The financial crisis has helped companies to rethink the distribution of labor resources and draw conclusions about the need to optimize their workforce. Leaders have a unique opportunity to identify their leadership resources and fill the talent gap in their organization. Searching for talents and determining for each of them a place where his abilities will be maximized is not a matter of one year. But how can talent be optimally distributed in the technological chain?
Instructions
Step 1
Analyze your workforce and assess the organization's need for leadership talent and how great the shortage is. Analyze whether these qualities are fully revealed in those leaders who work in your organization, how intensively they are being promoted, and at what pace you plan to develop your business. This will help you determine what the organization's need for leadership talent is and where it is most lacking. This analysis will require the collection of a large amount of data, but the more complete and reliable it will be.
Step 2
Evaluate the real ability of employees, unfortunately, it very often happens that a mediocre person leads the talents or capable employees occupy positions that do not play a significant role for the organization. Think about which positions are key, in which a lot depends on the leadership qualities and talents of a person. Rate each employee, how much he has succeeded during his time in the company and how great his potential is. The ideal employee should have deep professional knowledge, leadership and management skills, but such people are rare. Assign employees to positions that match their capabilities and abilities.
Step 3
Optimize the work of the company, simplify the organizational structure, this will reduce production costs and increase work efficiency. Don't forget another way: look for talent. To do this, improve the personnel selection system, conduct a search on the side, among university graduates. Don't count on a quick effect, but there will certainly be one.
