⟩ Please explain is it possible to manage talents in a small organization where the number of employees is less than hundreds, and if yes how?
Surely it is possible and advisable to manage talent in a small organization.
A small organization faces challenges that are similar to those of a large organization, such as the need for succession planning (bench players) and responding to situations when talent leaves the organization, often because of limited opportunities for development and promotion.
When talent leaves, a small organization is exposed to greater risk than a large one, since the volume of activity supported by the talent is much higher.
The damage that could be caused to the organization by not maximizing employee potential, the wrong placement of an employee, or top talent quitting, represents a high risk factor.
The main difference between small and large organizations is in the implementation of the plan and its adjustment to the size of the organization.
A talent management plan in a small company usually includes “leaner” processes based on “best practices,” as well as restricted mapping processes, to enable a quick course of action that meets the needs of the organization.
The technological system needed to support the process should therefore be modular and adapt to processes the organization needs at the current stage, but with an option for future expansion based on the changing needs of the organization and on its growth.
