Do you wish to advance your career and become an effective manager? If so, then you must be dedicated enough to perform to the best of your abilities and
prove your worth at the workplace. You will need to acquire a strong understanding of business to build a thriving career in today’s intensely competitive
corporate world. However, your career dreams can get broken as assembling talent pool in an organisation mostly depends on the sole judgement of the line
managers.
Identifying Potential In An Organisation
Most businesses around the globe wish to recognise which workers have the potential and ability to add significant value, so that the organisation can
engage, develop and retain those employees. However, most Human Resource teams are unable to define “potential” in real terms. Hence the job of identifying
talent within an organisation is often left to the instinct of the line manager.
Is It A Biased Process?
The fact remains that this entire procedure is susceptible to any mental or emotional bias which the managers may have. According to a number of studies
managers, whether unconsciously or consciously, tend to consider those individuals to have a lot of potential who possess similar traits like them, such as
ethnicity, gender, education, background etc. I think it is highly important that such type of bias in the management should be avoided by taking informed
decisions about identifying talent staff in the company. Hence, HR managers must utilise their resources effectively to interpret data. How?
Taking A Holistic Approach
Firstly, organisations need to follow an investigative and integrated approach to indentify skilled employees, instead of just relying on the
recommendations of managers or the interview panel. Companies need to decide what exactly senior level managers must do over a period of 3 years and then
decide who might have the ability to provide a valid and reliable opinion for every requisite competency.
In case an employee is considered to have potential by every other employee, except the manager, then it would denote some concern with the
subordinate-manager relationship. Moreover there can also be a ‘blindspot’ due to which the manager is unable to identify the skills of the person.
It can occur due to simple negligence or there may be some menacing intention as well. A manager can intentionally overplay the skills of a particular
employee to remove them from the team or downplay the skills of a team member as he is an excellent performer and wan to retain them.
Need For Preparing Yourself
Apart from the efforts of the HR team, you yourself can take some steps to make sure that your performance is identified and that you become a better
manager in future. I believe one of the best ways to do this is by pursuing a business management programme that will teach you about the various aspects
of business, including human resources elements like performance evaluation and appraisal. However, it is nearly impossible to attend a full time programme
and keep your day job at the same time. Hence I would suggest that you study quality management diploma programmes online.
Online courses offer high levels of flexibility, affordability and convenience that will allow you to study at your own pace and balance
your job and education efficiently. Your business management education will not only improve your knowledge and skills, but it will also empower you to
become an ethical and successful manager in the future.
You will be able to develop better strategies to include line managers in tutorial-type conversations that will allow workers to improve their strengths
further and recognise areas where they need to develop. An online management diploma will teach you to take a more informed decision after gathering the
right statistics from the right sources to spot potential.
What are your thoughts on this topic? Feel free to share with us by simply commenting in the box below.
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