In a highly competitive labour market, talent and its management becomes an issue of great relevance for any organization. Therefore, it is crucial to maintain work teams motivated, committed and satisfied. For that reason, there’s a rising interest on the part of companies in diagnosing the situation and developing professional skills of their workers, while counteracting the causes of dissatisfaction that may lead an employee to quit the job.

In order to achieve this, companies must define a strategy so as to retain and engage their collaborators through the implementation of a comprehensive plan that allows them to advance in their professional career, while enhancing their aptitudes on the basis of their value and their work performance. All this will encourage their mobility within the company, thus triggering their professional development.

One of the benefits of this promotion of talent is an increase in productivity inside the company, since professionals who become enthused about their duty are usually committed to their projects and objectives. This will be reflected in their performance and the achievement of their goals, either individual or global.

Also, employee promotion entails a highly effective incentive so as to increase their satisfaction and avoid brain drain. Promotions and training programmes send a positive message and show trust in the staff members. Hence, when a resignation is tendered, it’s advisable to prioritize the search for a replacement within the company.

It’s important to take into account that for professional growth to occur, it’s necessary to gradually acquire new skills or develop the existing ones so that there’s always a correspondence with the aptitudes required by a certain job position. This will allow to accomplish the results and goals planned by the company.


Some of the methods that facilitate the acquisition of skills, such as result orientation, change management, team working or corporate planning, all of them highly appreciated by most companies, are detailed below:

  1. Through job rotation, a professional is temporarily assigned a position which is foreign to him. This makes him be put to the test in a different environment, out of his comfort zone, to detect his strengths and weaknesses so that they can be improved and developed, thus achieving to train a suitable and qualified worker eventually.
  2. When collaborators engage in management and development of a new professional project they validate, besides their skills, the necessary aptitudes to accomplish its objectives.
  3. An individual development plan seeks to enhance employee skills through specific activities chosen by managers and collaborators to ensure their professional growth.
  4. Through mentoring, a relationship between an experienced and knowledgeable senior professional, or mentor, and an apprentice, who seeks to acquire certain competences, is established. This way, skills are improved and the transfer of knowledge is ensured.

In any case, and regardless the method chosen, it’s advisable to carry out a competence assessment to define the degree of skill development of professionals. Taking the results into account, the HR department will be able to focus on improvement areas and promote the accomplishment of individual duties in order to enhance productivity within the organization.

Sources: Acsendo, EAE Business School,

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