所有的用人难题，归根结底就是这3点

Core Viewpoint - The article discusses the challenges companies face in talent management, emphasizing three main gaps: capability gap, personality gap, and foundational gap [3][30]. Group 1: Capability Gap - The capability gap is the most visible and commonly discussed issue in talent management, where individuals may excel in their current roles but struggle when promoted to management positions [5][10]. - The "Peter Principle" suggests that employees tend to be promoted until they reach a level of incompetence, highlighting the need for different skills at various organizational levels [7][8]. - To bridge the capability gap, companies should implement systematic training and personalized coaching to enhance employees' skills [11][12]. Group 2: Personality Gap - The personality gap is often more challenging to overcome than the capability gap, as it involves inherent traits that can hinder professional development [15][17]. - Individuals with strong personalities may struggle to collaborate effectively, while those with high emotional intelligence may lack the rigor needed for higher responsibilities [15][16]. - To address the personality gap, it is essential to motivate individuals to recognize how their personality traits can impact their career progression [18][20]. Group 3: Foundational Gap - The foundational gap refers to an individual's core values, responsibility, and integrity, which are deeply ingrained and difficult to change [25][28]. - Many hiring failures occur because HR focuses on skills and qualifications while neglecting the candidate's foundational traits, leading to poor long-term performance [26][30]. - To overcome the foundational gap, companies should prioritize selecting individuals with strong foundational qualities and be willing to let go of those who do not meet these standards [29][30].