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Talents Acquisition– The first step the organization has to take is to identify key roles. In connection with that the organization has to assess whether there are available employees with key competencies who will be needed in the future in dependency with business strategy. As long as it has not sufficient existing resources then it has to find these talents. It may identify them among its present employees, from the internal resources or obtain them from the external resources, from labor market, by transferring of talents from competitive firms, from other branches, scouting of talents among employees who have got research fellowship in the organization, by scouting for talented individuals among students or graduates, by direct addressing the chosen individuals, by means of the Internet, specialized agencies and the like.
The identification of talents is made on the basis of an assessment of their current performance and a forecast of their potential. Performance appraisal is the measurement of actually achieved results within those areas for which the specified individual is responsible, and/or competencies understood as critical for the success of performed work as well as of the entire organization. A forecast of potential is a prognosis for how many levels within the organization an employee can advance on the basis of their past/current performance appraisal, training and development, preferences in their careers, and the current and planned levels of competencies.
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