There is a point of view that it is already impossible to bring new ideas into talent management. The current practice has been considered in the article and also an alternative approach that can increase the quality of training of talent pool to a higher level has been presented . A new strategy for integrating career coaching and a metaprogram approach into the system of talent pool management, as well as a different starting point for work with it, have been proposed. The prospects and potential of candidates for company vacancies to be included in the personnel reserve are already assessed at the recruitment stage. Specific steps have been listed. The author’s definition of the term “career coaching” has been given.
The purpose of this article is to form a methodology for assessing the human capital of organization and the effectiveness of investments in it based on proactive leadership and a meta-program approach. Achieving the goal is based on solving two problems: firstly, the essence of the concepts of leadership, proactive leadership, and related concepts of human capital, human asset is analyzed, and secondly, the relationship between the concepts of human capital, proactive leadership and the effectiveness of organizations. The methodological basis of the study was the concepts of modern leadership developed by D. Goldman, R. Boyatzis and E. Mackey et al., the metaprogram approach of Patrick Merlevede, Michael Hall, the ideas of Jim Collins, the investment assessment model of Andre Mayo (Andrew Mayo ) — “The Human Capital Monitor®”, the theory of spiral dynamics. Considered the essence of the proactive leadership’s concept and highlighted the quality characteristics of proactive leadership. Analyzed the approach to personnel assessment based on meta-programs and behavioral models. Proposed for discussion the author’s view on the structure of human capital and methods for assessing the effectiveness of investments in its development.
The challenge of the VUCA’s world to us is about the development of not only narrowly professional competencies, but also of the individual as a whole, that is the process of forming “big” minds. What is “leader” and “leadership” for us now? What needs to be changed in our perception of the term “leadership” in order not only to survive, but also to be on the “crest of a wave” in the time we are experiencing VUCA? How to create a community of leaders and a living environment, an incubator environment where leaders can emerge and effectively manifest themselves? The author offers his view on the choice of leadership development tools. The article summarizes the author’s interview with one of the game developers, whose methodology is based on integrative vector modeling.
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