HC 8

Question 1

Definition of talent management (Collings & Mellahi 2009)

Answer 1

The systematic identification of key positions which differentially contribute to the organization’s sustainable competative advantage, the development of a talentpool of high potential and high performing incubents to fill these roles, and the development of a differentiated human recourses architecture to facilitate filling these positions with competent incubents, and to ensure their continued commitment to the organization

Question 2

How are the 4 approaches of talent management defined within the definition of talent management

Answer 2

• Postition approach: identification of key positions
• Strategic-pools approach: Development of talentpool
• People approach: high performers and high potentials
• Practices approach: human resource architecture

Question 3

Lifecycle of talentmanagement

Answer 3

• Identifying and acquiring talent
• Developing talent
• Evaluating talent

Question 4

Most wanted job aspects business studies

Answer 4

1) Challenging tasks
2) Constructive Cooperation
3) Professional Development
4) Career Oppertunities
5) (Self) Responsibility

Question 5

Most wanted job aspects engineering studies

Answer 5

1) Challenging tasks
2) Constructive Cooperation
3) Professional development
4) Innovative employer
5) Work-life balance

Question 6

Most wanted job aspects Humanities studies

Answer 6

1) Constructive cooperation
2) Work-life balance
3) Challenging tasks
4) Responsibility towards society and environment
5) Professional development

Question 7

Employer branding definition (Edwards, 2014)

Answer 7

“An HR activity which involves the systematic management of how an organisation is perceived as an employer; specifically to potential new recruits as well as current employees”

Question 8

What things does employer branding include

Answer 8

• Competing in the war for talent by attracting talented employees
• Analyes of the company (uniqueness, values, strenghs)
• Employer branding segmentation
• Internal and external communication

Question 9

Employer branding: How to compete in the war for talent?

existing vs potential employees

Answer 9

Existing employees: Commitment and Identification

Potential employees: Desire to work for the organisation

Question 10

Definitions Validity, Utility analyses

Answer 10

Validity: The degree to which a test measures what it is supposed to measure
- Utility analyses: Is a test worth using, to the gains outway the costs

Question 11

Schmidt & Huntrrrrrr validity

Answer 11

Work sample: R=.54
GMA: R=.51
Structured Interview: R=.51
Intergrity Test: R=.41
Unstructured Interview: R=.28 
Conscientiousness: R=.31

Question 12

Schmidt & Huntrrrrrr 3 IQ test combinations

Answer 12

IQ + integrity test: R=.65
IQ + struct interview: R=.63
IQ + Conscientiousness: R=.6

Question 13

Definitions:

1) Headhuntrrrr
2) Recruiter
3) Sourcer

Answer 13

1) Within an organization or 3rd party fills open positions
2) Finds names/titles/contact information of possible candidates. Uses internet, networking & coldcalling
3) Hired by a company, looks for employees with certain skillset for a particular job profile, Often specialized in 1 industry/field, does not participate in the process beyond finding the candidate

Question 14

Talent development: Who?

Answer 14

• Individual potential
• Organizational role
• Strategic development
• Collective capability

Question 15

Talent development: How

4 categories of practice types

Answer 15

• Experimental learning
• Education
• Coaching
• Assesment

Question 16

9-grid potential model

Answer 16

1) Potential: high- medium-low
2)Performance: high- medium - low
H-L = Rough Diamond
H-M= High potential
H-H = Star
M-L = Inconsistent
M-M= Core member
M-H= High performer
L-L= Risk
L-M= Solid performer
L-H= High Proferssional

Question 17

Talent Management Life Cycle (3)

Answer 17

Identifying and acquiring talent
>
Developing talent
>
Evuating talent
>