�ݺ�ߣshows by User: WendyThomson2

�ݺ�ߣshows by User: WendyThomson2 / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: WendyThomson2 / Thu, 14 Nov 2013 10:49:51 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: WendyThomson2 Bridging the Gap in Corporate Succession Planning /slideshow/bridging-the-gap-in-corporate-succession-planning/28248121 bridgingthegapincorporatesuccessionplanning-131114104951-phpapp02
Corporate-wide concerns exist about the potential acceleration in retirement rates. This concern is putting increased pressure on human resource professionals in the area of succession planning. Leaders are struggling to formalize succession management strategies in preparation of anticipated leadership turnover. The challenge is that many organizations do not have formal talent identification and development programs. While companies continue to informally discuss career paths at performance appraisal time, they lack the most fundamental tool in succession planning—enabling employees to express formal interest in career choices. These career choices are not documented, analyzed, or aggregated for succession planning purposes, making it near impossible to assess information on the “depth of talent pools.” This webinar serves as a springboard to help companies use best practices to prepare their workforce for the future and better manage the impact of turnover. In this webinar, you will learn how other organizations are: Systematically identifying and developing internal talent for future roles, Ensuring the performance management process integrates succession planning, and Maximizing talent identification and readiness through formal career pathing. See more at: http://tinyurl.com/ne5m5al]]>
Corporate-wide concerns exist about the potential acceleration in retirement rates. This concern is putting increased pressure on human resource professionals in the area of succession planning. Leaders are struggling to formalize succession management strategies in preparation of anticipated leadership turnover. The challenge is that many organizations do not have formal talent identification and development programs. While companies continue to informally discuss career paths at performance appraisal time, they lack the most fundamental tool in succession planning—enabling employees to express formal interest in career choices. These career choices are not documented, analyzed, or aggregated for succession planning purposes, making it near impossible to assess information on the “depth of talent pools.” This webinar serves as a springboard to help companies use best practices to prepare their workforce for the future and better manage the impact of turnover. In this webinar, you will learn how other organizations are: Systematically identifying and developing internal talent for future roles, Ensuring the performance management process integrates succession planning, and Maximizing talent identification and readiness through formal career pathing. See more at: http://tinyurl.com/ne5m5al]]> Thu, 14 Nov 2013 10:49:51 GMT /slideshow/bridging-the-gap-in-corporate-succession-planning/28248121 WendyThomson2@slideshare.net(WendyThomson2) Bridging the Gap in Corporate Succession Planning WendyThomson2 Corporate-wide concerns exist about the potential acceleration in retirement rates. This concern is putting increased pressure on human resource professionals in the area of succession planning. Leaders are struggling to formalize succession management strategies in preparation of anticipated leadership turnover. The challenge is that many organizations do not have formal talent identification and development programs. While companies continue to informally discuss career paths at performance appraisal time, they lack the most fundamental tool in succession planning—enabling employees to express formal interest in career choices. These career choices are not documented, analyzed, or aggregated for succession planning purposes, making it near impossible to assess information on the “depth of talent pools.” This webinar serves as a springboard to help companies use best practices to prepare their workforce for the future and better manage the impact of turnover. In this webinar, you will learn how other organizations are: Systematically identifying and developing internal talent for future roles, Ensuring the performance management process integrates succession planning, and Maximizing talent identification and readiness through formal career pathing. See more at: http://tinyurl.com/ne5m5al <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/bridgingthegapincorporatesuccessionplanning-131114104951-phpapp02-thumbnail.jpg?width=120&height=120&fit=bounds" /><br> Corporate-wide concerns exist about the potential acceleration in retirement rates. This concern is putting increased pressure on human resource professionals in the area of succession planning. Leaders are struggling to formalize succession management strategies in preparation of anticipated leadership turnover. The challenge is that many organizations do not have formal talent identification and development programs. While companies continue to informally discuss career paths at performance appraisal time, they lack the most fundamental tool in succession planning—enabling employees to express formal interest in career choices. These career choices are not documented, analyzed, or aggregated for succession planning purposes, making it near impossible to assess information on the “depth of talent pools.” This webinar serves as a springboard to help companies use best practices to prepare their workforce for the future and better manage the impact of turnover. In this webinar, you will learn how other organizations are: Systematically identifying and developing internal talent for future roles, Ensuring the performance management process integrates succession planning, and Maximizing talent identification and readiness through formal career pathing. See more at: http://tinyurl.com/ne5m5al

Bridging the Gap in Corporate Succession Planning from Wendy Thomson

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