| | NOVEMBER 2023MANAGEHRMAGAZINE.COM9company's talent management & development but also each and every one of us who want to progress in the organization as a talent. The first thing to ask is our willingness level to grow into the next level. Are we willing to move to another role, take up additional responsibilities, or even be based outside of our current location? Then ask, how able is this person to take up a higher role? Does this person have the necessary experiences, exposure, knowledge, and skills to make him or her competent? Finally, ask when this person is ready to move up. Is it soon? Or does he or she require more time?Many of you have been introduced to the concept of learning by 70/20/10. For the uninitiated, 70 refers to learning by actually doing the work or learning through experience. This includes project work, OJT, and job rotations. 20 refer to Learning from others, which can be your immediate superior or mentors/coaches. Finally, ten refer to classroom training or attending courses/seminars and conferences. Of course, learning through experience is most effective. Organizations should adopt a structured development plan which features a heavy emphasis on project work and job rotations. The former may be easier to do than the latter but still require Management-teams to create the environment for projects to take place and for team members to be rewarded for their extra efforts. For the latter, it's even more difficult as superiors tend not to want to share their best people. In this case, the Management-team must work as one to allow for and make the rotations happen.Talent management and development in any company within whichever industry is not so difficult to do. Sure, if you are a Manager or HR in the tech industry where talents are actively courted, the situation is more precarious. But setting up a talent framework is relatively easy. Getting it as part and parcel of your critical, annual HR calendar of activities is more challenging. More to the point, getting your managers to be passionate about identifying and developing their talents is crucial to the success of any framework. Good luck in your efforts as a talent yourself, a manager of talents, or as part of the management/HR team looking after your talents. It is, after all, a team effort! Talent management and development in any company within whichever industry is not so difficult to doQUICK BYTESSingapore leadership development program sales revenue is expected to increase at a CAGR of 14.0 per cent. By 2033, total market size is projected to reach US$ 655 million.
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