Articles on Talent and Values
How axiology changes the way talent is managed. Practical articles on selection, wellbeing, leadership and professional self-knowledge.
The Bubble Worker Is Not More Committed: They Are Poorly Measured
Most people in Spain work very long weeks, and a large majority admit they cannot disconnect. The so-called "bubble worker" phenomenon has named this hyper-connection that blurs the line between work and personal life. But the underlying problem is not just that people work too much: it's that we confuse permanent availability with commitment, and we reward precisely the behavior that wears out our best professionals. As long as we don't properly measure what real commitment is, we will continue to reinforce wear and tear without realizing it.
Personal Benefits: Beyond the Standard
The debate on benefits has moved beyond the "one-size-fits-all" approach and reached segmented packages. This is progress, but it has a ceiling: a package, no matter how well-designed, remains standard. True personalization doesn't start with the catalog; it starts with the person.
AI and Leadership: The Competitive Advantage Isn't in Technology, It's in How You Think
In the era of AI, competitive advantage won't be about who has access to technology, because technology is becoming democratized. It will be about who can use it with sound judgment. And that—sound judgment—isn't a technological problem. It's a problem of leadership, culture, and organizational thinking. This article explores and expands on that thesis, revealing something the authors implicitly suggest but which, from applied axiology, we can make explicit: a person's value judgment—how they weigh what matters, how they prioritize, how they decide—is measurable.
Dignity as Capacity: What the Hartman Test Teaches Us About the Value of People
A look at the philosophical root of the Hartman Test and its deepest dimension: learning to see—and to live—the irreplaceable value of each person. When was the last time someone looked at you as if you were irreplaceable?
What the Hartman Value Profile Brings to the Major Challenges Faced by HR Departments in Companies
Six decades of axiological rigor. An instrument that measures what no competency test can reach: the value structure from which each person works, decides, and relates. Focus Values System makes it accessible to organizations. This is what changes for the HR department.
When the CV Isn't Enough: Axiological Fit as a Decisive Criterion in Selection
When a selection process drags on, the usual explanation is that "there are no candidates." But almost always there's another interpretation: technical fit is being the sole criterion, and that excludes profiles that fit well where it matters most. The axiological profile — how a person makes decisions, what they value, how they operate in practice — answers questions that a curriculum vitae cannot. And when that fit is solid, a candidate who doesn't meet every point of the technical profile can be exactly the right decision.
Talent, Capabilities, Competencies, and Skills: Four Concepts That Are Not the Same
Talent, capabilities, competencies, and skills are not synonyms: each operates at a distinct level and requires a different response. What each term designates, how they differ, and why confusing them leads to misguided decisions in people management.
What are Axiological Values and Why Do They Matter at Work?
Introduction to axiology in the workplace and the Hartman Value Profile (HVP). A look at the three dimensions of axiological thinking (Intrinsic, Extrinsic, and Systemic) and their practical implications for talent management: true motivation, ethical risk, person-organization fit, and leadership under pressure.
Knowing Isn't Enough: The Technical Profile Is No Longer Sufficient
Being the most expert no longer guarantees anything. In technical and specialized profiles, what makes the difference is cross-functional ability: adapting, relating to diverse stakeholders, and continuously learning. And this—which seems intangible—can be measured with the Hartman Value Profile.
The Joy Paradox: AI Makes Work More Satisfying and More Demanding
Most people enjoy work more with AI, but a large share report an increased mental load. The 'joy paradox' explains why not everyone adapts equally to the new supervisor role.
Language as an Axiological Tool: Powerful Questions and Problem-Solving Approaches Based on the Hartmann Test
Before seeking solutions, there's a preliminary question almost never asked: from where am I viewing this problem? The systemic dimension provides direction. The extrinsic evaluates what is possible. The intrinsic sees the person.
Your Professional DNA. Discover Your Superpower at Work
What if exhaustion at work doesn't stem from a lack of talent, but from working against your own nature? Formal axiology allows us to identify which dimension—relational, executive, or strategic—is each person's true driver.
Hartman Value Profile Validity Studies
A brief review of some studies demonstrating the validity of the Hartman Value Profile across various application areas, both psychological and business.
Seven Myths About People Assessment in the Workplace
Assessing people has a bad reputation, and partly for good reason: there are bad tools and worse uses. But behind the seven common myths lies a distinction almost no one makes, and it's the one that determines whether the result is useful.
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