How companies can address a talent mismatch?

By job rotation and performance in particular work may give a better idea of talent mismatch...even during counciling for job rotation ...we can identify the individual strengths

Talent mismatch occurs as a result of declination of working age population and the change in the nature of work. So, Individual Choice should be exercised by those with the skills that are most in demand, requiring companies to think differently about how jobs are defined and how they can attract and retain scarce talent.

Does the mismatched person know people in HR and realted to senior management levels??? That is the only way I feel that a mismatch can ever take place.

The hiring process is clear and people who are the custodians of this process are qualified for the job. If at all a goof up takes place then it has to do with the person in charge of this hiring process who needs a vocation course not the hired person!! I honestly feel that this is a very far fetched situation and would normally never occur. Everybody values their responsibility and wants to keep the job intact!!

Thanks for the referral Gargi.

The inside story comes with the fact that one may have a requisite talent but just consider companies who make a huge profit from employees and give just a handful of money to them in the form of salary,incentive,perks.

What I believe in is one should have the employee recognition that works very nice and I do it every day,

ecognize your employee/s before everyone and let others appreciate them and their effort etc.

This way one feels quite elevated and motivated.

its true that the company has got a serious problem here but as the employee was hired thru the interview so the company has to be optimistic here.hiring an employee is a tedious task and if the selection is wrong then its gonna be  a bit more tedious.now the company must train the employee and try to tap his potential bcoz if he fails in one ares doesnt mean that he is a loser.

i guess one tends to get more impressed by the presentation skills of the candidate rather than critically examine the realistic deliverable potentials of the candidate based on his knowledge and skills or the competencies needed, both employer and the candidate engaging in impressing or selling to each other. moreover one could tend to go for the best while company values/systems may not be in place. there is also a need to identify the training needs of the selected candidate and organise customised job relevant training immediately upon joining without making haste to put him on the job. readiness to upgrade company salaries to attract better talent is many times an issue leading to an impressive compromise candidate. reasonable investment in assessment centers and psychometric tests especially for managerial positions could be of advantage with a trained team ensuring organisation validity of the tests/excercises not remaining just a fancy process.

the job description and the job analysis needs to be realistic and complete with a thorough check of the candidate on the candidate's proven capabilities and identifying the trainable factors being very judicious in the selection process, while not being overambitious at the same time or getting quickly impressed with the presentation skills with an halo effect.

regards/kshantaram

I am assuming that employees, who are hired, are hired with objectivity and via a well established process to meet the current and future need of the organization.

Talent Mismatch is a common problem that has recently surfaced openly in the world economy forum. To address this, each individual and the organization will have to start thinking from the perspective of a Flat world and the fast paced changing technology.
The reality is that there are very few companies in the world which can afford upgrading their systems and applications as and when technology changes. The job market exists mainly due to the upgradation of old legacy products to new technologies and on developing new products and services. Both these require understand of both old and new technology.
According to the need, those who want to get into the software field learn the technologies in accordance with the need of the hour. Naturally, when the need is satisfied, the skills become redundant. So what should companies do with these people?
The true utilization and skill upgrades can happen only when the organization has the following systems:

• Robust Training department that makes use of business forecast and gears up to tackle the skill needs of the organization
• Objective and reliable forecast model to be able to provide insight into current and future knowledge/skill requirement trends to plan for internal/eternal training/hiring/retention etc
• Other internal mechanisms to plan, monitor and control employee needs and mapping the personal and organizational objectives.

These systems will enable proper demand/release/movement of employees within and/or outside the organization.  
Yes, technology and skills do become obsolete and professionally, each professional should consider it as a inherent risk of the industry – especially the software industry and should plan for being aware of the trends and see what personal skills are to be acquired to meet the demand of the industry/organization.
Only when there is this awareness professionally and systems established in organizations, will the problem of talent mismatch be resolved.

I strongly believe at the time of recruitment this important referral is being neglected,

it is very essential to have the conduct certificate from school level to college lever and previous employer.

The talent mismatch is one of four World of Work mega trends that are transforming where, when, why and how individuals and companies work.

The top concerns are:

• The talent mismatch: A talent gap is widening as the working age population declines and the changing nature of work changes causing significant shifts in talent supply transforming the global labour market
  
  
• Individual choice: This will be exercised by those armed with the most in demand skills causing companies to think differently about how jobs are defined and how they will recruit and retain scarce talent
  
  
• Rising customer sophistication: This trend requires businesses to adopt new methods, driven by innovation and delivering greater value and efficiency
  
  
• Technological revolutions: This will have the power to change where, when and how we work, enabling organisations to be more agile and innovative - if they know how to leverage it.

Companies are increasingly looking for temporary workers to gain the flexibility and agility required to appropriately and strategically adjust to consumer demand. At the same time, individuals are increasingly exercising more choice when it comes to pursuing employment that meets their expectations and taps their motivations.

Providing adequate training a much underestimated activity by most organizations.

With so much of growth in IT, there are very few comapanies who take employee training seriously. HR and management should understand that trained engineers do not come from thin air. They need to have good training programs to regularly train their employees. There are many 3rd party trainers out there, but i don't know how many companies really get help from them.

Instead, they poach on their competitor's work force, which further drives salaries high, and end up in an incompetent and ineffective work place, where people are more concerned about how much more money they can make, than to contribute to the company.