Only those who are aware of their capabilities can work effectively. Knowing your own advantages is half the success.
Every man should perform duties that will correlate with his talents. Thanks to this work is done faster, more accurately and eagerly. You can learn your skills through various questionnaires. One of the most popular is the one called Clifton Strengths, developed by the American Gallup Institute.
How many people don't use their potential?
From the report carried out in 2018 by Randstad "(Not)professional fulfilment of Poles" shows that 4 to 10 Young people declare satisfaction with their professional duties. From the age bracket 45-64 years, this satisfaction declared 63%. The results obtained are not optimistic, which suggests that companies pay little attention to researching these areas. In order to increase productivity, the approach of Polish entrepreneurs should be changed as soon as possible.
In order to support mental workers, mentoring programmes can be offered to them, which may be particularly useful to prepare specialists to take over leading positions and to adapt more smoothly to new circumstances.
What exactly is talent and its management?
Simply put, talent is a natural predisposition to perform certain activities. If we know them in our employees, we can give them tasks that will not require special effort or supervision of others.
The concept of talent management is very often used in human resources. It means focusing on people with a superior level of skills and intellectual potential. The ultimate objective of this action is to make effective use of the company's ability to implement the organisation's strategy. The Gallup questionnaire is readily used for management
What's Gallup's questionnaire look like?
It is carried out online so that it can be filled both in and outside the workplace. That's his big advantage. After logging into the system, an individual account is received. The subjects have insight into the single-choice question pack. It is important to note the answers closest to our course of action and our thinking.
A time limit has been set – 20 seconds to question, and the whole diagnosis contains 90 position. The questionnaire allows to examine, among others, areas such as analysis, ability to compete or the extent of empathy. It is paid, but the cost perspective should not discourage employers.
It is worth considering how this expenditure can translate into profit in the future.
Profile diagnosis increases efficiency
Clifton Strengths allows you to get to know 5 or 34 talent. It is possible to match professional responsibilities with the genetically dependent possibilities by discovering the strongest sides. Such work will certainly cause less stress.
Conducting a questionnaire among employees will allow to build a team that is focused on effective actions. Cooperation between lower-level workers and managers will certainly be improved. They will know how to properly distribute tasks, according to the potential of individuals.
Communication will also improve as the barrier caused by unwillingness to carry out tasks will disappear, contrary to the predispositions of individual workers.
Tests and questionnaires are accompanied daily by professional advisors. Those experienced know that a simplified diagnosis imposing a result on the client in the form of specific professional categories is too rigid.
The diagnosis should be based on a profile approach that indicates areas of professional activity rather than specific professions. Looking a little at a psychologist, every profession is a syndrome of desirable abilities and interests. A number of professions are therefore proposed to the person examined to meet his expectations.
Other individual differential measurement tools – alternative to Gallup
Other popular questionnaires used in business advisory are for example APIS-Z, FCZ-KT - Formal Behavior Characteristics - Temperate Questionnaire, Professional Interest Questionnaire (KZZ), Personality Questionnaire Eysencka EPQ-R. The first three questionnaires mentioned are by Polish scholars.
Their formation shows that in Poland for several years there has been awareness of the need to determine individual capabilities of individuals and to build a sustainable business environment. These tools can be successfully used by meeting all the necessary criteria, i.e.
objectivity, standardization, accuracy, reliability and standardisation.
In order to support mental workers, mentoring programmes can be offered to them, which may be particularly useful to prepare specialists to take over leading positions and to adapt more smoothly to new circumstances.
Proper human management requires better knowledge of individual individuals, and this can be helped by a questionnaire to study talents developed by the Gallup Institute or one of the Polish counterparts. These tools give you knowledge about the right separation of tasks and better communication within the company.
Research on the potential of workers should be part of a long-term, flexible HR strategy for companies moving forward with the spirit of time. It is these organisations that take into account the fact that the competitive advantage of the company is determined by the people employed.
Author: Marta Wójcicka – Junior Marketing and HR Specialist.