"Mentoring as a strategy for Talent Management"

 

Mentoring as a strategy for Talent Management

Most HR managers around the world are concerned with talent management because it is so closely tied to the company's commercial goals and plans. The problem is to recruit the proper personnel while also upgrading the skills of current employees to keep up with market and industry developments. According to Wikipedia, "talent management is the process of ensuring that the organization has the skilled people it requires to achieve its business goals" (Armstrong and Taylor, 2014). Most importantly, attaining, also known as reaching or accomplishing, will meet the company's aims in terms of profitability.

 

Additionally, it has been stated that "talent management includes methods and protocols for the systematic attraction, identification, development, retention, and deployment of employees with high potential who are of particular value to a business."

 

Tansley & Tietze (2013) This refers to recognizing a single person or a group of people with the right potential and who can add value. But, we must recognize that everyone is equally talented and that everyone contributes to the achievement of the company's goals. When planning any development, HR managers should consider individual talents, because if the goal is to retain present employee talent, decisions must be made transparently.

 

While making such life-altering decisions Mentoring is extremely important. Mentoring is a formal or informal relationship formed between an experienced, competent employee and a fresh or inexperienced employee. A mentor's role is to assist a new employee in swiftly absorbing the organization's cultural and social norms. 'A mentoring relationship benefits all parties involved: the employee seeking a mentor, the mentor, and the organizations that employ the mentoring pair. Mentoring is also an effective kind of work training since it can provide experience, skills, and wisdom to a mentored employee, hence increasing and expanding employee development.'  (Heathfield, 2017)

As an employee, if you have been taught by a knowledgeable present employee, you will create an automated process of respect and trust for him or her. The more you believe, the more you discover. The mentor must encourage, coach, advise, motivate, explain goals, and steer you. Nonetheless, it is important to remember to only absorb what is beneficial to you. In other cases, the mentor will try to take advantage of your unknowns and lead you into difficult situations. As Heathfield put it, "it's a win-win situation.".

References

 

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

 

Heathfield,S.M, ( 2017) the balance: The best employee development opportunities available in your workplace; Feb 15^th, available at https://www.thebalance.com/susan-m-heathfield-1916605 (accessed at 09 Apr 2023)

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