In this economy, doing more with less means you need to keep and develop your very best and most productive employees. Despite the current economic recession, HR leaders need to be alert and prepared to address a very critical and fundamental demographic and competitive reality – loss of vital organizational knowledge and skills. The current down cycle doesn’t mitigate the fact that by 2012 there will still be a 3.3M shortage of skilled workers in the U.S. alone, and that there are not enough trained replacements to fill the gaps left by those retiring.
As an HR professional dealing with today’s economic realities, what are you going to do to prepare your company for tomorrow?
Understanding your workforce is fundamental:
· What skill gaps exist and in which parts of the organization?
· Where do organizational performance gaps exists and why?
· Who are the “high-potential employees” and what are their next development assignments?
· Who is at risk of leaving?
Focusing on strategies to develop, engage, motivate and retain the right people is a critical starting place. So, while many HR professionals are focused primarily on short-term, immediate concerns such as reduction in force or hiring freezes, the prescient HR leader considers the long term and begins, or enhances, their performance management, development and succession planning initiatives.
Join Steve in this informative discussion of the current and future state of succession planning; the critical need for organizations to include it as part of their overall talent management strategy, and its tight link to performance management. Particular attention and emphasis will be given to the importance of technology in helping an organization define the current situation, identify and address talent gaps, and implement the development programs to support succession planning.
You will hear about:
· Best practices in succession planning;
· Latest research on succession planning; and
· Actionable plans to leverage these concepts in your organization