TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

CRISIS ANALYTIC ASSESSMENT METHOD

28TH WORKSHOP ON STRATEGIC HUMAN RESOURCE MANAGEMENT

European Institute of Advanced Studies in ManagementTamás BognárPhD studentManagement consultant

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

• Topic• Introduction• Scientific questions• Methods• Results• Conclusions

2

Content

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

• Typical necessary crises• Win or stop• How to use this approach in prediction?

3

Topic

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

• Assessment goals– Selection– Development

• Prediction above all• Present status static

or dynamic• Mixture of methods

in practice

• Other researchers• Erik H. Erikson (1965)

– Life stage development

• A.Jones et al (1991)– Well established AC– Competencies– Manifestation

• Krause and Gebert (2003)– AC expensive

• Livens et al (2003)– AC differentiation

4

Introduction

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

• Is there any crisis, that influence the development?

• How can description of a crisis predict the further performance?

• What kind of crises can we detect?• What is the method for identifying crises?

5

Questions

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

• Pattern– Candidates (36)– Career planners (26)

• Identify crises– Not always conscious– Covert because of interest– Hierarchical and Non-hierarchical

6

Methods

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

• Interviews– Scope of activity– Successes and failures– Reason of change– Frustration kinds / typical stress– Defense mechanisms of a role– Intimacy but awereness

7

Methods 2detection techniques

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

• AC– Relevant challenges of preliminary information– Relevant tasks on position– Observe the dynamics

• Career development– Intimacy, long term relationship– Personal objectives - appraisals

8

Methods 3detection techniques

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

9

Results – typical crises per position levels

Own source 2013

Hierarchical crises

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

10

Results – other crises per position levels 2

Own source 2013

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

• Search for typical hierarchical crises• Maybe find other relevant• Predict from dynamic• Interview:

– Identify private crises• AC:

– Differenciate– Prepare with relevant tasks– Feedback after experience helps

11

Conclusions

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

• Development progress– Make aware– Set up objectives in connection with crisis– Challenges of next position

12

Conclusions 2.

TÁMOP-4.2.2/B-10/1-2010-0010Improving talent development system and scientific-training workshops at Széchenyi István University

13

Thank you for your attention!