from senior management. A structure to support the process needs to be tailored to fit the culture of the organisation, Psychometric assessments can be of immense value when recruiting and developing individuals and teams. The importance of developing one\'s talent has never been greater
Talent management is the process by which an organisation can attract, identify, develop and engage those individuals who are of particular value to an organisation, either in view of their \'high potential\' for the future or because they are fulfilling business/operation-critical roles. Talent management needs to be defined in terms that the organisation understands. This means ensuring that the supply of talent lines up the right people in the right positions to move the company forward.It is important that companies have a clearly defined Talent management framework which everybody accepts, at leadership level, at line management level, at the level of a specialist and Human resources and for the participants themselves. There is not a standard template for this: organisations must be managed according to their history, culture and environment. A Talent management process must be firmly embedded into the organisation.
Companies that are engaged in Talent management are strategic and deliberate in how they source, attract, select, train, develop, promote, and move employees through the organization. Some organizations recognize that every employee needs to learn and develop, but different types of employees require different types of development. For high potentials, development should focus on accelerating their readiness to make the move to test that potential. For top performers who excel and are in the 'right' job, their development should focus on keeping them motivated and excelling and perhaps include the responsibility to coach or mentor others to transfer the knowledge and practices that make them so successful. For people who are underperforming, development should focus on helping them reach an acceptable performance level, or if that is not possible, to find another role that fits their talent and abilities. For the bulk of the employee population, those individuals who successfully meet role expectations, professional development should focus on helping them continue to be successful and to become even stronger.
The true art of managing talent is to identify it and understand the context in which it can flourish and then to provide proper opportunities for it to utilize individual talent. The goal of the executive is to turn that talent into human assets for the company. Talent management as the system, in which people are recruited, developed, promoted and retained to optimize the organization\'s ability to realize positive business outcomes in the face of shifting competitive landscapes and labor requirements. More specifically, Talent Management is a business process that systemically closes the gap between the talent an organization has and the talent it needs to successfully respond to current and emerging business challenges. By managing talent we mean ways, in which a company attracts, recruits, retains, identifies, and develops a high potential people throughout the organization.
Infact organizations that used Talent management applications reported higher financial performance than those not using these applications. It is vital that organisations maximise the talent that already exists through succession planning and development.
The moves an organization could plan to realize the goal can be:-
• Identification of the key roles that are essential to company\'s success.
• By evaluation of talent for the role in consideration to find a key successor
- Measurement of person\'s potential relevant to the role and organisation
- Understand the behaviours required for success in the role and assess the individual against these
- Organisation to define clear metrics for measuring success within a role
• Matching of people and the job role.
• Be transparent in one\'s management succession processes
• Regularly measure progress
A set of psychometric tests helps in having an accurate idea of a person\'s ability and personality to ensure one chooses a person who will fit into one\'s organisation and perform well in a role. Psychometric instruments such as the OPQ, HPI and HDS can help you identify the strengths, development needs and risks among potential successors to key roles within an organisation. These and personality tools such as MBTI and FIRO-B, can also help an organisation\'s \'Talent pool\' plan their development and enable them to fulfill their long term potential. Psychometric assessments and profiling systems for key roles is particularly valuable where assessing psychological factors is critical in Talent management decisions, such factors can include resilience, emotional intelligence, drive, conscientiousness, interpersonal style, prudence and emotional stability.</p>
With Indian companies currently in the throes of a high growth trajectory, Talent management and talent creation are becoming key responsibilities. The key competencies include operational management skills, financial acumen and good HR skills. Indeed, this is something CEOs have woken up to.
Focus is on talent: coaching, team-building and making the right pitch for the right people. Their challenge: Retain the best and build the rest Talent acquisition has remained the most critical and focused Human resource aspect in terms of lateral and fresh hiring. At Jindal Steel-an integrated Steel conglomerate, the emphasis is not just to recruit the right talent to catalyse organisational growth, but also introduced the Psychometric Test and Competency based interview to accelerate Talent acquisition .
At Aditya Birla Group people with passion for result are hired and are provided with choices and opportunities based on their performance, aptitude and interest, The search criteria- value rooted individuals who are technically competent, value strong teams and are high on innovation,creativity and excellence. Recruiting the best people means that they merge skills and experience with emotional IQ, people skills and character. This to mean hiring people as \'individuals\' as opposed to viewing them as \'candidates\'.
Hiring process at Aditya Birla Group includes amongst others Competency mapping,Technical and aptitude tests (where applicable), Psychometric tests, Values assessment tests.
Companies are re-evaluating their global talent management practices,given the scenario of competition for critical talent. The organizations that master global talent mobility will dominate markets in the 21st century.as the global mobility function has become a critical tool to develop and deploy key talent with business objectives of continued focus on growth
Psychometric tests and assessment are a good way of objectively assessing people\'s 'hidden' traits. They are recognized as an efficient way of gaining insight into ones\' personality and psychological thinking. These tests provide a great deal of reliable information to make important personnel decisions-from recruitment to long-term career development .
Psychometric assessments can add value to the selection, development and promotional process. Assessments provides one with information that can validate one\'s decisions, create new opportunities, highlight development areas and reinforce one\'s strengths
Psychometric assessments plays a pivotal role in key areas like Recruitment and Selection,Competency mapping. Promotion and appraisal process, Succession planning, employee engagement and assessing Leadership Skills,
The purpose of the talent assessment process is driving results, developing leadership capacity, identifying Successors and grooming future leaders. It is important to note that Talent management is in the context of organisation, environment, and situation. Psychometric assessment provides an efficient way of assessing personal needs and values that underlie cultural fit and commitment to the organisation.
Article Source: http://www.articlesbase.com/career-management-articles/importance-of-psychometric-assessment-in-talent-acquisition-and-management-5953842.html' Author .Mrs.SITA RAMACHANDRA