Mentoring as a strategy for Talent Management

 

Mentoring as a strategy for Talent Management



Talent management is a key area of concern for most HR Mangers globally as it’s very much linked with the company’s business goals and strategies. The challenge is to find the right talent that is needed while developing the present employees talents to keep up with market and industrial trends.  It is said that ‘talent management is the process of ensuring that the organization has the talented people it needs to attain its business goals’ (Armstrong and Taylor, 2014). Most of all - Attaining, formally know as reaching or achieving will fulfill the company’s goals where profitability is made.

 

Furthermore, it has been highlighted that ‘Talent management contains strategies and protocols for the systematic attraction, identification, development, retention and deployment of individuals with high potential who are of particular value to an organization’.(Tansley and Tietze, 2013)  This speaks about identifying a single person or a set of people with the correct potential and who are value builders. But similarly we must understand that everyone is equally talented and everyone is contributing to achieve company’s set goals. As HR managers it is advisable to look at individual talents before planning any development, because if the purpose is retention of current employee talent then decisions must be made with transparency.

 

When making such changing decisions Mentoring plays a mega role. Mentoring is a formal or informal relationship established between an experienced, knowledgeable employee and an inexperienced or new employee. The purpose of a mentor is to help the new employee quickly absorb the organization's Cultural and social norms. ‘A mentoring relationship is a win-win for all parties: the employee who seeks a mentor, the mentor, and organizations that employ the mentoring pair. Mentoring is also a powerful form of job training and can contribute experience, skills, and wisdom to a mentored employee to increase and expand employee development.’ (Heathfield, 2017)

As employees if you have been mentored by a knowledgeable current employee, where an automated processes of respect and trust is developed within you towards him or her. The more you believe the more you learn!. The mentoring person must support, coach, advice, motivate, explain goals and direct you. But it’s wise to remember to absorb what is only good for you. There are some incidences that the mentor will try to take advantage of your unknowns where you will be leaded to unpleasant situations. As said by heathfield ‘it a win-win situation’.

 References

Armstrong, M and Taylor, S (2014) ‘A hand book of human resource management practice’, Kogan page, 13th ed, UK, pp 264-265.

 

Heathfield,S.M, ( 2017) the balance: The best employee development opportunities available in your workplace; Feb 15th, available at https://www.thebalance.com/susan-m-heathfield-1916605 (accessed at 03rd November 2021)

Tansley, C and Tietze, S (2013) Rites of passage through talent management stages: an identity work perspective, International Journal of Human Resource Management, 24 (9), pp 1799–1815

Comments

  1. Asitha D13 December 2021 at 05:37

    Mentoring is an effective talent management strategy that is supportive to enhance the performances of employees, Mentoring should be done to motivated employees and improve their performances.

    ReplyDelete
  2. D.L.A Sanjeewa.13088717 December 2021 at 04:11

    Good one Amila,
    Every leader should develop others in such a way that it developing future leaders, motivate and drive them so they can keep this running for next generations.

    ReplyDelete

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