5 Metrics for Effective Succession Planning

Cornerstone On Demand

Succession planning is, at its best, the crux of your company's talent management strategy. If you do it right, every employee — from the entry-level associate to the VP — should have clear pathway to success in your company. Succession planning becomes focused on senior leadership only —instead of preemptively considering how employees at all levels will advance. Talent Management Succession Planning Career Planning Talent Management

Why NFL Teams Excel at Succession Planning

Cornerstone On Demand

So when Aaron Sorensen, a succession planning expert and partner at Axion Consulting Partners, mentioned that NFL teams offer a valuable lesson for HR leaders looking to create and maintain a strong pipeline of talented leaders, we wanted to know more. Team shakeups provide a glimpse into a franchise's potential direction and future growth, just as succession planning does for a business, he says. The past few days have been a wild ride for football fans.

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

3 Ways to Avoid Playing Succession-Planning Jenga

Cornerstone On Demand

There's more to succession planning than identifying the next wave of senior managers or VPs. When this happens, your succession planning strategy can feel a lot like a game of Jenga: take a piece from the bottom, put it on top and hope the tower doesn't crumble! Instead of creating "holes" throughout the bottom of an organization and hoping for the best, HR professionals need to think holistically about the talent lifecycle.

Is Your Succession Planning Program About to Go Up In Flames?

ClearCompany HRM

However, what separates good leaders from bad is how they deal with the decisions employees may not know they make, like their succession planning program. Luckily, we’ve put together some go-to signals that should act as red flags indicating your plan isn’t what it needs to be. Succession Planning HROwning or being an important part of business is about the little things.

Being Part Of the Succession Plan Isn’t An Entitlement

HR Bartender

One of the most debated subjects in human resources these days is whether or not to tell employees they’re a part of the succession plan. The Society for Human Resource Management (SHRM) recently ran a point/counterpoint on the subject. It’s no secret that I happen to be in the “yes, you should tell employees they’re a part of the succession plan” camp. Succession planning is just that…planning.

Webinar: What Government Leaders Need to Know About Succession Planning

Cornerstone On Demand

Government agencies today face several talent management hurdles — budget cuts mean fewer resources to tackle a growing number of demands, and federal employee satisfaction has declined for the fourth consecutive year. For government HR leaders, it's never been more important to have an effective succession planning strategy in place. Manager of HR at Port of Portland; and Verron M.

The Difference Between Being a Generalist and a Strategic HRBP

Something Different

<www.army-technology.com> A little under a year ago I read a working group summary from CAHRS titled “The Changing Role of the HR Business Partner” At the time much of the summary resonated with me… while other components of it remained abstract. And being able to do short-term workforce planning (e.g. I will add though that strategic HR is also about thinking in years (in addition) to weeks and months. HR Strategy hr human resources

The 12 Key Functions of Human Resources

Digital HR Tech

HR has a number of important functions in the organization. In this article, we will explain the 12 key functions of HR. If we want to understand the functions of Human Resources, we need to understand what Human Resource Management (HRM) is. In this article, we will go over the 12 functions of Human Resources and explain how they help move the organization forward. These functions are: Human resource planning.

Human Resources in the Zombie Apocalypse

Workology

But this is bad leadership, as anyone with a background in management or human resources should be able to quickly recognize, and zombies are no excuse. Those shambling horrors are certainly a threat, but one that can be assessed, planned for and contained — that is, if your group doesn’t fall apart around you. Well, that’s where human resources needs to step in. Plan to Survive. Moving past crisis is one part just hanging on, and one part planning.

You Need a Smart Retention Strategy, Because It’s Not 2011 Anymore

TLNT: The Business of HR

My friend and I have talked FOR YEARS about her unhappiness and lack of engagement , about the corporate politics and leadership egos that consume her days, about the constant pressure to do more with fewer people and resources, and about her exit strategy. Like the best strategic plans, it was deliberate, well-thought-out and executed over a multi-year time frame. I opened my email last week to see a message from a dear friend that said, “I resigned!!!! I pulled the trigger!!”.

Improve Employee Engagement Through Succession Plans [Report]

CakeHR

Even though succession plans form a vital executive tool for managing the talent within an organization’s upcoming pipelines, as well as the future growth of the company, they’re still horrendously complicated endeavors. The post Improve Employee Engagement Through Succession Plans [Report] appeared first on CakeHR blog. HR report software advice Succession planning

Human Resources Pros: How Not to Get WalMarted out of a Job

Compensation Today

How Not to Get Your HR Job Outsourced to a Consultant. A top news headline this week that retail giant Walmart plans to cut hundreds of jobs before the end of January –many in HR–may well have human resources professionals thinking, “Well, ‘Happy New Year’ to you too.” The fact that the retail giant also just signed on with Workday, an HR automation system, also doesn’t bode well. Why are they reducing HR headcount in the first place?

Emerging HR Trends for 2015 – News You Can Use

The People Equation

Are you looking for emerging trends for the upcoming year from HR industry experts? I was doing some research for my HR Answers page and found these great articles. For those of you in HR, be on the lookout for these issues that will affect the way you do business. You will need to collaborate with your HR team to make the most of these opportunities and manage the challenges. From the HR Trend Institute – 9 Emerging HR Trends for 2015.

Our HR Tech Survey—How New Innovations Are Shaping Human Resources

HR Daily Advisor

BLR’s HR Technology Survey, conducted in January and February 2015, sought to learn how tech is changing the face of human resources and how professionals in the field are adapting. And, very importantly, how far can tech really be trusted to make HR decisions? Highlights of the HR Technology Survey: A little over a quarter of participants (26.1%) find technology to be helpful in all HR arenas. Technology is redefining a great many HR tasks.

Succession Planning? Despite What They Say, Your Leaders Secretly Hate It

TLNT: The Business of HR

William Tincup and I were just talking about this last week in regards to a comment he was making about organizations and succession planning. Why leaders really hate succession planning. Succession planning is on a similar path. Your leaders say they support succession planning. But, every time you try and do something with succession planning , it goes nowhere! Your leaders hate succession planning for a number of reasons.

Build a leadership succession plan

Sage HRMS

Without proper succession planning, the future of your business may be uncertain. Whether it's a question of who will fill the C-Suite when the current executives retire, or simply who will manage the sales department, it's crucial to have a plan in place for when your current team moves on. Overall, 61 percent of human resources practitioners said their succession pipelines contain too few candidates to meet the future needs of the organization.

How Succession Planning is Like Exercising

Saba

The same is true for succession planning. While the organizational benefits are clear, a new survey report released by HR Daily Advisor Research found almost half of organizations don’t have a plan for dealing with vacancies The research is clear – we all know exercise is important and contributes to both immediate and long-term wellness. Yet how many of us still skip the gym?

Ambitious But No Opportunities Available – Ask #HR Bartender

HR Bartender

I read your blog post about succession planning and I’m really interested in what advice you may have for me. I’ve wondered if it would be so terrible for me to just go speak with the HR manager and explain my thoughts and feelings. Going to HR is not a substitute for speaking to your manager. Yes, by all means you can go to human resources. This is a long reader note, but one I think you’ll find interesting.

Aligning #HR Technology With Your Talent Decisions

HR Bartender

They have just launched a new online resource center to showcase research and analyst reports on HR technologies to help HR professionals leverage employee data in business decisions.). Who should we include in the succession plan? These questions aren’t just human resources questions. In many cases, department managers are looking to human resources to help answer these demands.

At What Age Are Millennials Ready to Lead?

The People Equation

A whopping 75% of employers surveyed in 2015 believe that younger workers lack the “business and life experience required for leadership positions.” Still, if three-quarters of human resource executives are seeing a lack of leadership readiness in its younger workforce, clearly something is afoot. That means the talent management group (or HR department) must act more quickly to develop its workforce.

ATS 125

Nobody Is Indispensable, Or Why You Really Need Succession Planning

TLNT: The Business of HR

Best Practices HR Communications HR Insights HR Management Leadership Organizational Leadership FeaturedEditor’s Note : Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post.

5 Reasons HR Needs a Seat in the C-Suite

Cornerstone On Demand

Human resources, of course — a department that rarely has influence in the C-Suite. Corporate culture is transmitted from the top down, so a culture that values its people first needs HR in the C-Suite. Here, five reasons a CHRO is invaluable when it comes managing a company's greatest asset — its people — and their contribution to its success. Increasing Bottom-Line Results. Talent Management HR Talent Management

CHRO 360

David Ulrich Talks Innovation, Leadership, and Succession Planning (Video)

Saba

This summer, we hosted a VIP networking event with HR thought leader David Ulrich ahead of his keynote presentation at the AHRI National Convention in Australia. During his time with us, David shared some thoughts about innovation, leadership, and succession planning. Check out this video to learn more

Stop Gambling with Your Succession Planning Processes

SuccessFactors

By Nicole Saunders, Senior Product Marketing Manager, SAP-SuccessFactors (Originally posted on SAP Community Network) SuccessFactors Q3 2015 Release If you’ve ever been to Las Vegas or stepped foot in a Casino, you’ve undoubtedly felt the rush of emotion of people gambling. Succession Development HCM hr Nicole Saunders sap SuccessFactors succession Succession & Development

The Community Has Spoken – #truBatonRouge

HR Schoolhouse

HR people and recruiters sure think differently, don’t they?” I feel somewhat able to pontificate on the subject as I’ve not only worked for an agency, been an internal recruiter, and managed corporate recruiting teams, but have also held numerous HR leadership positions over the years. The HR practitioners are back home tiling the soil; waiting, as it were, for the food to come to them. Is it a matter of time and resources for many HR practitioners?

Next in Line: How to Get Succession Planning Right

Eightfold

Losing senior leadership — or any important personnel member — without adequate succession planning can leave organizations in a vulnerable position. . Additionally, organizations that do have succession plans in place tend to limit discussion and decision-making to the C-suite. .

Benefits of Human Capital Software

HRsoft

Human capital management is an approach to employee staffing that perceives employees of an organization as assets whose value can be quantified and whose future value can be nurtured and enhanced through continuous engagement and investment. A company with good human capital capabilities supports the personal growth of employees within the organization through a series of engagement processes held responsible by managers and supervisors. . Succession Planning. .

Will Technology Replace Recruiters – Ask #HR Bartender

HR Bartender

Steve Boese is co-chair of the HR Technology Conference and host of the HR Happy Hour podcast. Steve Boese] The key I think for recruiters and any HR professionals who might be fearful or even just slightly concerned about advanced technologies or other forms of automation rendering them irrelevant or unnecessary is to be aware of the strengths and weaknesses of modern technology, and have an idea about where technologies are moving.

5 Steps to Avoid Talent Shortfalls Using Data-Driven Workforce Planning

Visier

In the 1950s, when all but 10 percent of open positions in companies were filled internally, “HR was a powerful function, voted the most glamorous area in business by executives,” writes management expert Peter Cappelli in this HBR piece. a big postwar question, and ushered in an era of new revolutionary practices, such as coaching, job rotation, 360-degree feedback, high-potential tracks, and succession planning. Why key employees stay or leave?

How to Meet the Needs of HR Customers (All 6 Types of Them)

Cornerstone On Demand

Here's a telling question: Do you believe HR is more than just a cost center? In order to transform HR into a strategic arm of an organization, executives and HR leaders alike need to see talent management as part of the business strategy, not just an overhead department. And like most businesses, we in HR need to understand how to serve our customers in order to thrive — which means putting the customers' needs before compliance. Talent Management HR

The 'Unbundled' Organization Will Win the Talent War

Cornerstone On Demand

She's a chief human resources officer who has focused on building value in worker-employer relationships since she started in HR more than 12 years ago. " She was trained in a "hire-to-retire" mindset, and her talent battles were won with great succession planning, performance management, learning and development and robust benefits packages. Cindy perfected the HR game just as the industry was experiencing a foundational shift.

CHRO 356

Prepare for Talent Curveballs With Cross-Training

Cornerstone On Demand

While cross-training, or employee rotation , is often recommended as a retention strategy, it's also a great succession planning strategy. 3) Identify Key Tasks. When you plan for cross-training, make sure that employees are not only training their team members about general tasks, but also sharing time management tips for those tasks. 4) Plan for Key Tasks. Keep that in mind for succession planning.

ICYMI: It's Time to Rebrand "HR"

Cornerstone On Demand

Editor's Note: In today's fast-paced news cycle, we know it's difficult to keep up with the latest and greatest in HR. 5 New Titles to Replace "HR" "Human resources" is drastically different from what it represented even 10 years ago, thanks to big data, digitally savvy job applicants and constant connectivity. The Secret to Effective Succession Planning.

Your Company Needs an Engagement Strategy

HR Bartender

Organizations have those strategies because they know it helps them deliver results to the bottom-line. Well, employee engagement brings results to the bottom-line in several ways: Engaged employees are less likely to leave the organization. It goes without saying that if employees love their work and feel connected to the company, they will want it to be successful. Oh, and last but certainly not least, think about what it takes to keep human resources engaged.

Government Talent Crunch: Why Training Matters More Than Ever

Cornerstone On Demand

Things may be booming on Wall Street, but state governments' HR departments are still reeling from the Great Recession. The challenges are ongoing as state leaders continue to cut HR budgets across the board. Greene, who has interviewed dozens of state HR leaders over the past several years, says internal cuts are the least likely to upset taxpayers. HR departments can't easily demonstrate the long-term value of investing in training.

HR and Employment Trends for 2015

HR Daily Advisor

Let’s take a look at some of the HR and employment trends for 2015. The Trends (and Changes) for 2015. We’ve taken a look at some of the latest published trends for employers to be aware of in 2015 i , and we’re sharing some of the highlights here: Employers may an expectation for more employee development. Employers need to plan for a multigenerational workforce. HR teams can also use data tracking to improve efficiencies inside the organization.

Succession Planning by the Numbers: 3 Best Practices

Oracle HCM - Modern HR in the Cloud

Most years, 10% to 15% of global corporations replace their top leaders because of resignation, dismissal, retirement, or health problems, and in 2015, more than 16% had to replace their CEOs, according to PwC research. Based on the research from PwC, Stanford, and others, few companies are able to successfully plan ahead for leadership turnover. But today’s HR leaders have new tools available to help design successful succession planning strategies.