1. Map succession planning as a parallel function to business growth.
Without competent leaders in place, the business will struggle to meet goals. Typical organizational growth has four steps to wealth creation:
The succession planning process for senior leadership positions can be viewed through the same lens by using these similar four steps:
By viewing succession planning as an essential critical path to profitability, these organizational values will enhance the chances of leadership readiness.
2. Prioritize talent management efforts.
In every business, all positions are not created equal. For example, at business hotel, customer service positions are king; while at the same time ASYST’ should be competence in IT. Talent management priorities
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Through succession planning, the employees of ASYST will be able to grow within the department by promotion and intensify leadership development tools such as coaching, training, and mentoring.
4.2 Implementation Plan
The following description for implementation plan that will be used to integrate talent management in ASYST which include:
Establish a Talent Profile System
The first recommendation is to establish a web-based talent profile system for all employees in ASYST. If an organization is going to manage talent properly, it must be able to identify it and know where to find it. Employees need a social networking mechanism to showcase their competencies through a talent profile, while also being able to network and find mentorship.
Practice Proper Engagement
ASYST should strive to create a leadership culture that takes pride in its employee and recognizes its talent. It is important for informed of their value to the organization and that they know they are appreciated. Talent management principles, such as coaching, mentoring, and stay interviews, increase engagement and accomplish these tasks. As the case studies demonstrate, truly talented leaders make every effort possible to coach, mentor, and stay engaged with their