Why its easier to succeed with succession planning when you offer career pathing desktop

Why It’s Easier to Succeed With Succession Planning When You Offer Career Pathing

When one of your key employees is about to leave, your immediate instinct might be to find a quick replacement. After all, it’s a logical first step, seeing as work can pile up and bog down other employees when certain roles aren’t filled in a timely manner. But through all of the talent scouting, interviews, and other processes to help decide who will meet this vacancy, the truth of the matter is that you’re still likely to come up short.

career pathing vs succession planning

Career Pathing vs Succession Planning: Understanding The Difference

Career pathing and succession planning are common terminologies within talent management but the difference in their application and the separate benefits of each can be misunderstood and overlooked. In the majority of cases, employers prioritize succession planning, assuming that career pathing will somehow ‘fit’ naturally into it.

But high performing organizations require both.

EthosEnergy Selects TalentGuard for Succession Planning and Performance Management

EthosEnergy drives value in business, excellent performance, alignment of individual goals and company performance; uses TalentGuard to support excellence in service delivery Austin, Texas – Aug 23, 2017 – TalentGuard Inc., a global provider of competency-based talent management software,  announced today that EthosEnergy, a leading independent service provider of rotating equipment services and solutions to…

The New World of Succession Planning

The New World of Succession Planning

Succession planning has changed. In the past, a company was ahead of the curve if it had a succession plan in place at all—even if that plan was nothing more than a list of critical positions and potential candidates. Eventually, a company that had identified pools of talent to fill a specific key position could say they were the most likely to reap the benefits of cutting-edge succession management: high employee engagement, low turnover, and quick transition times. Today, that isn’t the case.