Generic criteria of talent based on the literature study Generic criteria of talent Criteria/characteristic Leadership behavior: talent shows

the ability to influence a group of individuals to achieve a common goal. High levels of expertise: talent has a high level of knowledge and skills in a particular area. Ability: a combination of the innate characteristics and learned skills that an employee uses to carry out his/her day-to-day work. Aspiration: the extent to which an employee wants or desires prestige and recognition in the organization, advancement and influence, financial rewards, worklife balance, and overall job enjoyment. Engagement: consists of emotional commitment, rational commitment, discretionary effort, and intent to stay. Self-starters/ initiative: talent is energetic with unusual initiative. Creative: talent is able to think outside the box. Authors Turner et al., 2007 Type of Research Scientific

Turner et al., 2007

Scientific

CLC, 2005

Scientific

CLC, 2005

Scientific

CLC, 2005

Scientific

Thorne & Pellant, 2007; Turner et al., 2007

Scientific and Non scientific

Vinkenburg & Pepermans, 2005; Thorne & Pellant, 2007; Knegtmans, 2008;

Scientific and Non scientific

Self-confident: talent has confidence in him/herself in what he or she can.

Turner et al. 2007 Vinkenburg & Pepermans, 2005; Thorne & Pellant, 2007; Knegtmans, 2008

Non scientific

Learn ability: Vinkenburg & Pepermans, talent has the ability to learn 2005; Thorne & Pellant, and speed of learning. 2007; Knegtmans, 2008 A bit lazy: the ease with which a person performs. Set ambitious but realistic goals: talent seems very realistic in choosing his/her targets. Vinkenburg & Pepermans, 2005; Knegtmans, 2008

Non scientific

Non scientific

Vinkenburg & Pepermans, 2005; Knegtmans, 2008

Non scientific

Problem solver: Vinkenburg & Pepermans, talent has the ability to solve 2005; Knegtmans, 2008 problems. Self-motivated: talent is driven and passionate by what he/she does. Reduce complexity: talent is able to simplify. Peak at the right moment: talent has the ability to excel at moments that really matter. Resilient: talent is dynamic and flexible. Entrepreneurial: talent seeks opportunities and threats. Opportunistic: talent takes advantage of any situation. Vinkenburg & Pepermans, 2005; Knegtmans, 2008

Non scientific

Non scientific

Vinkenburg & Pepermans, 2005; Knegtmans, 2008 Vinkenburg & Pepermans, 2005; Knegtmans, 2008

Non scientific Non scientific

Thorne & Pellant, 2007

Non scientific

Thorne & Pellant, 2007

Non scientific

Thorne & Pellant, 2007

Non scientific

Turner, P., Tansley, C., Foster C., Harris, L., Stewart, J., Sempik, A. & Williams, H. (2007). Talent: strategy, management, measurement. London: Chartered Institute of Personnel and Development. Corporate Leadership Council (CLC). (2005). Realizing the Full Potential of Rising Talent (Volume I).A Quantitative Analysis of the Identifi cation and Development of High-Potential Employees. Washington: Corporate Executive Board. Thorne, K. & Pellant, A. (2007). The essential guide to managing talent. How top companies recruit, train & retain the best employees. London and Philadelphia: Kogan Page Vinkenburg, C. & Pepermans, R. (2005). Top potentials in organisaties, identificeren ontwikkelen en binden. Assen: Koninklijke van Gorcum.