A Model for Talent Management and Career Planning

Autor/inn/en	Waheed, Sajjad; Zaim, A. Halim
Titel	A Model for Talent Management and Career Planning
Quelle	In: Educational Sciences: Theory and Practice, 15 (2015) 5, S.1205-1213 (9 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1303-0485
Schlagwörter	Foreign Countries; Talent Development; Career Planning; Qualifications; Internship Programs; Social Media; Models; Interviews; Personnel Evaluation; Self Evaluation (Individuals); Scores; Performance Factors; Talent Identification; Improvement; Likert Scales; Matrices; Measures (Individuals); Evaluation Methods; Quality of Working Life; Work Ethic; Problem Solving; Communication Skills; Leadership Qualities; Cognitive Ability; Self Management; Expertise; Job Training; Labor Force Development; Turkey + Suchen Sie Ihr Suchwort? Ausland; Begabtenförderung; Talentförderung; Karriereplanung; Qualifikation; Qualifikationsstufe; Berufspraktische Ausbildung; Soziale Medien; Analogiemodell; Interviewing; Interviewtechnik; Personalbeurteilung; Leistungsindikator; Begabtenanalyse; Talentsuche; Qualitätssteigerung; Likert-Skala; Matrizenrechnung; Messdaten; Arbeitsqualität; Arbeitsethos; Problemlösen; Kommunikationsstil; Führungseigenschaft; Denkfähigkeit; Selbstmanagement; Expert appraisal; Berufsqualifizierender Bildungsgang; Arbeitskräftebestand; Türkei
Abstract	This paper discusses a talent management and career planning system designed based on the performance and qualifications of a group of interns working for an emerging social media company located in Istanbul. The proposed model is dynamic, comparative, and perceptional in constructing a talent pool for an organization. This system was developed based on structured questions precisely designed to evaluate the employees in different categories. Evaluations by the supervisors combined with the employees' self-evaluations represented performance; previous experiences represented qualifications. Depending on the high and low scores for performance and qualifications, four evaluation segments were proposed: star, rising star, backbone, and iceberg. Employees who had high performance and high qualification scores were classified as "stars" and constituted the talent pool. Employees in other segments needed performance development, qualification development, or both. This paper further provides detailed discussions explaining how employees can address the identified performance or qualification deficiencies and take paths toward improvement, which forms the career planning aspect of this system. (As Provided).
Anmerkungen	Educational Consultancy, Ltd (EDAM). Kisikli Mh. Alemdag Cd. Yan Yol Sk., SBK Is Merkezi No:5 Kat:1, Uskudar-Istanbul, 34692 Turkey. Tel: +90-216-481-30-23; Fax: +90-216-481-31-36; e-mail: editor@edam.com.tr; Web site: http://www.estp.com.tr/
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2020/1/01