Companies face rising performance expectations while talent moves more often than ever. Many larger organizations have started succession planning for senior roles, but few can say the right talent is always ready at the right time. The goal is that the business plan runs without a hiccup from a talent perspective.
This 60-minute succession planning webinar shares lessons learned as succession practices have matured. You'll look at business cases, best practices and guiding principles, and how to move from a simple to a systematic approach. The session covers talent reviews, critical job risk assessments, integrating succession planning with business planning, common challenges and pitfalls, and the metrics used.
You'll also learn whether to build or buy talent and how to identify high potentials.
WHY SHOULD YOU ATTEND?
A succession plan that isn’t fully effective can leave key roles exposed when someone leaves, and can disrupt the business plan. Applying lessons and practices from mature programs helps you have ready successors and link talent decisions to strategy.
This session suits HR professionals, organization development managers and leadership development professionals who run or support succession planning.
AREA COVERED
- Business cases that outline succession plans
- Best practices and guiding principles
- Moving from a simple to a systematic approach
- Understanding talent reviews
- Running critical job risk assessments
- Integrating succession planning with business planning
- Challenges and pitfalls of succession planning
- Succession planning metrics
- Your questions
LEARNING OBJECTIVES
- Decide whether to adopt a build or buy talent strategy
- Follow the succession planning process flow efficiently
- Identify the steps needed for assessment and review
- Identify high-potential talent
- Use a succession checklist
- Prioritize the competencies key roles need for strategy
WHO WILL BENEFIT?
- HR professionals
- OD managers
- Leadership Development professionals
A succession plan that isn’t fully effective can leave key roles exposed when someone leaves, and can disrupt the business plan. Applying lessons and practices from mature programs helps you have ready successors and link talent decisions to strategy.
This session suits HR professionals, organization development managers and leadership development professionals who run or support succession planning.
- Business cases that outline succession plans
- Best practices and guiding principles
- Moving from a simple to a systematic approach
- Understanding talent reviews
- Running critical job risk assessments
- Integrating succession planning with business planning
- Challenges and pitfalls of succession planning
- Succession planning metrics
- Your questions
- Decide whether to adopt a build or buy talent strategy
- Follow the succession planning process flow efficiently
- Identify the steps needed for assessment and review
- Identify high-potential talent
- Use a succession checklist
- Prioritize the competencies key roles need for strategy
- HR professionals
- OD managers
- Leadership Development professionals