The aim of optimal promotion of young talent is to identify high potentials and prepare them for (management) positions in good time.
This requires:
- Structured planning based on the company's goals
- a future-oriented vision
- a qualified approach with assignment of responsibilities
- the involvement of employees and teammates in personnel decisions
Step 1: Analysis of the desired personnel situation in one, three and five years
- Defining the corporate vision
- Definition of strategic corporate goals
- Personnel plan for the next few years
- Important: Use key figures to ensure future-proof workforce planning.
Step 2: Definition and formulation of job descriptions for the required junior staff
Step 3: Planning Recruitment
- Internal or external selection
- Type of Personnel Recruitment
- Print Job Advertisement, Social (Media) Recruiting, Online Job Board, Career Fairs
- Important: Involve your employees in the design and selection of job advertisements! Then they are happy to share the job application via their private social networks (social recruiting).
Step 4: Personnel selection
- Competency-based pre-selection
- Job interview
- Work Samples
- Trial working day
- Assessment Centre
- Individual assessment
Note: Let the team get to know the candidate and incorporate their feedback into your decision!
Step 5: Identify the potential
- Evaluation of personnel selection procedures
- Development Talks
Step 6: Define a learning plan together
- Define required competencies
- Set a time frame
- Define measures/learning methods
Important: Involve employees in the definition and development of the required competencies!
Step 7: Planning the mentoring program
- Who is suitable as a mentor?
- Onboarding of the mentor
Note: External mentors bring a breath of fresh air to the company.
Step 8: Organization of learning environments
On the job: project work, coaching, job rotation, special tasks, etc. Near the job: specialist reading, workshops, business simulations, exchange of experience, e-learning, etc. Off the job: trainings, seminars on various topics (leadership development, social skills, sales promotion, etc.)
Step 9: Review of learning outcomes
Analysis of learning outcomes based on learning objectives and criteria Debriefing with the junior staff member Planning the next steps in development
Step 10: Handover of independent project tasks
- Determination of the projects to be transferred
- Determination of room for manoeuvre and decision-making
Professional promotion of young talent with mentoring
Mentoring is a personnel development tool with the aim of creating a transfer of knowledge on a personal relationship basis within the company, because who manages to climb the career ladder all by themselves? In most cases, this involves supporting junior staff who should benefit from the experience and knowledge of top managers. However, the benefits of mentoring are not one-sided. For the mentor, the opportunity lies in the fact that he receives fresh impulses, improves his own social and communicative skills and recruits and trains qualified young people.
The task of Personnel Development is to make suggestions for suitable mentors and to create the framework for mentoring.
