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Guangrong Dai

Guangrong Dai Researcher
Lominger International

Gaungrong Dai joined the research team at Lominger International, a Korn/Ferry Company in 2006. His research areas include multi-source feedback, leadership development, high potential identification, high potential engagement, executive onboarding, and global leadership effectiveness. He worked closely with the product development team, providing support for the development of talent management tools and solutions that are research based and experience tested. He earned a Ph.D. in Industrial/Organizational Psychology from Central Michigan University.

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Kenneth P.  De Meuse

Kenneth P. De Meuse Associate Vice President of Research
Lominger International

Kenneth P. De Meuse is the Associate Vice President of Research at Lominger. Prior to coming to work at Lominger, Ken was on the faculties at the University of Wisconsin – Eau Claire, Iowa State University, and the University of Nebraska at Omaha.

Ken has published numerous articles on employee attitudes and organizational behavior in several leading professional journals. His most recent book entitled, 50 More Things You Need to Know: The Science Behind Best People Practices for Managers & HR Professionals, was published in 2007. He has appeared on ABC News, CNN, AP Radio, and National Public Radio and has been featured in national publications such as The Wall Street Journal, Business Week, Fortune, U.S. News & World Report, The New York Times, and USA Today for his expertise on the impact organizational change has on the workforce.

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George S. Hallenbeck, Ph.D.

George S. Hallenbeck, Ph.D. Director, Intellectual Property Development
Leadership and Talent Consulting

George Hallenbeck is Director, Intellectual Property Development for Korn/Ferry Leadership and Talent Consulting. With over a dozen years of experience in the field of talent management, he is responsible for the development of intellectual property (IP) that support Leadership and Talent Consulting’s service offerings and commercial products. He co-authored the Lominger publication Interviewing Right: How Science Can Sharpen Your Interviewing Accuracy and has expertise in developing IP in the areas of succession planning, coaching and 360° feedback. He is a frequent speaker on emerging trends and critical issues in talent as has authored or co-authored numerous whitepapers and scientific articles.

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By Guangrong Dai, Kenneth P. De Meuse and George S. Hallenbeck, Ph.D.

Most of the research on multi-source feedback focused on skill rating. This study investigated both skill rating and importance rating. It was found that interrater correlations on both skill rating and importance rating are low. But withinlearner interrater correlations were higher than between-learners interrater correlations. Skill rating was correlated to importance rating. Follow-up analysis indicated that within -learner skill-importance correlation is related to the overall skill level of the learners, suggesting that learners who fit with their jobs as perceived by a particular rater constituency group are generally rated high on skill rating scale by the same rater constituency group.
 

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