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| Titre : |
Intelligence diversity within organisations: discriminant variables between high potentials, talents and HIQ |
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| Numéro : |
58 |
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| Année : |
2018 |
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| Volume : |
XXIV |
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| Auteur(s) : |
Dominic DRILLON, Nathalie MONTARGOT, Philippe MOUILLOT |
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| Résumé : |
HR policies no longer summarise through sporadic actions seeking self-performance and competitive advantages. Nowadays, they are considered full strategies from cultural, production or positioning perspectives. Yet, at a time when the interest for A.I. grows in major scientific and political environments, natural intelligence is still not measured in organisations. Then, how about HIQ role in companies? Nevertheless, French professionals only consider gifted children; HIQ adults do not benefit from the same care. This probably comes from the difficulty to name a HIQ person since such a substantive is often mixed up with high talents or potentials. Within the frame of a research about HIQ detection and support management in organisations, this article then anchors the necessary semantic roots of managerial meaning of talent, potential and HIQ concepts that the literature identifies. More precisely, it highlights semantic convergences and divergences that eventually allow to clearly define what managers should mean when considering someone a talented, a gifted or a high potential person. |
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| Pages : |
171 - 196 |
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| Type : |
Research paper |
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| Keywords : |
intelligence, talents, high potentials, HIQ |
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| APA : |
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| Citations : |
- |
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| CAIRN : |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2018-58-page-171.htm |
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