Building internal talent is very essential in any organization. This is because, with internal talent, it becomes easy to for any employee to be integrated in a new role. Some techniques can be used to build high potential talent internally. The major technique is to identify the high potential employees and then develop them through mentorship (Chambers et al., 1998). Seniors management should mentor the employees so that when they leave, the employees will fit in their shoes. Another technique would be for a company to develop a talent management program. In this program, employees will be trained both theoretically and practically. This combined with mentorship will be very effective.
A systematic process can be followed in the building of this talent. The first step is to identify the current and future needs of the company and then assess the talent inventory in the company. It is important to identify the critical roles before building talent. Next will be to determine the mix for filling the gaps. This includes assessing the labor market, the strength of the internal talent development infrastructure and available resources (Collings & Mellahi, 2009). Then the talent pool of internal candidates is defined. This includes assigning the employees to specific talents. Lastly, the pool of employees is now developed.
It is very important for companies to plan for succession. One way to plan for succession is by implementing mentorship programs. The senior management should mentor the lower employees so that when they retire or resign, the mentored employee can fit in the position. In addition, internal talent development and retention can also be used for succession (Rothwell, 2010). Training talented employees and then retaining them ensures that there is pool of internal talent o pick from for succession.
Chambers, E. G., Foulon, M., Handfield-Jones, H., Hankin, S. M., & Michaels, E. G. (1998). The war for talent. McKinsey Quarterly, 44-57.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
Rothwell, W. J. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. AMACOM Div American Mgmt Assn.
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