Human resource development is an important function contributing to a
country’s growth potential. During periods of transformation, organizations
are in particular need of an adequate supply of leaders and managers.
In order to ensure the constant supply of qualified and experienced individuals
with leadership and management skills, organizations design their own development
interventions to suit their needs. Creating a sustainable pool of qualified and
experienced managers will facilitate the achievement of equitable representation of
designated groups in middle and senior management echelons.
The creation of a sustainable pool of managers has to be guided by an objective
assessment of current available management and leadership skills versus future
requirements. This assessment should be based on a competency framework, ensuring
the effective determination of real needs.
The paper suggests that formalized assessment not only contributes to a more
objective evaluation of development programmes, but also will ensure appropriate
placement of employees in critical managerial and leadership positions. Creating a
pool of sustainable managers would enable the public service to fill their key senior
positions with internal employees instead of having to buy external skills. Specific
realities will impact of the research including:
• legislative reality impacting on employee composition and profile
• ability of public service to retain qualified employees
• integration of a ‘sustainable pools policy’ with the human resource function
The paper will investigate the applicability of the proposed policy framework for
management development, while focusing on the applicability of formal assessment
methodologies to ensure sustainable pools of managers.