TALENT POOL AND SUCCESSION PLANNING

Talent pool development and succession planning ensures that an organisation has planned for its future in terms of key resources, and these resources are well trained and ready to successfully manage the future. This includes the identification, development, replacement, and strategic application of key people over time.

Our Talent Pool Development Program methodology consists of:

1) Developing a Policy Statement and CEO/MD's Statement (appropriate for the organisation, and includes a mission statement for the program, objectives and endorsement from the Board).

2) Conducting Awareness Sessions for all managers across the organisation to ensure they are well informed about the program, mission, policy, objectives and strategies.

3) Assessing current and future position requirements, and develop Current/Future Position Competency Model.

4) Assessing individual capability in establishing an inventory (the Talent Pool) of talent. Appraise capability based on multiple evaluation techniques such as multi-rater assessments, Behavioural Interview and Case History.

5) Documenting a list of High-potential candidates for the Talent Pool. Identify a range of Key Positions that each member of the pool may be targeted for.

6) Establishing Development Gap for each candidate in Talent Pool. Development Gaps are expected to come from areas such as Interpersonal Skills, Leadership Skills, Business Management Skills and Personal Attributes.

7) Establishing a continuing Individual Development Program to cultivate each member of the Talent Pool and to close defined gaps.

8) Providing an adequate tool, both qualitative and quantitative, to measure and improve as appropriate the ongoing performance of the program.

9) Ensuring that HR practitioners understand and are able to support the program.

The Program delivers the following benefits:

Decisions about filling positions are more accurate when candidates are from within the organisation.

• Effective talent pool program acts to grow talent, as well as to retain talent.
• A talent pool program allows high-potential candidates to leverage their strengths and develop weak areas.
• High-potential candidates are involved and take on the responsibility to help enhance their own development.
• The program recognises the need to balance formal training and the need for ongoing 'real-time' and 'stretch' assignments

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