Talent Pool Development
It is a process to develop individuals with the necessary skills, knowledge, and competencies, both cognitively and behaviorally, for enhanced organizational performance.
What is it?
It is a process to develop people within the organization with the necessary skills, knowledge, and competencies (both cognitively and behaviorally) for enhanced performance. A mentoring program will help build skills and knowledge to ensure the organization’s long-term success—a purposeful path for job accountability and authority. An internal culture of continuous improvement occurs through succession planning and the continued development of people and processes. All of these are important ways to advance the talent within your organization.
Why does it matter?
The talent pool development process aligns individuals’ aspirations and skills with the company’s current and future needs so that both interests can be supported. It is designed to increase productivity, create trust, and foster conditions where employees are provided the most significant creative expression opportunity through their work.
What are the areas of focus?
While every organization development process changes to meet your organization and leaders where they are, the following focus areas are meant to share what will be accomplished and developed.
- Understanding the current condition
- Identifying what talent is within your organization
- Putting differences to work in talent development
Coaching and feedback will be offered with organization development areas for enhanced internal systems and processes and high-potential staff. Mike will serve as a resource coach and team development specialist for the group while achieving the determined areas of improvement.
How will you make progress?
- Competency metrics for internal benchmarking of current talent
- Creation/Enhancement of interview processes to identify candidates for promotion and hiring
- A focused mentorship program
- Learning and development for mentors
- Coaching for the mentors and their immediate supervisors
- Integration of the new systems and complementing existing systems for performance appraisals
- Increased efficiency through people doing their best work
- Decreased dependence on managers to consistently solve problems
- Continuous improvement of team culture
- Appointing internal subject matter experts and integrating performance support systems