tÁmop-4.2.2/b-10/1-2010-0010 improving talent development system and scientific- training workshops...
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TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
CRISIS ANALYTIC ASSESSMENT METHOD
28TH WORKSHOP ON STRATEGIC HUMAN RESOURCE MANAGEMENT
European Institute of Advanced Studies in ManagementTamás BognárPhD studentManagement consultant
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
• Topic• Introduction• Scientific questions• Methods• Results• Conclusions
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Content
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
• Typical necessary crises• Win or stop• How to use this approach in prediction?
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Topic
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
• Assessment goals– Selection– Development
• Prediction above all• Present status static
or dynamic• Mixture of methods
in practice
• Other researchers• Erik H. Erikson (1965)
– Life stage development
• A.Jones et al (1991)– Well established AC– Competencies– Manifestation
• Krause and Gebert (2003)– AC expensive
• Livens et al (2003)– AC differentiation
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Introduction
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
• Is there any crisis, that influence the development?
• How can description of a crisis predict the further performance?
• What kind of crises can we detect?• What is the method for identifying crises?
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Questions
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
• Pattern– Candidates (36)– Career planners (26)
• Identify crises– Not always conscious– Covert because of interest– Hierarchical and Non-hierarchical
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Methods
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
• Interviews– Scope of activity– Successes and failures– Reason of change– Frustration kinds / typical stress– Defense mechanisms of a role– Intimacy but awereness
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Methods 2detection techniques
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
• AC– Relevant challenges of preliminary information– Relevant tasks on position– Observe the dynamics
• Career development– Intimacy, long term relationship– Personal objectives - appraisals
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Methods 3detection techniques
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
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Results – typical crises per position levels
Own source 2013
Hierarchical crises
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
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Results – other crises per position levels 2
Own source 2013
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
• Search for typical hierarchical crises• Maybe find other relevant• Predict from dynamic• Interview:
– Identify private crises• AC:
– Differenciate– Prepare with relevant tasks– Feedback after experience helps
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Conclusions
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
• Development progress– Make aware– Set up objectives in connection with crisis– Challenges of next position
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Conclusions 2.
TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University
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Thank you for your attention!