Building internal talent is critical for succession planning since it ensures that employees likely to succeed incumbents are properly mentored and trained to acquire more skills and knowledge. Therefore, managers must implement several techniques to build high-potential talent within the organization following a systematic process to aid succession planning. This is the focus of this paper.
Techniques, Systematic Process and Succession Planning
An organization can use diverse techniques to successfully build its high potential talent internally by developing clear job descriptions, associated skills, and experience required to perform critical tasks. Moreover, since talent management requires that juniors learn from their supervisors, there is need to select appropriate employees for certain fundamental positions. Further, studies reveal that an organization can efficiently build high potential talent by providing adequate and sufficient training to develop capacities that are critical to an organization’s success (Heathfield, 2016). Consequently, a team must conduct quarterly performance appraisal to identify areas that need career development to develop retainable talents. Talent can only be internally developed when good compensation systems that recognize and compensate people based on their valuable contributions are put in place.
A systematic process of building valuable talent in the organization includes ascertaining current and future needs so that the organization can decide which talents to develop. Then, the organization should establish and conduct an assessment of talent repository in the organization, determine how to fill existing gaps, accurately define internal talent pool and track promotion, and turnover rates. Further, an organization should establish executive campaigns while engaging potential candidates, refine its sourcing strategies, and track the overall size of internal pool so that prospective employees are discovered to be included in talent building programs.
It has been avowed that succession planning is a critical area in talent management that managers must know how to efficiently manage (Teala, 2015). For that matter, to appropriately manage the process, there is need to identify key areas and positions that need talent retention and effectively identify and evaluate capabilities of people occupying certain positions. Furthermore, the organization must identify interested personnel and evaluate their skills and capabilities as well as develop effective succession process and evaluate its effectiveness.
Internal development of talent is an ingredient in succession planning and continuity of business operations. When high level managers retire, resign or are fired there should be sufficient talent within the organization to continue with their roles and responsibilities. For that case, business organization must dedicate efforts to build internal talents through mentorship programs and training to instill new knowledge and skills to employees likely to take over positions.
Heathfield S. (2016). Why talent management is an important business strategy. Human
Resources. The Balance. [ONLINE] Available at: https://www.thebalance.com/what-is-talent-management-really-1919221. Accessed November 13, 2017.
Teala W. (2015). 8 steps for effective succession planning. Leadership. SABA Blog.[ONLINE] Available at https://www.halogensoftware.com/blog/8-steps-for-effective-succession-planning. Accessed November 13, 2017.