Human Resources Strength Approach
What should an Organization do to improve the human resources performance which then leads to the improvement of organization’s performance? Organization shall focus on the human resources strengths rather than their weaknesses (strength approach). It’s more important to maintain their strengths rather than try to solve their weaknesses (deficit approach).
Positive Potency is Individual Talent
Therefore, the human resources strengths here are based on their positive potency. Positive potency is individual talent. Talent is considered as potency because it exists in every human and has not been shown in form of accomplishment or performance while positive means that all talent are God’s bless to be thanked and used optimally for the interest of ourselves and our environment.
Discover Your Talent
If one recognizes and is able to use his talent, he is expected to use it to provide great benefits for himself and his environment. When someone is not really beneficial for himself and his environment, it means he does not know the talent he has.
Therefore, a measurement tool is needed to help a person to know his talent and in turns he is able to use his talent to contribute to himself and his environment.
TM as Measurement Tool
Gallup research in 2000 found that there were 34 talent in a person. Based on that research, we developed a measurement tool called Talents Mapping (TM). TM software development was started in 2002 and it had more than 14.000 TM data taken from some organizations both from private, public, as well as universities in 2007.
This software measurement tool validity is about 0.94 and is considered to be able to measure those 34 talent. Up to now, TM and its sub software programs are still being developed so that the clients will always have the latest reference of software development.
TM has been developed in a computerized program so that it could be completed via computer. The processing of TM only takes 2 minutes per point. The experience showed that the processing of 2000 employees could be conducted in two working days. The result achieved is so fast and accurate.
Career
Finding potency and weakness is a very significant start in selecting a career in order to achieve the best performance.
Team Building
Our concept is finding the individual potency and strength to be sharpened and able to used, also to know the appropriate Belbin's Role, rather than finding the weakness to be repaired.
Organization
The benefits for Organization are :
Recruitment : Yet this is not the only reference, this assessment can be used as pre-filter before having talent interview which then be used for the following recruitment process
Snap Shot : individual assessment result collection in an organization can be used as beneficial information for the management through the Snap Shot process in which management can see the group uniqueness compared than “norms”.
Employee Mapping : one of the most needed information in making decisions by management is employee mapping. Besides the performance dimension which a company needs to have, there is a need of potency dimension in certain jobs which can be achieved from the individual assessment result above. Through this Mapping, management can conduct some follow-up actions such as Repositioning, Training Need Analysis, Succession Planning, and etc.
Performance Management : Performance Management is directly conducted by the manager and it consists of four important parts, i.e.: select employee based on his/her talent, decide working targets, motivate employee, develop employee, All of these require some information on individual Talent potency which is started by TM assessment.
