This paper provides a simple “ talent inventory ” methods: the position and thinking habits, the state of mind two dimensions using “ ”; “ Shi ” “ soldiers ” and then subdivided, will get a nine square lattice. Share with you, look at yourself, look at subordinates, and look at the company's cadres at all levels (if you are HR responsible person), which will fall in which grid?
“ general ” develop, usually need to start from the grassroots, long time quenching, in order to cultivate a solid ability and rich experience; after the National Cheng Kung University, to take charge as chief of and have more responsibility.
However, we often find that an excellent grass root supervisor can not be competent for the middle rank supervisor after he has been promoted to the middle rank supervisor. Some even need higher level supervisor to assist “ after the aftermath of &rdquo, what is the reason?
A grass-roots staff (soldiers) if have a good ability to complete the tasks assigned by the supervisor, and even some creative, it is easy to be promoted to supervisor (people); and the supervisor responsibility, is to be able to effectively lead a group of subordinates to complete the task. If so, it is easy for executives to favor, promoted to the middle rank director.

Differences in “ thinking habits ” “ ”
The middle rank supervisor is the core of the company, which bears the main success or failure of the Department operation. So, in addition to the implementation of professional knowledge and ability, management departments must have a certain level, must have &ldquo independent active thinking; ” qualities, thinking can effectively adjust department positioning, and thus improve the sector's value, increase the contribution to the company.
Otherwise, or in the executive if only the faithful check operations, no need to break the status quo when changes need to executives under the guidance of chess, can follow; then, the name is &ldquo will take charge as chief of ”;, is still essentially passive acceptance to indicate the troops in war “ Sergeant ”.
An excellent “ Shi ” why can not be promoted to “ will ”?
The key lies in “ thinking habits ” and “ ”.
Habit of thinking refers to the scope of habitual thinking. Thinking of category a staff, is the general departments and their duties or category; supervisor, project department and at most small units led by. But the scope of such thinking is limited, it is bound to be unable to improve the judgment of things, but also impossible to produce a radical thinking.
To really improve judgment and breakthrough thinking, we must have a broader thinking habit and be able to stride across our own department, which is “ the category of thinking in ” even higher level, the scope of habitual thinking can be extended to the whole company and industry. Therefore, the scope of thinking is the key to distinguish between &ldquo and &rdquo.

“ the person whose heart is higher than the job &rdquo is the potential talent
As for the state of mind, the key lies in “ passive ” or “ active ”.
Excellent grass-roots staff or grassroots executives, often have strong consciousness, want to give the competent delivery of the task well, so he will devote one hundred percent of the heart, to achieve the task.
Over time, he will form “ competent delivery, efforts to reach ” standard action, not consciously fall into the “ habitually wait for the supervisor to deliver &rdquo inertia, and then form a “ passive positive ”.
Because it is “ passive positive ” will lose “ active positive ” thinking about how to improve the job value, self enrichment work connotation ability, that is, lack of general “ independent and active thinking ” characteristics.
Therefore, a great name must be used to expand the scope of thinking, and can independently and actively enhance the job value, in order to produce a breakthrough thinking, improve the operation of the Department, and thus enhance the functional orientation of the Department, and even become the core competitiveness of the company.
Therefore, thinking habits and work attitude is a prerequisite for becoming a general, called “ &rdquo and “ heart; heart; ” then we observe whether talents is “. ” or is an important indicator of potential talent.
If the personnel post “ ” “ ”, as a point of view, we can get the following matrix:

As mentioned above, a “ the heart is greater than the job ” personnel will become the organization of “ potential talent ” when the company wants to deliberately cultivated, you can get the corresponding results, make the company and talent two-phase benefit. If the heart is equal to “ &rdquo service; the staff, although to existing positions well, but not to improve, finally can only play a million years or clerk million years supervisor's role is very pitiful.
If “ heart is less than the job ” especially the middle and high level executives appear “ will be professional heart ” even “ will be ” when the phenomenon, not only can not play out the “ will ” should be; should; shouldEven the performance of the Department will be dragged down, and its impact is so great that we must pay special attention to it.
Therefore, in charge of reading people, must pay attention to whether it will have &ldquo heart; ” phase, can really promoted ability and pattern can keep pace with the times and the potential of talents, also not in turn iron into steel “ ” regret; for as &ldquo & rdquo, the post;; “ &rdquo “ Shi post; post &rdquo, less than the heart; to pay special attention to the eligibility conditions.
As for the individual, can self examine whether &ldquo will have the heart; ” thus, we deliberately expand the scope, improve service attitude thinking initiative, will gradually develop through the heart, to a person, and finally to the post.
This talent inventory method appears to be simple, it is very important, &ldquo is greater than ” heart position; the premise must be done on their own, without this, the so-called “ only ” but our generation, you think?
Article source: global human resource think tank public number