This is part 2 of our blog resource on Competency Frameworks for Succession Planning and Career Paths. Take a look at part 1 here.
Creating a Talent Pool
Once you’ve identified behaviors and competencies which contribute to success inside of critical roles, you can begin to develop a talent pool. This means identifying high-potential employees, reviewing their strengths and weaknesses and working to create strategies so that they and others can close those gaps and prepare for their potential new role.
This involves creating a small pool of employees who can receive leadership development, training, and even organization sponsored education to prepare them to step into a higher role.
- Behaviors that contribute to success
- Education level/qualifications
- Years within the organization
- Willingness to learn and develop themselves
Many companies also benefit from offering a broader employee development program open to each individual in the company, which allows self-motivated individuals to pursue learning and new roles. This removes some of the need for advanced evaluation and interviewing to qualify candidates for development programs – but may cost more in total to the organization.
Once a talent pool is identified, you can score their competencies based on what is needed for potential future roles. Mentoring programs, developmental assignments, stretch assignments, formal training, and action learning are each extremely valuable in development planning.
A competency framework gives HR the behaviors and competencies needed in candidates, allowing you to put together comprehensive training to develop those with desired qualifications and behaviors so that they are highly qualified for a role when it becomes available. In this way, organizations can ensure employee loyalty, reduce total costs, and reduce downtime because of gaps in crucial roles.