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Succession Planning: Essential Guide for HR

Analytics in HR

Succession planning is essential to ensure critical roles in a company are not left vacant for extended periods or filled by people who don’t have the skills or knowledge to perform in the role. That means that over half of the organizations the surveyed HR professionals work at didn’t have a plan.

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3 Examples of Succession Planning Done Right

Everwise

The media keeps an eagle eye out for transitions gone wrong, and they usually have a good amount of material: While about 70% of companies do conduct succession planning, the actual execution of said plans is often more uncertain. Vitale worked under Lee’s leadership at Gucci, and then followed him to Barneys in 2010.

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Keep Your Eyes on the Road – Succession Planning for the Future

SumTotal

Succession planning is a great example. If you are not at least peeking into the rearview mirror while looking forward to plan for the future it is time to reassess and take action to make sure your workforce can face the business challenges of today and tomorrow. 1] https://hbr.org/2010/05/mentoring-millennials.

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Generational Diversity in the Workplace 2022

EmployeeConnect

Generation Z: Generation Z comprises individuals born between 1998 and 2010. Succession Planning: Every organisation requires new people or existing staff to fill future vacancies. They thrive on innovation and have contributed significantly to the start-up mentality.

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Prepare for Nurse Retirements and Shortage with Intelligent Workforce Planning

Visier

In fact, a 2010 IBM Global CIO study found that more than 90% of healthcare CIOs from top-performing organizations are making insight and intelligence a key focus over the next three to five years. Future-proof your Healthcare Organization.

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People Analytics and HR-Tech Reading List

Littal Shemer

The New HR Analytics: Predicting the EconomicValue of Your Company’s Human Capital Investments Jac FITZ-ENZ (2010). Boudreau (2010) “The book shows how HR leaders can adapt powerful analytical tools already used by other functions to the unique challenges of talent management.

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Forget the Catchy Headlines – It Is Time for HR Leaders to Get Serious About Workforce Planning

CCI Consulting

a 28% quit rate in 2001 and 2010, following the 2000-2001 and 2008-2009 recessions). Conduct a Workforce Analysis : Analyze your current workforce to identify strengths, development needs, and gaps, including workforce demographics, competencies, turnover, and succession plans. So, how is history repeating itself?