Internal Talent Management, Essay Example

Internal talent management is essential for an organization’s success and competitiveness in the market. This ensures that an organization maintains efficiency and effectiveness on all levels across the board.

Question 1: What are some techniques you believe an organization may use to successfully build its high-potential talent internally?

An organization may build its high-potential talent internally through the following techniques:

Mentorship: this is where employees who show potential are groomed towards a certain function or position within the organization (Yost & Plunkett, 2010). This can be done to ensure ease of change in the case where a senior manager either retires, leaves the company or is promoted to a higher position. This can also help motivate workers to bring out the best in them.

Academic Programs: this entails ensuring high performance and high potential employees receive the opportunity to further their education and increase their skills on the job (Conger, 2010).

Question 2: What are the systematic processes involved in building this talent?

The systematic processes involved in building talent with an organization entails:

• Identification of the human resource needs within the organization
• Identification of the talent management strategy and approaches the organization can employ
• Identification of the resources available to the organization to pursue the optimal talent management strategy that best suits the organization. This will involve determining the scope of the talent management strategy, its limits and its capabilities based on the resources, financial and man power, that is available to the organization.
• Identification of the employees that poses the potential and talent that is required within the organization
• Execution of the desired talent management strategy
• Re-evaluation of the talent management strategy(Conger, 2010)

Question 3: How might succession planning be managed?

Succession planning is best managed under the talent management strategy an organization chooses to employ (Conger, 2010). This strategy will provide the organization with the direction as to which employee is best to succeed which manager, either middle or top management. Once the employees have been identified, then they can be groomed for the position to be vacated and succeeded.

References

Conger, J. A. (2010). Developing Leadership Talent: Delivering on the Promise of Structured Programs. In R. Slizer, & B. E. Dowell, Strategy- driven talent management: A leadership imperative. Hoboken: John Wiley & Sons, Inc.

Hamid, H. (2010, December 27). Tapping into women’s talent. New Straits Times.

Tuckman, B. W., & Jensen, M. C. (1977). Stages of small-group development revisited. Group and Organization Studies (pre-1986), 2(4), 419-427.

Yost, P. R., & Plunkett, M. M. (2010). Developing Leadership Talent through Experiences. In R. Slizer, & B. E. Dowell, Strategy-driven talent management: A leadership imperative. Hoboken: John Wiley & Sons, Inc.