The influence of advanced knowledge on how you structure your organisation Right People in the Right Places
In most organisations it is difficult to sort and group people together in similar bands according to performance. When we look at Talent optimization we have a better opportunity to accomplish that. Although not all people may be in terms of experience at the same levels they are in terms of talent at similar levels. This makes the transfer of knowledge easier not working with a very mixed audience in terms of being able to understand information passed on. Also does it allow for the correct setting of difficulty levels at the various job levels.
In the case of mechanical related jobs having people with similar levels of mechanical comprehension does balance out the workflow as all work at a minimum level of natural mechanical ability that improves the flow of work and minimum levels in terms of quality.
Certain jobs like specialists and managers require greater insight to be able to work with a bigger picture or complexity. Identifying these individuals makes the overall process easier having then work in the critical areas where they are most effective.
Note how easy it is to sort and assign people to specific groups according to their base capabilities. These groups will consist of people with different levels of experience although the base core capabilities are the same.
In technical staff specialist correctly identified can be given more skills and assigned work that does not fall in the normal maintenance category
Some engineers although good for routine maintenance are less effective for more complex scenario planning and problem resolution. Also having the appropriate level of people communicating across disciplines and departments makes it less likely that critical information would be neglected or ignored. More likely to identify problems earlier and potentially solve with minimal impact on the operations.