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June 1st, 2022 · 4 min read

Fostering agility in your organization through talent redeployment and allocation

talent allocation and redeployment blog header graphic

What is talent redeployment?

What is talent allocation?

The need for talent allocation and redeployment

skills gap analysis template cta

Strategies for talent redeployment and allocation

  • Prioritize talent development with reskilling and upskilling opportunities: An employee’s entire skill set won’t always be easily transferable to a new role. Employees may need to build upon their existing hard or soft skills to develop a level of proficiency that ensures success in different positions. This is why it’s important to offer a breadth of reskilling and upskilling opportunities that enable team members to refine existing skills and acquire new ones. 
  • Develop tailored education paths: Learning paths that are strategically mapped to organizational skills needs are a powerful, proven way to correlate training and education with talent deployment and allocation.

    People managers and leaders should have a solid understanding of their direct reports’ top skills and competencies to help determine tailored educational pathways. For your teams, they should also be able to clearly see what type of training or education is needed to succeed in a role, and how an individual can get there.
  • Create talent pools: A talent pool is a collection or database of external candidates or existing employees that have the potential to fill future job openings. They are typically organized by skills rather than roles or titles, which allows for insight into the range of skills, abilities and competencies within the group. 

    At a glance, you’re able to see what talent you have on hand and identify any skills gaps that still need to be addressed. This allows for easier allocation, redeployment and can also help with succession planning

Success markers for talent redeployment and allocation

  • Increased employee engagement
    If employees are equipped with adequate skill sets, ideally, they will feel confident in their ability to perform well in their new role and be more engaged as a result.
  • Smooth transitions between permanent roles
    If you’ve organized your talent pools correctly and addressed existing skills gaps, redeployed workers should be settling comfortably in their new positions. Similar to onboarding an external hire, the first 30-60-90 days on the new job should be carefully observed to ensure that the individual has the training and resources they need to be successful. 

Future-proofing with talent allocation and redeployment

You can address talent development challenges