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Event Calendar / Practical Succession Planning in the Age of a Restless Workforce
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Practical Succession Planning in the Age of a Restless Workforce
2012 will be a year of drastic workforce changes. In fact, 84% of employees plan to look for a new job this year, according to a study by Right Management. Meanwhile, 41% of global business executives admit concern over competing for talent globally in 2012, says Deloitte Consulting. In light of these challenges, how do you keep up with organizational change without impeding or missing business opportunities?

A key employee departure can cause a lapse in business continuity and put company performance in jeopardy. A good solution to this problem is succession planning. Organizations need to have succession plans in place to help retain key employees and facilitate a near seamless transition when vacancies do occur. Unfortunately, most succession planning solutions are overly complicated, requiring companies to make a significant time and resource commitment in order to create and maintain succession plans.

As the research above shows, organizations need to act now instead of later on succession planning, but they also need comprehensive data for their employees, which usually takes a large time commitment to review. How can organizations get the best of both worlds? Learn how by using talent, compensation and other workforce data, employers can build their bench strength with qualified successors for key employees in a timely and efficient way. Ideally, the best succession plans foster collaboration between stakeholders best able to evaluate successors in a practical, logical and timely manner. In this session you’ll hear from workforce expert Rana Hobbs on how your organization can remain agile despite workforce change and prepare yourself against talent drain.

05/30/2012 2:00 pm o'clock
05/30/2012 3:00 pm o'clock
Rachel Lorencz

Webcast information

Who should participate:

Any HR or Talent Practitioners involved in the succession planning process at their organizations, employers that depend on many highly-skilled workers

What you will learn:

• Challenges facing employers this year in terms of talent drain, key employee skill shortages, and what is being done about it • How succession planning enables organizations to be prepared for changing talent requirements and shortages • How to consolidate workforce data and create succession plans in a fraction of the time—using only the data that truly matters and collaborating with key stakeholders

Recommended Resources:

Deloitte Report:Talent edge 2020: Blueprints for the new normal HumanConcepts Whitepaper: A Practical Approach to Succession Planning HumanConcepts Webinar: Build Succession Plans in Minutes, Not Days
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