Each
organization has two distinct bottom lines. The
first bottom line, profitability, is made possible by
the second – the talent and readiness of the leadership
and employee team. That
is why the strategic and proactive organization must
first identify its human capital assets and then prepare
them to meet future business challenges – today – while
there is still time.
This
program focuses on examining your organization’s preparedness
to meet tomorrow’s business challenges by assuring that
the right players are in place, at the right time, with
the right knowledge, skills, abilities, and experiences.
Regardless
of the size and sophistication of your organization,
the practical models and techniques presented will help
you plan and prepare your workforce. Application of
these methods will be essential to avoid future unfilled
vacancies, delayed financial progress and failed promotions.
One
problem most organizations face is in balancing their
short- term needs with longer- term human capital deployment.
Leaders must weigh their need to “enjoy today” or “enjoy
tomorrow” when allocating time and resources to succession
planning.
This
program will immerse you in practical steps you can
take to identify your strengths and weakness, and help
you create a plan to correct workforce deficiencies
before they limit your success.
Expect to walk away with practical tools and strategies
to build an organization capable of achieving strategic
goals.
Upon
completion of this program participants will be able
to:
- Comprehensively
define succession planning and explain its ramifications.
- Outline
features of successful plans.
- Assess
organizational succession plans and practices.
- Describe
and select specific strategies, tools and techniques
that can be immediately put into action.
Highlights
of your seminar include:
Why
do it NOW?
- Rewards
of Planning
- Risks
of Neglect
- Identifying
Gaps to be Addressed by Your Program
- Critical
Planning Issues
Creating
the Framework
- Assessing,
Specifying and Shaping Your Workforce Framework
- Workforce
Planning Goals
- Essential
Processes to Integrate
Sourcing
Tomorrow’s Talent Today
- Supply
Side of Succession Planning Equation
- Identifying,
Attracting, Motivating, and Retaining Tomorrow’s
Talent
Developing
Capabilities
- Eight
Strategies for Creating Employee and Leadership
Capability
- Applying
Creative Strategies to Specific Development Situations
Measuring
Succession Planning
- Plans
to Measure Program Impact and Effectiveness
- Adjusting
the Succession Plan