All businesses lose good people. Whether it's for personal or professional reasons, planned on unplanned, losing talented employees can leave a large gap in any organization. Filling critical vacancies can prove to be challenging, expensive and time consuming. That's why succession planning is vital. It ensures businesses are well-positioned to continue growing and performing, minimizing the impact of losing key talent and leaders.
What is Succession Planning?
Succession planning is part of a broader talent management program. Succession planning aims to attract the best talent, retain those individuals, and develop them through well-targeted development efforts. Succession planning helps build the bench strength of an organization to ensure the long-term health, growth and stability.
How to Ensure Effective Succession Planning
Here are eight steps to ensure effective succession planning:
1. Establish measurable goals to guide the succession planning program. Closely align the measurable goals of your succession planning program to the organization's measurable strategic goals.
2. Recalibrate succession planning program goals on an annual basis. Assess changing competitive and organizational conditions and priorities.
3. Prepare current job descriptions so that the work to be performed is clear.
4. Prepare competency models by level on the organization chart. Use a rigorous examination of objective performance requirements. Plan for future competencies that are necessary to achieve future strategic goals. Ensure all competency models are clear and measurable.
5. Carefully define the roles to be played by each key stakeholder group in the succession planning process. Key stakeholders include the board, CEO, senior executives, middle managers, supervisors, and even workers. Keep senior managers and other stakeholders engaged in the succession planning program by establishing clear, measurable accountabilities.
6. Establish talent pools by levels based on the strategic strengths of the organization.
7. Take an inventory of your talent. Ensure that individual strengths and areas for improvement are recognized. Conduct talent reviews on a continuing basis to ensure that high-potential individuals are being properly developed over time.
8. Evaluate the entire succession planning program on a regular (usually annual) basis. Compare processes and results against the measurable succession planning goals established at the beginning of the yearly planning cycle.
関連資料
製品やお客様事例、最新の業界のインサイトなどをご紹介しています。
電子書籍
新しい世界に向けた仕事の再構築：2024年のHRトレンド予測
貴社では、昨今の急激なビジネスの変化のスピードにどの程度対応できていますか？ 従業員を対象にした調査によると、41%が自分のスキルを伸ばすために必要なものを持っていないと考えており、59%がさらに多くのキャリアガイダンスを求めているという結果が出ています。そこでこれまで以上に重要になるのが、HR担当者が最新のトレンドを把握し、それが従業員や組織にとって何を意味するのかを理解して活用することです。例えばAIはトレンドの1つですが、60%以上の組織では、人財開発プログラムの最適化にAIテクノロジーを活用していません。
ブログ投稿
The 5 Employment Laws Every Manager Must Know
Employment law is complicated and can have big repercussions for your company if employees fail to adhere to it — either out of ignorance or neglect. A talent contractor for Comcast was just forced to pay $7.5 million to settle a lawsuit over unpaid overtime — a violation of employment law. While you can't expect everyone at your company to be experts in the law (that's why you should have an attorney on retainer), your managers should be trained on the basics. Otherwise, you make your company susceptible to lawsuits.
ブログ投稿
10 ways to conduct one-on-one meetings with impact
One of the basic premises of being an effective leader is to have regular one-on-one meetings with your staff. Yet often, these meetings feel like torture to the employee, lacking forethought and focus. In such cases, leaders need to recognize that the value of these interactions extends beyond mere formality. To make these one-on-ones effective, leaders should prepare for each meeting, set clear agendas and actively listen to their employees' concerns and feedback.