High-potential talent is someone who has the likelihood and ability to accelerate their growth to rapidly develop toward a future leadership role. The term can be used for people at any level, from individual contributors up to high-level executives. High potential programs, also known as HI POT programs, are specific programs aimed at accelerating the development of future leaders and top performers at a company.It deals with the mechanism by which High potential employees are identified,fast tracked and developed.
Competency mapping is the process of determining the skills, behaviors, abilities and knowledge a job title requires. Organisations often begin this process by determining their goals and analysing the abilities of their existing employees. The objectives of competency mapping are to help a business become more efficient, effective and competitive. It starts with a set of high-level core competency standards such as innovation, creativity, technical expertise, quality and a customer-oriented focus, all of which reflect strategic business goals.
Leadership succession planning is a key business strategy to help organisational leaders deal effectively with the future. Evidence from industry provides a variety of best practices that can ensure that a supply of leaders will be available when they are needed. Leadership succession planning is a designated strategy to maintain smooth operations when key leaders resign, retire or move on abruptly. It involves analysing and evaluating specific skills or competencies in the shortlisted talent within an organisation for them to assume leadership roles when needed.
The term 'leadership pipeline' refers to an organisation's procedure for building and maintaining their leadership succession bench. It is a systematic process that encompasses all forms of employee development, evaluation, training, and promotion. It helps organisations move people through leadership passages at the right speed. People who ticket-punch their way through jobs don't absorb the necessary work values and skills. The pipeline provides a system for identifying when someone is ready to move to the next leadership level.
Leadership development is the process which helps expand the capacity of individuals to perform in leadership roles within organisations.Leadership development is a set of activities that prepare current and future leaders to perform effectively in their roles. Leadership development enables employees to improve their skills in areas such as: Decision making. Project management. Strategy etc.Leadership interventions focus on manipulating leadership as the independent variable through training, assignments, or other means.
Strategic visioning combines the best practices of strategic planning, visioning, and large-scale organisational transformation. It enables organisations and groups to agree on compelling goals, breakthrough strategies and aligned action.Having a vision places a purpose upon your goal-setting activities. Without an end goal or destination in mind, then you won't have a clear or defined path. To achieve your vision or goal, you can start by setting small, attainable goals as stepping stones.The management team is here assisted to identify its Vision for longer terms.
An organisational capability is the means by which an organisation brings together its people and other resources to respond to changes in the business environment and deliver value to its customers and stakeholders. By definition, capability building is the strategic process of equipping your business for future success and sustainability - by developing the skills, processes and resources required to achieve its full economic potential.It is the sum total of the energy with which it approaches and solves managerial challenges to attain competitive advantage.
Key Employee identification and Management gives an Organisation the required motivation to go ahead with various managerial actions that can win business situations for the organisation.This process follows the High Potential Development and goes hand in hand with Leadership Succession Planning and Leadership Pipeline Development.Here, from the High Potentials, using various profiling methods, key employees are identified and their development is amalgamated. This is a key strategic Leadership Development activity.
Integrated talent management integrates the HR functions of talent planning, acquisition, onboarding, performance, learning and succession into an interconnected whole.Here all Developmental Systems and sub systems are integrated using Information Technology tools.This is the ultimate HR and Talent Management initiative which gives the management a sneak peek into all HR systems and their results. This removes ad-hocism and helps all stakeholders to manage an efficient HR dataflow, which helps in making informed decisions.
A job description is a useful, plain-language tool that explains the tasks, duties, function and responsibilities of a position. It details who performs a specific type of work, how that work is to be completed, and the frequency and the purpose of the work as it relates to the organisation's mission and goals. A job description summarises the essential responsibilities, activities, qualifications and skills for a role. Also known as a JD, this document describes the type of work performed and includes important company details such as mission, culture etc.