HR is how to judge the potential?

Corporate people often stop seeking "potential" when seeking employment or promotion. How do large companies specifically judge and quantify this concept?

In the workplace, you must have heard something like "Look at the Potential of This Person," especially when looking for a job or a career promotion event like a promotion. The phrase "this person has a low potential" could be eliminated. The straightforward reason - is no stranger to saying, but the word potential always sounds hard to quantify. Wang Wen-hong, director of recruitment at Deloitte China's human resources department, explained that the value a company places on potential is that employees can not only do what they do today when they enter the company, but they also need to grow. HR like to use the iceberg model to compare the potential, "iceberg above" including basic knowledge, basic skills, is an external manifestation, easy to understand and measure, relatively speaking, but also relatively easy to change and develop through training. And those unobservable parts below the iceberg are one's potential. They are not easily changed by external influences, but they play a key role in human behavior and performance.

For the company's HR, they have a set of inspection methods, that is, through a set of specific capacity model to judge. For example, many graduates will pay attention to the P & G competency model, which is the company's potential for business people to judge a standard. However, Wei Wei, senior director of multinational consulting business at Capgemini, also believes that the so-called potential shortcomings of enterprises should all be aimed at a specific position, and should not be a universal concept.

First Financial Week interviewed several professionals in the workplace trying to visualize this seemingly empty concept so that everyone could intuitively understand what the company was looking at and how to examine it. At the same time, it helps companies to know how to pass the study and become a "promising" talent at important junctures of promotion and occupation.

A potential model, is your direction of development

Each company has a competency model that applies to its own employees, how to judge the potential of employees and identify high potential employees as early as possible, and tailor their ability to develop plans, which are carefully considered by the company's talent management and talent development strategies problem.

In fact, the concept of "potential" does not always refer to the potential ability, but rather the goal of staff's future development and efforts. To discover early and cultivate well, your "potential" will become better and better as " Soft power ", you become the cornerstone to accelerate career development.

For example, Wang Wen-hsin said that when Deloitte identifies high-potential employees, it uses the Lomiger learning acumen model to determine the candidate's potential. This model proposes five dimensions of identifying high potential talent: mental acuity, interpersonal acumen, change acumen, result acumen, and self-awareness.

In these five dimensions, Wang says that mental acuity can be seen as a foundation of potential and that it has taken shape before the start of his career. Mental acuity Ordinary point refers to a person's values ​​and ways of doing things, these rely solely on corporate training is difficult to quickly change.

"It's self-maturity that companies can help you change in a professional setting, and as you grow older and you become more experienced, you know more and more who you are." Wang Wen-chuan said that because different companies have different cultures , So to find a good company, a good platform to fit, follow the people, and then gradually honed themselves.

"Ultimately stand out, are generally relatively stable in the previous points, and make them top-notch must be in the human, interpersonal, change and innovation and so on." Wang Wenyi said, "can you become a CEO, you know % Because of their ability to communicate, his interpersonal acumen, and his perceived acumen, often not because of his or her ability to do business. Why some laymen can guide a practitioner because experts tend to focus too much on technology and methods, but for how Leading people to use technology together, how to deal with the changing external environment, maybe this leadership is not strong enough. "

Wang Wen-hong suggested that the company in talent selection on the potential of talent has been evaluated. For first-time professionals in the workplace, we should focus on the results of acumen, know how to do one thing. The more upward development, the more biased toward the transformation of acuity and interpersonal acumen.

B from the "marketing posts" to see the potential development

Wei Wei said that in most of the past opinions, the potential was defined separately from the explicit ability. After accumulation of experience, the accumulation of time would stimulate the manifestation of "explicit ability", but the more popular view now goes from the perspective of behavior Define organizational capabilities.

In the case of "marketing capabilities," some companies define "marketing capability" as five levels of capability description: Aware, Developing, Practicing, Optimizing, Leading. Marketing specialists may need to achieve Marketing Competency level 3, Channel 4 or Regional Marketing Manager level 4, and Marketing Director level 5.

For employees, to complete the capacity development of 1 to 5, the first step is the ability to follow-up awareness and understanding of the second step to think about how to develop the third step is to demonstrate the ability to fourth Step to lead the development of this ability. Therefore, the first step an organization can make in determining its potential is to determine whether employees are conscious of some competency requirements.

C companies how to see the potential of employees

Some interviewees who employ many businesses will examine some of the behavioral traits of candidates, or stressors under stress and stress, in some ways. For example, Deloitte will have a case study session without a leading panel discussion during the interview. The cases are all about business and management. In this process, the interviewer examines whether the candidate can apply the theoretical knowledge he has learned in school to a real business environment and whether he can influence, Persuade others to express themselves freely in a more serious and serious environment. These are the potential of the show.

For a certain level of staff, Wang Wenxuan in the interview process will be asked an open question: the successful experience gained in the past will be applied to future work among them. This requires job seekers to imagine, a lot of things are analogy bypassed. "I can give you some conditions, I do not know some of the conditions, but you can assume and then describe what you are going to do on the assumption that it's true." The interviewer will first determine if the assumptions are unreliable and then look Interviewer's existing solution to the problem can be applied to the new, unfamiliar environment to go.

Another way to judge potential is to look at the candidates' perceptions of things, the pattern of problems, and whether the candidate can stand on two or three levels above his or her own. "When interviewing a manager, for example, about the business challenges that his current company faces, we ask, what would you do if you were the CEO of the company? If your advice is reasonable, then why does not CEO? Decision-making? If you answer me, I have not been a CEO, how do I know, then there is not enough potential, "Wang Wenli said.

The development of promotion competency needs a process from recognition of development to application. Most of the enterprise's human resources department will post a clear job requirements, and if the lower level employees have been able to show that the development of related capacity to recognize the first phase of development or consider how to develop the second phase, that he There is potential. If some companies are not so big, or did not clearly set out capacity requirements, employees should consciously plan their own.

The supervisor will also judge the potential of subordinates from the performance of some routine work. For example, Wei Wei will observe the consultant who led him when interviewing with clients. "Some people like to make records and writers are very diligent. I think this is an excellent quality."

D How to make yourself a "potential" talent

Finding Jobs That Work for Your Potential Development Because of the different potential requirements of different jobs, each one's innate factors can hardly be changed, so finding the right job to grow your potential is important.

If you want to get a good career development, Wang Wen-hong suggested that the company must be on the line to find the right job for you. Then need to find the right company, because different company culture is not the same. "IT, the Internet is the most need for innovation, and relatively speaking, manufacturing or pharmaceutical, chemical, auditing and other norms of the industry, innovation is obviously not as high as Google."

And then, it is necessary to strengthen self-awareness in the workplace environment, because only you can clearly recognize that they are what kind of person, how kind of piece together. Only on this basis, in order to be able to make groundwork, and then continue to develop their long board advantage.

Practice has a lot of ability to read a book to learn the theoretical knowledge can not be substantive progress, take the leadership, it can only exercise and learn in the work. If you want to improve your leadership, then according to your current rank, who can you lead?

"Most companies use their experience to improve their abilities in this area." Wei Wei said that in developing his successor he would consciously allow him to bring in some teams, from the first one or two people, to gradually increase to 10 people , Then slowly complicate the team composition and develop leadership in this area step by step.

Indeed, the promotion of leadership is only the most efficient enterprise training, but there are some things, such as analytical skills, insight, this one is the need for individuals to consciously cultivate in their daily work, especially when proactive important.

Thinking like a CEO, we often hear the phrase "think like a CEO," which in fact reminds the company that people should cultivate their own sense of standing in a relatively high pattern to think about the issue. Wang Wenyi suggested that the company people can do more "if I'm the CEO how I will deal with" thinking, and to compare their own ideas and the actual situation.

You can have a few starters. For example, the email that the CEO sends to all employees actually contains a lot of information. Some may just focus on bonuses, but others will look at some of the company's new trends, such as acquisitions, and ask why. Putting yourself in the position of the decision maker to think about the problem and thinking of the problem by understanding what has been done is a workout.

The other is the economic crisis, and without hearing the company's decisions, some people begin to predict the company's next move as predicting the stock, and how will the company adjust each market strategy? Layoffs, pay cuts. When three months later, when the company's new policy really came out, he was ready.

"The accuracy of forecasting is a matter of ability and of potential." Wang Wen-tao said that assuming your company every big decision is "right" to you, then your potential is really quite high. Because you do not have the information obtained by the CEO before, you can do some reliable pre-judgment, indicating that you already have some ability to grasp the overall situation.

Find a learning example If you feel inadequate in some ways, Wei Wei suggested to find a good teacher or a role model to imitate.

"You can observe his behavior, learn from him, see how he takes notes, deal with clients, and talk to others." Behind the observation also try to analyze why he looks at the problem from a few Dimension to see? Why he can see the subtext of other people to speak. Then try to follow the example gourd to imitate.

Some companies already have more mature "mentor system", through a set of tests to help low-level general staff to find their own mentors to be improved. If the business did not give you to build this platform, then only to their own development. Wang Wenyi suggested that in the moment with the help of a convenient social platform to expand contacts and make some friendships, it is also a good way to enhance their vision and pattern.

Keeping Curiosity Wang Wenyi said that it is also important to be keen on developing potential, keeping curiosity, enterprising and learning. "Because at any time, everything may be different ways to solve the company training platform for everyone, you want to develop fast, it is certainly necessary to create their own extra."

In addition, high-potential talent must jump out of their own areas, have a wide range of interests, and constantly absorb new knowledge. "All IT leaders you see now, their literary, historical and philosophical knowledge is generally good, all access to information, the ability to digest information, can help you predict the future," Wang said.