Every human being is born with some (or some) talent, i.e., he/she has some specific ability that he/she is naturally good at and enjoys developing, as this involves little effort. This initial talent, in the organizational environment, we would recognize it as the attitudes and knowledge (acquired in different ways) that the personnel possesses when hired. Hence the importance for organizations of knowing how to identify them, as this would allow them to develop it. If we say that human talent in organizations is that which the person possesses, after developing the same profession over a period of time, then it is made or born.
Ulises Betancourt Morffis
this is an interesting question. We are all individuals with different skills. for example, many north African people excel at marathons due to having good respiratory and heart strengths, but that does not mean that all north Africans are going to win Olympic gold medals in marathon running. It takes hard work developing the expertise to excel at international competition. The same is true in business. Some people have acquired certain skills naturally, but it is learning and persistence that enables people to excel. So it is a combination of naturally acquired skills that are recognised and developed by a person or organisation. For example, Richard Williams coached his 2 daughters who had certain skills and made them world number 1 tennis players through sheer grind. Richard Branson has spoken about how his mother pushed him into developing his entrepreneurial skills.
the role of talent versus skill development in the organizational world is not absolute. It varies depending on the individual, the field, and the specific context. While some people may start with a natural advantage, hard work, dedication, and ongoing learning are critical for long-term success. Therefore, it's important for organizations to support and invest in both identifying and nurturing talent and providing opportunities for skill development among their members.
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