Strategic Human Resource Management: A Guide to Action

(Rick Simeone) #1

Employee success profiles can be incorporated in role profiles.


Career management


Career management consists of the processes of career planning and
management succession. Career planning shapes the progression of indi-
viduals within an organization in accordance with assessments of organiza-
tional needs, defined employee success profiles, and the performance,
potential and preferences of individual members of the enterprise. As
reported by Ready and Conger (2007), at Procter & Gamble ‘destination jobs’
are identified for high-potentials, which are attainable only if the employee
continues to perform, impress and demonstrate growth potential.
Management succession planning takes place to ensure that, as far as
possible, the organization has the managers it requires to meet future
business needs.


DEVELOPING A TALENT MANAGEMENT STRATEGY


A talent management strategy consists of a view on how the processes
described above should mesh together with an overall objective – to acquire
and nurture talent wherever it is and wherever it is needed by using a
number of interdependent policies and practices. Talent management is the
notion of ‘bundling’ in action.


Components of a talent management strategy


A talent management strategy involves:


l defining who the talent management programme should cover;

l defining what is meant by talent in terms of competencies and potential;

l defining the future talent requirements of the organization;

l developing the organization as an ‘employer of choice’ – a ‘great place to

work’;

l using selection and recruitment procedures that ensure that good-quality

people are recruited who are likely to thrive in the organization and stay
with it for a reasonable length of time (but not necessarily for life);

l designing jobs and developing roles that give people opportunities to

apply and grow their skills and provide them with autonomy, interest
and challenge;

l providing talented staff with opportunities for career development and

growth;

Talent management strategy l 173

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