Companies pay increasing attention to growing, identifying and fostering talent within the organization.

All companies aim to attract the most talented and qualified employees. Every company has unique talent acquisition strategies. These strategies may include acquiring and retaining talented employees as some companies set hiring talented employees as the priority for their recruitment process while other companies may prefer to increase the levels of talent by growing up the internal potentials.

• Consequently, being informed about the skill shortage and the desired knowledge, training, and educational needs, is an imperative for companies. It is also very important to create a comprehensive plan to overcome the shortages associated with training issues in the organization. But one of the most important problems to solve is that the importance of this issue has not yet been regarded as a critical spot. Although recent studies have highlighted the importance of growing talent and filling the training gaps within the organization. One main approach as a growing talent strategy is to focus on internal capabilities, as these capabilities are more reliable. This approach is toward the future as it includes high levels of employee engagement in the process of the growing talents and eliminating the skill and education shortages. This approach indicates a collective learning process in which individuals and their engagement in the professional training is considered very important. This approach is more different than the traditional training methods in which building sustainable learning capacity and ability for the employees remained in a neglected area. The new approach is a shift towards growing talent and developing skills and it is an enduring individual learning process. This new approach does not ignore the traditional learning achievements in the organizations because traditional professional training has always had a strong role in the learning and development programs. But these traditional professional trainings are not sufficient, employees should be engaged in the learning process in a cooperative manner. This engagement must be reflected in the willingness of the employees to apply the updates knowledge and skills and in the responsiveness and wobbliness of the employees. The main aspect of the traditional professional trainings is the lack of cooperation in the workplace. The new approach seeks to foster the cooperation in the workplace atmosphere. This approach has been endorsed by the several surveys and research that indicate the importance of the staff engagement and their commitment to learn and to deliver the learning to newcomer in the workplace. The training skills in the managers who are responsible for training the newcomers is even more important. They need to be informed of the importance of coaching and mentoring and they should focus on the coaching activity.
• This new approach also suggests to reduce the amount of class based trainings and to increase on the job trainings. However, a combined style of learning methods is the main suggestion of the experts that can build capacity for the employees.
• In order to foster the talent and skill within the organizations, a comprehensive strategic program is necessary in which opportunities for growing talent and fostering the skills are clearly demonstrated. This strategic program should be documented based on the thorough illustration of the requirements which connects the organizational training needs and strategic objectives.
• As performance criteria is one of the most important factors in hiring and retaining employees, organizations are moving toward designing adequate process in which talents and skills could be exhibited. So the issue of growing and developing workforce talent is directly associated with the strategic programs of the organizations. Strategic programs should be observed and re investigated constantly as the training needs of the organizations and skills and capabilities change over time so the need for continues analysis of the skills and needs is always existing. In the heart of this process, the identification of the educational and training requirements lies. In the next step is to designing an appropriate method to deliver this training and to evaluate and monitor the entire process.
• As a result, companies are increasingly enduring continues change and their training and fostering talent process will be changing consequently.