The Future is Personality Profiling, Testing and High-Quality Training – and Lots of it.

Post COVID-19, the world of work will never revert to how it was. Significant changes brought about by artificial intelligence (A.I.) and the realisation by most companies that there are better ways to get work done.

With fewer people needed in the workplace, there will be a marked requirement for talented people. As we know, there is already a world shortage of such people. Organisations addressing this will find vying for the best will be an expensive business. Self – funding bonus schemes seem to be the most likely way of managing this by attracting the right people.

Identifying talented people within your organisation should be a key management objective now. How to do it? The issue is to find potential not to remember who is right now or who has a fair performance appraisal. Many organisations have adopted the Google model and found it to be most successful.

Personality profiling is the crucial starting point, finding out the type of person who best suits the profile you need. This has recently become much easier due to advances in personality profiling using the system preferred by A. I.  This system has been proven to produce reliable results in getting the right person into the right job and helping to eliminate bias when making talent selection. There is an organisational problem here as many “non-talented” people seem unable to see the talent and often refer to them as being complicated and hard to manage.

Profiling is also critical if you are looking to develop Leadership skills or to transition Managers to become leaders in the future.

Developing talent, here you are looking for people who can be set for the Talent roles needed in 2021 and beyond. The performance appraisal is not the tool for doing this as it measures a person’s ability in their current position against current competencies. Research shows the appraisal process its subject to bias.

Testing in its many guises is one way to find out some one’s potential in the role that they are being considered for. Cognitive occupational ability tests will provide this information and are free from bias and speculation.

Such tests need to be from organisations approved by the British or American psychological approval bodies; these are not tests you can design yourself.

Finally, and of most importance, we have a huge need for high quality appropriate focused training. Talented people usually are very good at doing their training need analysis; the skill is providing the supplier that can deliver high-quality training with measurable results. A.I. based organisations will soon have systems to measure the effectiveness of training linked directly to business improvement. Those training companies who use the strategy of outcome learning objectives will be the best people to satisfy the new requirements. Also, for talented people, training comes in many guises. It is critical from a development point of view to find out at an early stage which type of training the talented person is most likely to respond to. As there are so many options, the learning style questionnaire is such a tool that can aid organisations in selecting the best delivery or method for everyone.

We live in a fast-moving period of great innovation and change. The future and success belong to individuals who can learn and learn fast; and organisations that can quickly adapt and benefit from the change.

To register for a GLOMACS training course regarding Personality Profiling, please contact us via email ([email protected]) or by calling us at +97144250700.