Sustainable Talent Management

Sustainable Talent Management
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Performance management process to measure employee talent In the alternative energy market, there are emerging technologies and trends, and hence there is a need to recruit innovative employees who are quick to adapt to the industry’s emerging trends. There are various performance management processes that ensure that Synergy limited has the right kind of talent. Equally, the staff recruited should have the right skills at the right time, given that this determines the organization’s productivity and competitiveness over time. There are various performance management techniques that help organizations to determine high potential employees who are best suited to meet future needs.
The personnel management should be carefully, while also making it easier for staff to give their input and suggestions through a feedback system that allows communication. In most cases, companies conduct review n an annual basis, but if this is done twice, then this would give a clearly picture about the employees. There is a dilemma on the extent to which to rely on performance review, since past work does not necessarily indicate future performance. However, evaluation based on roles assigned would indicate whether the employees are better suited to perform specific responsibilities, especially if there are complex roles. Identifying employees who have high potential and the aspirations give rise to a more senior position.
For the employees already working at the company, taking into account the level of the job and responsibilities made it easier to perform performance assessment. Hence, performance review was one techniques utilized, where the company HR staff compared the performance of each employee in the same department. Those who show improvement and eagerness to grow are identified for their potential to improve the company’s growth. This strategy is necessary since, the employees have different work rates, and those who understand the workplace culture are more likely to be productive. Where possible the performance reviews also evaluate whether the employees’ expectations seek to improve accessibility in clean energy sources.
Even before measuring talent, there is a need to conceptualize the type talent required in the company. In order to ensure that the company attracts high caliber talent, they are gauged at the recruitment stage to identify those who are creative, innovative. Additionally, the recruited persons typically show leadership potential, as they are more likely to be proactive to embrace change and meet the company’s expectations. In any case, it is through the assessment process that the company identifies employees who are more likely to be placed in specific positions.
Concepts related to the talent pools and the talent review process. 
One of the key concepts in talent pools and the talent review process is talent inventory. This takes into account on employee performance as well as their potential t meet the company’s future needs. The concept is vital to the success of talent management at Synergy limited, as it also involves assessing the strengths, opportunities and needs of employees. Since this is related to the talent pool that helps in skill development, it is easier to evaluate whether the employees are ready for future assignments. The planning process to improve the talent pool will utilize training and feedback, since staff development will also depend on the departments’ needs.
Another important factor to be taken into account is identifying and establishing appropriate feeder roles. There is a need to have a robust system where, leaders are identified, and there is identification of potential successors. As such, this eases the process of developing skills and capabilities that will make it easier to improve progression. Hence, in identifying the talent pools, it is necessary to create teams that provide feeder roles. The roles that provide the greatest opportunity for growth are particularly important for talent development for those who can assume more senior positions. In the talent review meetings, the case for succession planning will be given attention in order to report on tracking and reporting the success of the process.
Assessing future-focused competencies is another aspect that affects the talent review process. After having identified the competencies and skills required for each job position, it is necessary to highlight on the future needs of the companies. In cases where organizations ignore future- focused competencies, then there is likelihood that the talent may not be adequate to meet future needs. Hence, identifying barriers in integrating competency models ensures that the leaders have the requisite skills and abilities to handle the changing trends in the world of energy. Overall, those with conceptual thinking skills are suited for the leadership skills as they can utilize critical thinking skills and choose strategies that focus on the present and the future.
Suitable talent management objectives to measure functional expertise
In order to measure functional expertise, there is a need to align the company’s strategy with the talent strategy (Kehinde, 2012). The significance of this is that the goals and strategies chosen by the management are effective when talent management helps to improve the king of talent required by the company. Additionally, when making decisions with regards to the company’s strategi...