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Maximising the effectiveness of talent pools: a review of case study literature

Maximising the effectiveness of talent pools: a review of case study literature Purpose – The purpose of this paper is to examine the potential implications of selecting and developing discrete pools of talent within organizations and to answer the question “If talent is singled out as a separate group of high‐potential individuals in organizations, what measures could be put in place to help ensure their effectiveness?” Design/methodology/approach – The paper reviews the literature on talent pools and examines existing case study research, drawing on an analysis of over 50 companies. This analysis was used to draw out aspects which impact the effectiveness of talent pools at particular points in time; from the initial establishment of pool members through to the ongoing maintenance of an established talent pool. Findings – Findings indicate that during the establishment phase, ensuring appropriate segmentation of the pool and limiting bias in the nomination process were particularly significant. The ongoing maintenance of a successful talent pool was also found to be a challenge from both an organizational and an individual perspective. Specific factors that were identified were dealing with changing business needs; changing individual circumstances; providing development opportunities; maintaining senior commitment; and defining success measures. Practical implications – The research identifies a number of critical factors that practitioners may need to address in the process of establishing and maintaining talent pools, such as pool segmentation, work‐life balance and the impact on the psychological contract. Originality/value – The ongoing maintenance of talent pools is rarely discussed in the literature and the recommendations for practice will be relevant for all human resource and organizational development practitioners. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Leadership & Organization Development Journal Emerald Publishing

Maximising the effectiveness of talent pools: a review of case study literature

Leadership & Organization Development Journal , Volume 32 (5): 17 – Jul 19, 2011

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References (24)

Publisher
Emerald Publishing
Copyright
Copyright © 2011 Emerald Group Publishing Limited. All rights reserved.
ISSN
0143-7739
DOI
10.1108/01437731111146596
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this paper is to examine the potential implications of selecting and developing discrete pools of talent within organizations and to answer the question “If talent is singled out as a separate group of high‐potential individuals in organizations, what measures could be put in place to help ensure their effectiveness?” Design/methodology/approach – The paper reviews the literature on talent pools and examines existing case study research, drawing on an analysis of over 50 companies. This analysis was used to draw out aspects which impact the effectiveness of talent pools at particular points in time; from the initial establishment of pool members through to the ongoing maintenance of an established talent pool. Findings – Findings indicate that during the establishment phase, ensuring appropriate segmentation of the pool and limiting bias in the nomination process were particularly significant. The ongoing maintenance of a successful talent pool was also found to be a challenge from both an organizational and an individual perspective. Specific factors that were identified were dealing with changing business needs; changing individual circumstances; providing development opportunities; maintaining senior commitment; and defining success measures. Practical implications – The research identifies a number of critical factors that practitioners may need to address in the process of establishing and maintaining talent pools, such as pool segmentation, work‐life balance and the impact on the psychological contract. Originality/value – The ongoing maintenance of talent pools is rarely discussed in the literature and the recommendations for practice will be relevant for all human resource and organizational development practitioners.

Journal

Leadership & Organization Development JournalEmerald Publishing

Published: Jul 19, 2011

Keywords: Talent pools; Human resource strategies; Psychological contract; Succession; High potentials; Leadership development; Career development

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