IDENTIFYING AND ASSESSING HIGH - POTENTIAL TALENT

 

Strategy-Driven Talent Management

According to Silzer and Church, (2009) Because of the focus on talent concerns, businesses are concentrating on identifying and developing high-potential employees as part of succession planning and leadership development and organizations were interested in training individuals for the next job in their career path once they recognized that they might be trained to better their present individual performance. It was just a matter of time until this endeavor shifted from development for present performance to development for next-position performance to development for long-term future performance. Church, (2009). Natacha Golik and Rita Blanco,( 2014) Stated, A successful business strategy should include a methodology for improving its employees; by identifying the recruitment talent pool, developing a competitive compensation plan, training and developing talent, and evaluating employee performance, an organization can increase its competitive advantage and sustain its business.

Al Aina and Atan, (2020) successful business strategy should include a methodology for improving its employees by identifying the recruitment talent pool, developing a competitive compensation plan, training and developing talent, and evaluating employee performance, an organization can increase its competitive advantage and sustain its business. According to  Al Aina and Atan, (2020) Defining the notion of talent management differs amongst businesses, where it may entail focusing on sustainability in one firm while focusing on recognizing individuals with great potential in another,  Onboarding, recognizing, analyzing, and/or growing the organization's internal talent are all examples of talent management. 

According to Aarnio, Kimber and Söderlund, (2016.) Identifying parallels and contrasts is therefore feasible, and pattern identification may help organizations understand how Talent Management is conducted and matched to strategy. Multiple case studies may also be used to challenge current theoretical frameworks and concepts, as well as to create new theoretical frameworks. The findings of the framework include theoretical ideas from many research streams and may be utilized as a conceptual framework for defining Talent Management types across organizations. Aarnio, Kimber and Söderlund, (2016.)

According to Armstrong and Taylor,(2014)    who would lead significant portions or play crucial responsibilities in the firm in the future, and they would be relatively prominent positions And that attracting talent to these places, as well as assisting individuals to gravitate toward one of these professions, will be the primary problem.

 

Armstrong and Taylor, (2014) says ,The company implemented these concepts through a four-stage talent advancement strategy.

1 Rising talent consists of highly educated graduate recruits who are educated and trained for key technical or professional tasks.

2 Emerging leaders — those who receive management training and instruction from sponsors or mentors.

3 Next generation leaders — individuals who participate in leadership development programs and may attend a corporate academy.

4 Corporate next generation leaders – who get one-on-one development from coaches and mentors, as well as briefings on corporate/governance strategy.

 

According to Kotlyar, (2018) The technique of recognizing high potentials early, developing them into leaders, and accelerating their advancement through the organizational hierarchy is possible; yet, it creates practical concerns such as

·         How can businesses find fresh graduates and recognize strong potentials among them?

·         How do they nurture and grow high-potential individuals into positions of leadership?

·         How effective are these programs in terms of retaining, developing, and progressing high-potential candidates?

·         What are the hurdles that these programs face?

 

 

 

Example

Video 1.0

https://youtu.be/S1asGx8TD_4?t=14 

Video 1.0 Shows, A high-potential employee is someone who has the intellect, desire, agility, and leadership orientation to succeed in larger and more complicated jobs in the future. In any business, high potentials are part of a wider pool of elite talent.

High Potential people promote overall business performance by making large and consistent contributions, producing outstanding levels of performance while outperforming others, and demonstrating behaviors and abilities that are compatible with the company's culture and vision.

High-potential identification is a procedure that seeks out individuals who possess the skills required to thrive in more advanced jobs for personal and organizational progress. The procedure seeks people that have a better likelihood of exceeding other job holders and exhibit distinctive leadership/role potential.

 

Reference

Aarnio, A., Kimber, E. and Söderlund, J. (2016). Talent Management & Strategy Identifying Patterns through a Multiple Case Study. [online] Available at: https://www.diva-portal.org/smash/get/diva2:946004/FULLTEXT01.pdf.

Al Aina, R. and Atan, T. (2020). The Impact of Implementing Talent Management Practices on Sustainable Organizational Performance. Sustainability, [online] 12(20), p.8372. doi:10.3390/su12208372.

Armstrong, M. and Taylor, S. (2014). Armstrong’s handbook of human resource management practice. 13th ed. Philadelphia, Pa: Kogan Page Ltd.

Silzer, R. and Church, A.H. (2009). The Pearls and Perils of Identifying Potential. Industrial and Organizational Psychology, [online] 2(4), pp.377–412. doi:10.1111/j.1754-9434.2009.01163.x.

Kotlyar, I. (2018). Identifying high potentials early: case study. Journal of Management Development, 37(9/10), pp.684–696. doi:10.1108/jmd-12-2017-0404.

Natacha Golik, M. and Rita Blanco, M. (2014). Talent identification and development tools. Management Research: The Journal of the Iberoamerican Academy of Management, 12(1), pp.23–39. doi:10.1108/mrjiam-01-2013-0498.

‌www.youtube.com. (n.d.). What is High-Potential Identification and Why is it Important? [online] Available at: https://www.youtube.com/watch?v=S1asGx8TD_4&t=14s [Accessed 10 May 2022].