In this rapidly changing era, not only leaders but also ordinary employees are facing fierce competitions in their own field. As the result, for the organizations and world entrepreneurs, in order to gain and sustain their competitive advantages in today’s complex and volatile international environment and achieve success, they should be more open-minded to accept new thoughts of talent spotting instead of still indulge in the old days’ success. They need to adapt to the technological change and meet market demands by reshaping their skills and competencies, and thus improve their levels of leadership. On the other hand, it is very necessary for the job seekers to understand and acquire skills that are expected from the employers. Because that’s the most effective way for them to achieve success in their career.
The question is, people may find difficult to anticipated in the global context nowadays. This essay is going to show you the most important skills to become successful is creativity and respect by comparing and contrasting the arguments from Howard Gardner and Claudio Fernández-Aráoz.
In the book “Chapter 1: Minds Viewed Globally. A Personal Introduction” Gardner (2008) explain that there are five important dramatis personae called “five minds”. Gardner defined the disciplined mind reflects the performance of academic and profession; the synthesizing mind is to gather and comprehend information; the creative mind is thinking out of the box; the respectful mind is
Talent management is a complex issue in many organizations where the management usually grapples with during the 21st century. Effective businesses manage and embrace its talent pool in the growing business complexity. Particularly, effective talent management in the modern business environment should boost knowledge development along with sharing knowledge, and acknowledging that all its employees should be able to swiftly react to challenges and change. Leaders must in the forefront in nurturing and grooming the young generation to take over the leadership in the organization in the future to avoid management gaps or avoid in the prospect. Organizations should acknowledge that they have the best talent to thrive in the ever-changing competitive and more complex universal economy. Besides facing the pressure to recruit, build up, as well as retain capable individuals, companies are conscious that they should supervise talent as a vital asset to attain the best results. Companies have recognized that managing talents play a critical role in increasing productivity, thus improving efficiency in the organization (Schweyer 2004).
So what does it mean to develop a talent mind set at all the different levels of an organization? The Mckinsey Company explains that this mindset should begin with the senior management. They describe how these leaders must have a serious belief that building a strong management talent pool is critical to achieving the aspirations of the company (Michaels, 2001). This conviction of talent is what will give the competitive advantage to a company because the leaders will believe in having talent on all the levels of the company and not just the top. So how does this bring talented people in and make the fullest possible use of their abilities? A company that is building talent in such a sophisticated way will attract talented individuals, this will be due to the leaders who are creating, supporting, and innovating new ways to strengthen talent. This positive attitude will then become part of the company’s culture and talented professionals will become attracted to it. This mind set of having a positive attitude towards talent will also encourage people to work to their fullest ability. Employees in this environment will be forced to use new and existing talents to work with other talented employees and make the link with the company’s business strategy and required talents. Thus by working with this mindset, employees will always be looking to increase their abilities and utilize them towards the companies business plan.
The modern workplace is quite different than before and it requires multiple skills set to make a effective decision and become a successful. Technology has shaped the world in different ways, and our society has been changing rapidly through the innovation, economic development, education, and information. I believe to be a successful person in this world, one should have strong knowledge in interpersonal skill, critical thinking, leadership quality, communication-presentation, research and analysis. These qualities and skills are essential in terms of making a difference within a personality, and producing a positive outcome, and we can develop these skills through daily practices in our work environment.
Gardener and Fernandez are both great scholars who have tried to analyze the human nature and how they can be guided or transformed to survive in the new contemporary world. The two researchers present different ideas and yet similar in a way. That 's irrespective as they view one scenario in a variety of ways. Gardener utilizes psychology with an in-depth view of the human mind while Fernandez brings out the concept of potential rather than competency (Gardener 2008). This thesis will compare and contrast both the views of the two authors on the skills that are a requirement for success in the twenty-first century.
While each employer is looking for a unique set of skills from jobseekers for each job opening, certain skills and values are nearly universally sought by hiring managers.Many workers obtain skills through a combination of education, training and job experience. Employees who possess a unique combination of skills are an invaluable resource to employers. The most important
According to a survey called “The State of American Jobs”, 54% of workers believe that training/skills development throughout their work will be essential, while 33% says that it is important but not essential. In identifying future candidates, skills should be the focal part of this. The demand for particular occupations or specialties are changing every 5 or 10 years, and this is set to accelerate. Most transferable skills remain constant and are tangible. Skills is the foundation of learning. Many tests have come out in order to test skill competencies. This will help employees identify the best employees for the job.
For a person to accomplish the set short and long-term goals, it is vital to advance his capabilities. In an occupational setting, human resources can only benefit from career development and the embedded job opportunities by focusing on their proficiency in a particular field. Additionally, learning is a continuous process. People should utilize daily occurrences to enhance their knowledge on certain aspects. Through this approach, it will be easy for one to attain career development and make beneficial impacts on the lives of other individuals. Improved expertise occurs through hard work, appreciation of the capabilities exhibited by different people, and utilization of the lessons learned from our daily
People are at the heart of every company, be it a large corporation with thousands of employees worldwide or a small, family-owned business that just opened its doors. People pioneer ideas, solve problems, and take care of the customer. As such, it comes as no surprise that one of the biggest challenges for every company is finding and recruiting top talent. With a new generation entering the workforce, employers are forced to be more creative in their recruiting methods in order to meet the different priorities and expectations of the new generation.
Gardener and Fernandez are both great scholars who have tried to analyze the human nature and how they can be guided or transformed to survive in the new contemporary world. The two researchers present different ideas and yet similar in a way. That 's irrespective as they view one scenario in a variety of ways. Gardener utilizes psychology with an in-depth view of the human mind while Fernandez brings out the concept of potential rather than competency (Gardener 2008, p. 78). This thesis will compare and contrast both the views of the two authors on the skills that are a requirement for success in the twenty-first century.
One of the scholars whose idea of the nature of the mind which is prevalent today is Rene Descartes. He is considered the father of the concept of modern dualism; the thought that the mind and body are separate entities. His entire principle arises from dubito, ergo cogito, ergo sum; I doubt, therefore I think, therefore I am. He believed that in order to come upon any idea he needed to get rid of any bias and preconceived notions he may have had. For in order to beget any original idea, you had to begin with new knowledge.
One of the most pressing challenges that sit on the work of the most effective leader’s agenda is how to attract, recruit and retain talent millennium (Zheng, Soosay, and Hyland, 2007). It is believed that these 7 pivotal approaches cultivate and leverage talent pipeline in Asia (Stahl, Björkman, Farndale, Morris, Paauwe, Stiles, Trevor and Wright, 2012).
In closing it is strategically sound to regularly review a company’s leadership needs and to have in place a program that identifies internal talent, develops it and balances this against external recruitment and when going to the market ensure those involved have ownership of the process and are skilled in interviewing techniques. Despite the trend towards organisation fit it is still clear that this still needs to be underpinned by a job fit match to align not just values and attitudes but also job competence. I conclude that a failure in similarity in either area threatens the long term employment likelihood of the applicant. Once employed, a
The ability to attract, engage, develop and retain talent has been identified as increasingly more important to organizations (Lockwood, 2007). Engaged employees are critical for the success of organizations as the work environment becomes leaner, more information-driven, and more competitive (Wollard, 2011).
Today’s Society as a whole is ever changing and exceedingly diverse. This can also be said in the nature of business. Therefore, it is critical for organisations, HR managers and employers within any business to find different methods of training and development to suit their workforce, as well as trying to attract and keep talented employees through such opportunities. It is not satisfactory for employers to treat each employee the same, but instead must view each as an individual with differences, such as working styles, personality traits, culture, socioeconomic background, educational background and
In a growing number of organizations human resources are now viewed as a source of competitive advantage. There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive