To discuss whether scientists can appy IQ method to create or train talent human. Firstly, we need to know what IQ means. According to the general consensus, the answer is "no." An IQ test measures a person's cognitive ability compared to the population at large. The average IQ is 100, anything above 130 is considered exceptionally smart while a score under 70 is categorized as developmental delays related to intelligence. An IQ test measures a person's cognitive ability compared to the population at large. The average IQ is 100, anything above 130 is considered exceptionally smart while a score under 70 is categorized as developmental delays related to intelligence. Intelligence is defined as general cognitive problem-solving skills.The equation used to calculate a person's IQ score is Mental Age / Chronological Age x 100. On most modern IQ tests, the average score will be 100 and the standard deviation of scores will be 15. In organizational training working environment, managers across the organization are in touch with the employees you are grooming for their next big role. In larger organizations, talent management requires Human Resources Information Systems (HRIS) that track the career paths of employees and manage available opportunities for talented employees. ⦁ What Is Talent Management? Is talent management be IQ training method to train talent employees in any organizations?Talent management is just another one of those pesky Human Resources terms, right? Wrong. Talent management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. So, talent management is a useful term when it describes an organization's commitment to hire, manage, develop, and retain talented employees. It comprises all of the work processes and systems that are related to retaining and developing a superior workforce.Is talent Management as a Business Strategy to any organizations ?Talent management is a business strategy that organizations hope will enable them to retain their topmost talented and skilled employees. Just like employee involvement or employee recognition, it is the stated business strategy that will ensure the attraction of top talent in competition with other employers. When you tell a prospective employee that you are dedicated to a talent management strategy that will ensure that he or she will have the opportunity to develop professionally, you attract the best talent. This is because studies show consistently that the opportunity to continue to grow and develop their professional and personal skills is a major motivator for why employees take and stay at a job.Differences Depending on Stated Talent StrategyWhat appears to differentiate talent management focused practitioners and organizations from organizations that use terminologies such as human capital management or performance management is their focus on the manager's role, as opposed to reliance on Human Resources, for the life cycle of an employee within an organization. For example, practitioners of the other two employee development and retention strategies would argue that, for example, performance management has the same set of best practices. Future technological advances will permit an increasing number of tasks traditionally performed by humans to become automated. It seems that, such automation focused primarily on routine tasks, e.g. clerical work, bookkeeping, basic paralegal work and reporting etc. However, with the advent of big data, artificial intelligence (AI), the internet of things and ever-increasing computing power, i.e. the digital revolutions, non-routine tasks are also increasingly likely to become automated.