Abstract
The article presents the key trends in talent management, analyzes possible innovations in the field of HR, suggesting changes in the ways of attracting and retaining talent in the coming years. The article describes the directions associated with the growth of technologies based on the use of artificial intelligence technologies, with diversity and inclusiveness, the preservation of the need for soft skills, etc., which will remain as basic in the activities of personnel services and as the basis for assessing personal-professional characteristics. The characteristic of the approach “getting the maximum return on investment in qualifications” is given. The necessity of a qualitative assessment of the skills and characteristics of the managerial and personal-professional potential of an individual on the basis of predicative models is substantiated. The description of the tools for obtaining the data array is given; the array itself and the ways of its use in predicative models are characterized. Variants of constructing predicative models are given. The procedure for preparing and training models, their effectiveness for different aspects of diagnostics of managerial readiness is described. On a practical example, data on the application of models are given and their forecast is analyzed. It seems that each of the predictive models has its own specific capabilities for solving a certain range of problems.
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Sinyagin, Y., Sinyagina, N. (2024). Talent Management: Trends and Personality Assessment Based on Predicative Models. In: Zokirjon ugli, K.S., Muratov, A., Ignateva, S. (eds) Fundamental and Applied Scientific Research in the Development of Agriculture in the Far East (AFE-2022). AFE 2023. Lecture Notes in Networks and Systems, vol 733. Springer, Cham. https://doi.org/10.1007/978-3-031-37978-9_5
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DOI: https://doi.org/10.1007/978-3-031-37978-9_5
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