“CEOs promoted from within have deeper knowledge into their organizations and are more likely to initiate and implement strategic changes that can build the firm's long-term competitive advantage."
Professor Anthea Zhang.
The responsibility of an organisation’s HR function is that of attracting, developing, retaining and rewarding talented people at work. Most business organisations have relegated the issue of promotion from within to the background. Organisations that can pay the price of developing its human resources now will reap the benefit in the long run. Promotion from within will be an effort in futility unless the qualified people needed to fill vacant positions are available within the organisation. It takes tangible investment in employees training and retraining to get to the level of being able to fill key vacancies from within an organisation. Therefore, in the long run, in terms of cost and benefit, developing employees to the level of them being able to fill key vacant positions within the organisation is a worthwhile investment.
Most organisations today complain of inadequate qualified individuals to fill many vacant positions from within their organisations and even in their geographical locations. This scenario is as a result of most companies’ long time failure to have a well laid out employees’ attraction, development and succession strategy, with the capacity to identify talents and develop these talents for the purpose of taking up new and better challenges within the organisations in the nearest future.
If the major players in Oil and Gas Sector of the Nigerian economy, for instance, had been sincere in their ability to develop talents needed in the Oil and Gas sector locally, their usual complaints of little or non-existing local talents in the sector would have been a thing of the past by now. They should borrow a leaf from the practice of Oil and Gas companies operating in the Middle East and Eastern Europe who in order to attract and develop local talents, work closely with governments and universities in their countries of operations to ensure that the countries’ engineers, scientists, and managers are trained proficiently to lessen dependence on expatriates to staff their operations.
For promotion from within to be a success, the present employees of the organisation must have the requisite skills, knowledge and capabilities needed to deliver a superior performance.
The success of promotion from within rest solely on embarking on a concerted effort aimed at identifying, attracting, developing, rewarding and retaining talented people now, so as to reap the benefit in the future.
Achieving this feat should begin now by all business organisations that want to remain competitive in a dynamic complex business environment where war of talents is rife.
To succeed in this respect here are the strategies that can get you there faster than you could ever imagined.
§ Strong commitment to training and development.
§ De-emphasizing silo thinking.
§ Encourage challenging assignments and job rotation.
§ Offer competitive compensation and benefits packages.
§ Develop personalized career plan.
§ Treat and respect your employees as assets.
§ Develop a build-from-within policy.
§ Emphasize learning and growth opportunities.
§ Encourage internal mobility, broadening assignment, and career moves.
§ Prioritize healthy balance between personal and professional life.
§ Promote diversity to attract, develop and retain diverse talents.
§ Create efficient and compulsory mentoring programme.
About the Author
Ajiboro Ayodeji is a Chartered HR Practitioner based in Lagos, Nigeria. Tel: 2348027807452. Email: hutrenconsulting@gmail.com.
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