How can companies ensure that they have successors ready for key positions at any time? Which methods and criteria are typically used to identify talent inside a companies?
Very interesting lecture Thank you very much, professor Armin. I have some concerns as follows: 1. In order to determine a competency's level, an employee needs to satisfy ALL of the behavioral explanations or just ONE or SOME? If some, how many items are enough comparing with the number of items in each level. 2. How we design a self-assessment tool so that an employee can evaluate his/her competency. 3) If we just use the term "level" to determine a competency of a role. This could easily lead to the situation is that different roles have the same levels of all competencies. For instance, a software company uses 6 core competencies, and there are more than 30 different roles in this company. As a result, a software engineer will have exactly the same levels of all of the competencies with a senior software engineer. Therefore, we can't determine these two roles based on the core competencies. Could we use one more term "proficiency" (it means, in brief, how well you demonstrate a competency) to solve this problem? Thank you very much.
I disagree that talent is something one is born with. What if a person was born 10 thousand years ago? Will the person be born with talent in playing basketball?
An interesting fact about Steve Job's arrogance, when iPhone launched in Japan it hardly sold because Apple didn't realise the Japanese use their phones for taking photos and recording videos, plus they used them for purchases. Apple simply didn't bother to research the market and thus lot a lot of money until they realised their error.
56:48 😮 ! anything below Level 1 would be “kinda autistic… nerdy” really? whoa! inappropriate and highly offensive! I’m surprised no one called him out on that
![What is Talent Management? Definition, Process, and Strategy [2023]](http://i.ytimg.com/vi/NwufHwariTI/mqdefault.jpg)
Thank you a lot Mr. Armin. Truly love the stories & insights you shared in the lecture. They make the lecture so interesting. Thank you.
Great content and lecture. Thank you Armin. I look forward to watching your other videos!
I'm appreciated about your sharing
Am glad to have been part of this lecture,I learnt alot thanks
Very interesting and actually true as it is the way of development, individual-->team leader--> department manager -->or so
Thanks for sharing professor. Very practical in the real business world.
What a great teacher!
Excellent lecture by the professor Armin. I like the way of his teaching.
That is really cool, mr. Trost! These examples and quotes, you use, are really awesome, especially from Henry Ford :D
i really like and love your lectures
Thanks sir it's was great lesson and i learned alot thanks again.
Thank you for sharing, very rich content indeed.
oh yes i like the way of this teching....
Huge respect for you 🙏🏼🙏🏼🙏🏼
Excellent lecture. Thank you professor Trost👏
thank you soooo much for ur effort.😊
Very interesting with thank you so much for your feature sharing the session.
You are such a great teacher
really useful!
Very interesting lecture Thank you very much, professor Armin. I have some concerns as follows:
1. In order to determine a competency's level, an employee needs to satisfy ALL of the behavioral explanations or just ONE or SOME? If some, how many items are enough comparing with the number of items in each level.
2. How we design a self-assessment tool so that an employee can evaluate his/her competency.
3) If we just use the term "level" to determine a competency of a role. This could easily lead to the situation is that different roles have the same levels of all competencies. For instance, a software company uses 6 core competencies, and there are more than 30 different roles in this company. As a result, a software engineer will have exactly the same levels of all of the competencies with a senior software engineer. Therefore, we can't determine these two roles based on the core competencies. Could we use one more term "proficiency" (it means, in brief, how well you demonstrate a competency) to solve this problem?
Thank you very much.
like it so much sir :)
I ENJOYE IT THANK YOU
fantastic language and good communication.............................
ayaz khan vlogs
Thanks for the slides, Be blessed
really use ful
Superb lectures
Very nice lecturer
Very good information
Wow! Loved the contents and lecture. Will surely check out more of your videos. Thank you for this one. :)
Prof Armin Trost , thank you very much.
Thanks sir
Would a B.S. in Psychology get me a job in HR?
Yes.
Yes. Psychology is key in the field of HR
I disagree that talent is something one is born with. What if a person was born 10 thousand years ago? Will the person be born with talent in playing basketball?
considering that there is no such a thing called basketball back then
that girl in the front row was very rude. Mr. trost was very patient with her and yet she arrogantly ranted on!
precysely my thoughts... what an attention seeker she is
An interesting fact about Steve Job's arrogance, when iPhone launched in Japan it hardly sold because Apple didn't realise the Japanese use their phones for taking photos and recording videos, plus they used them for purchases. Apple simply didn't bother to research the market and thus lot a lot of money until they realised their error.
56:48 😮 ! anything below Level 1 would be “kinda autistic… nerdy” really? whoa! inappropriate and highly offensive! I’m surprised no one called him out on that