Creating an Inclusive Internal Talent Pool
Ahonen, Terhi (2020)
Ahonen, Terhi
2020
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-202005149091
https://urn.fi/URN:NBN:fi:amk-202005149091
Tiivistelmä
This Bachelor’s thesis examines talent pools as a tool in creating talent paths for blue-collar employees. The objective of this project thesis is to create a talent pool for the commissioning company that includes the established and categorized competences of the current employees of the commissioning company. The goal was thus to focus on competences needed when working with people with an autism spectrum disorder.
The thesis includes a theory section and empirical section that deals with the commissioning company. The theory section discusses the features of human resource planning, talent management, talent pools, career paths and General Data Protection Regulation (GDPR) on the basis of relevant literature and Internet sources. The empirical part focuses on defining and discovering the level of competences in the commissioning company and building the talent pool.
The study involved both quantitative and qualitative methods. First, a preliminary competence model was created, based on my previous work experience. This preliminary model was confirmed by a focus group discussion. After the confirmation, a survey based on these identified competences was sent to the employees of the commissioning company in order to discover possible competence gaps. Second, the data controller of the company was interviewed about issues regarding GDPR, and a survey for signing up for the talent pool was sent. To this survey, 19 employees responded. Managerial confirmation was asked via email from the managers of these employees in order to attain a more objective view of the competences. Based on the collected information, a talent pool was created. Potential sellable competences for foreign markets were identified as well as the potential talent management systems for purchasing. This thesis also includes instructions for maintaining and utilising the pool.
The final product, talent pool, includes the employees who signed up with the second survey. The pool itself, the information about identified competence gaps, as well as the suggestions for the future of the talent pool have been presented and sent to the commissioning company.
This thesis aimed to provide career path opportunities with the talent pool for the professionals of social services, who often have limited chances for professional growth. For the commissioning company, this thesis also provided vital information about the competences necessary in the client work and suggested what to improve to narrow down the discovered competence gaps.
The thesis includes a theory section and empirical section that deals with the commissioning company. The theory section discusses the features of human resource planning, talent management, talent pools, career paths and General Data Protection Regulation (GDPR) on the basis of relevant literature and Internet sources. The empirical part focuses on defining and discovering the level of competences in the commissioning company and building the talent pool.
The study involved both quantitative and qualitative methods. First, a preliminary competence model was created, based on my previous work experience. This preliminary model was confirmed by a focus group discussion. After the confirmation, a survey based on these identified competences was sent to the employees of the commissioning company in order to discover possible competence gaps. Second, the data controller of the company was interviewed about issues regarding GDPR, and a survey for signing up for the talent pool was sent. To this survey, 19 employees responded. Managerial confirmation was asked via email from the managers of these employees in order to attain a more objective view of the competences. Based on the collected information, a talent pool was created. Potential sellable competences for foreign markets were identified as well as the potential talent management systems for purchasing. This thesis also includes instructions for maintaining and utilising the pool.
The final product, talent pool, includes the employees who signed up with the second survey. The pool itself, the information about identified competence gaps, as well as the suggestions for the future of the talent pool have been presented and sent to the commissioning company.
This thesis aimed to provide career path opportunities with the talent pool for the professionals of social services, who often have limited chances for professional growth. For the commissioning company, this thesis also provided vital information about the competences necessary in the client work and suggested what to improve to narrow down the discovered competence gaps.