Succession planning is a critical process for ensuring the long-term success of any organization. It is the job of HR to work with their boards of directors in order to create and maintain a proper succession plan. A succession planning template is a great place to start.Details
Employees are often told that they have to improve their skills and be more component in their position in order to advance in their careers. Unfortunately, employees mistake skills and competencies as one and the same. After all, a skill sounds very similar to a competency to the average employee. This failure is the result of general knowledge and a lack of communication.Details
Keeping your employees for as long as possible is a goal that every HR team should have. Less employee turnover will help to keep your company stable. Employee retention strategies are becoming more common as companies have taken attrition more seriously as they continue to realize the impact it has on their bottom line.Details
Most people today have started to understand the importance of getting certifications and completing courses. However, not everyone realizes the difference between attaining certifications and doing courses for upskilling—and doing it all for maintaining a certain proficiency level. In this article, we’ll take a closer look at what it means to have certifications and how you can use them to map out your employees’ proficiency levels.Details
Companies have always had a hard time determining the right approach for designing a job architecture that supports pay equality, and diversity. It’s a complicated process when you have to ensure you hire and develop the right talent, adhere to diversity measures, all while making sure you’ve achieved pay equality.Details
Unfortunately, many organizations don’t feel they have enough high-potential successors to replace employees in key positions — and high-potential employees are viable to an organization’s success in the long term. “High potentials consistently and significantly outperform their peer groups in a variety of settings and circumstances,” is how Harvard Business Review defines high-potential employees. In fact, research asserts that high-potential employees are 91% more valuable than their non-high-potential counterparts. This extremely valuable employee group will grow into the future leaders, executives, and contributors of your organization. The obstacle, however, is that high-potential employees do not have a big red arrow pointing to them and indicating that they may be your future leaders.Details
Many large businesses and enterprises typically plan for the foreseeable future to avoid any stoppages and interruptions in business operations. As a result, they tend to have contingencies to ensure operations run smoothly. Despite that, most large companies still struggle with succession plans, often ending up rushing them or undermining them.
Every company has a different approach to succession planning. However, they’re often faced with the same problems. A lack of insights into the skills of employees, existing biases, and the absence of transparency often leads to poor succession planning and talent pool scarcity.Details
We all know that mobilizing internal talent is beneficial. After all, you’ve already invested heavily in your employees – why not maximize that investment, and reduce costs by cutting reliance on external recruitment?
Still, companies make it surprisingly difficult for employees to move internally. Gartner suggests that only 27% of workers feel that their employers make it easy to find and switch into attractive internal opportunities.
Why is internal talent mobility such a tough nut to crack, and more importantly, what can companies do to smooth the road for loyal workers?Details