run down bulletin


Office slang: “bringing up talent” or denying yourself time off

“There is no such thing as talent. I believe that the desire to fulfill a dream is a talent. Everything else is sweat, this sweating, this is discipline. » Listening to this excerpt from a 1971 television interview with Jacques Brel, we think to ourselves that he would have had all the potential to hold motivational conferences at work, alone on stage, in front of an audience of business leaders.

Is there no talent? But then, isn’t there a small contradiction when companies use this term all day long to designate their employees, from whom they expect constant work and investment? The dictionary tells us that talent is something innate, that it is a great ability…

Executives are not wrong: 56% of them consider them talented “As a rare and underdeveloped resource”According to a study published on November 13 by Jean Pralong, professor of human resource management at the EM Normandie School of Management. A large number of interviewed workers avoid this category because they do not have enough qualifications or find their careers too difficult.

It was the McKinsey firm that introduced this term “talent” In the world of human resources (HR), in the 1990s, it was common to divide employees into three categories – the best, the ones who give satisfaction, and the worst – and urge to focus on the former, because they will be the only ones who really provide value. The researcher’s research highlights that HR has thankfully moved away from this elitist view.

They found a solution with a new expression: the “Education of talents”. It’s French for “the ability to nurture talent.” The recruitment world, inspired as it often is by marketing, was the first to use the term: “bringing up” Includes informing candidates who would otherwise not be hired for the position by offering information about the company. In HR jargon we speak“Keep the candidate fund”.

The company as a “caring mother”

For employees already in the company, talent management should demonstrate employers’ willingness to pay attention to everyone, not just the best. Jenny Gauthier, director general of Mercato de l’emploi, a network of recruitment consultants, dates upbringing During the Covid-19 period: “The idea is that the company is a bit of a foster mother, it has to nurture its employees to stay, it has become more important than attracting new ones. » According to him, this takes different forms: Training, involving employees in projects that affect the direction of the company, or even all new forms of flexibility (menstrual leave, four-day week). »

Source: Le Monde



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