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

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

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The Case for Sharing — and Understanding — Human Capital Metrics

Cornerstone On Demand

Yet when evaluating a given company's worth, investors still rely on performance metrics that largely ignore an organization's brainpower. No wonder universal talent metrics are a touchy subject. Outside pressure and reporting initiatives aside, HR departments must learn to measure, share and explain the human capital metrics that matter to their businesses. Leadership depth , including succession planning and internal hires.

What’s Your Recruiting Competitive Advantage

HR Bartender

And we’re seeing some of the effects with increased time to fill metrics. I ran across this article recently that talks about how more than half of organizations don’t have enough internal candidates to fill their succession plan. Recruiting and Retention Strategy and Planning HRTech strategic planningI’ve mentioned a few times recently that the hiring market has shifted to the candidate.

ICYMI: It's Time to Rebrand "HR"

Cornerstone On Demand

The Secret to Effective Succession Planning. 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. If this sounds like your company, try incorporating these five metrics in your succession planning strategy.

The Employee Recognition Landscape is Changing

China Gorman

In 2013 and 2012, the SHRM/Globoforce surveys identified employee engagement and succession planning as the topmost HR concerns. The other surprise for me in the survey results is the data-backed understanding that values-based employee recognition is seen as contributing significantly to bottom-line organizational metrics. The fifth research report in an annual partnership between SHRM and Globoforce was published this week. And, interestingly, there is a surprise.

“READ … MY … FAX!” Is NOT a Good Termination Meeting!

HR Daily Advisor

Yesterday’s Advisor celebrated Back to the Future: Part II on the date of Emmett “Doc” Brown and Marty McFly time-traveling to October 21, 2015—and it highlighted a few scenes that were surprisingly applicable to HR. Today, we revisit the scene with the greatest human resources implications—Future Marty’s termination via fax—and examine how, unlike the DeLorean, this simply won’t fly in the real 2015. Speaking of the future, what’s your HR game plan? HR 2015?

Cliché Your Way to Talent Acquisition Success

Outmatch

And, there’s good reason these familiar phrases have stayed around so long; they’re true, especially when it comes to tracking talent acquisition success. So, what’s holding people back from moving ahead with talent metrics? This means human-resource teams worldwide are still failing to make the connection between measuring talent metrics and using that data to make hiring decisions, as well as evaluate business performance.

Digital Disruption: HR Tech Takeaways at NYC’s HR Unconference

Namely

Employer branding in 2015 means going over your application experience with a fine tooth comb: Will a candidate speak ill of you when they’re turned down? Succession planning in 2015, rather than scheming who will advance up what ladder, should instead be an identification of competencies needed five to 10 years from now. Like most discussions on succession planning, leadership makes an appearance, and Kevin shared his own sound definition: Leadership is teamwork.

Surprise! Survey Shows How Employee Recognition Landscape is Changing

TLNT: The Business of HR

The fifth research report in an annual partnership between SHRM and Globoforce ( the 2015 Employee Recognition Survey ) was published this week. In 2013 and 2012, the SHRM/Globoforce surveys identified employee engagement and succession planning as the top HR concerns. The other surprise for me in the survey results is the data-backed understanding that values-based employee recognition is seen as contributing significantly to bottom-line organizational metrics.

The Key to Strategic HR: You Must Be a Strong, Capable Business Partner

TLNT: The Business of HR

Know what drives success for the business. Does business success depend on innovation, capital utilization, customer connectivity, service excellence? Understand the business metrics (such as profit, margin, ROI, free cash flow productivity) and what drives them. For example, if your company uses Total Shareholder Return (TSR ) as a key performance metric, the HR leader should know the specific metrics that drive TSR.

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The 4 Metrics You Need to Gauge Employee Performance

Namely

Consistently and accurately evaluating employee performance is essential not only to individual success, but to the overall success of an organization. However, the 2014 Global Assessment Trends Report from CEB found only half of respondents use talent metrics to prove ROI, and only 45 percent currently use objective measures of potential to guide development and succession plans. But where employee performance metrics are concerned, less is more.

Visual Storytelling for HR: Are Infographics or Data Visualizations the Keys to Success?

Visier

You could use an infographic to showcase significant retention metrics and explain how they relate to your initiative. This gives your audience a holistic snapshot of the retention metrics and reinforces how your initiative will engage and retain your company’s star performers. Check out this example of an Infographic, which provides a “101” lesson on Workforce Planning. Let’s say your organization is really concerned about succession planning.

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Visual Storytelling for HR: Are Infographics or Data Visualizations the Keys to Success?

Visier

You could use an infographic to showcase significant retention metrics and explain how they relate to your initiative. This gives your audience a holistic snapshot of the retention metrics and reinforces how your initiative will engage and retain your company’s star performers. Check out this example of an Infographic, which provides a “101” lesson on Workforce Planning. Let’s say your organization is really concerned about succession planning.

Data 198

More Big Data Dangers, from Distribution to Interpretation

HR Daily Advisor

Start your strategic thinking with BLR’s new practical guide: HR Playbook: HR’s Game Plan for the Future. Making sure you’re reading your metrics correctly is just one of the many challenges in the brave new world of HR. HR 2015? Time to start planning with BLR’s new HR Playbook. Find out more or order here— HR Playbook: HR’s Game Plan for the Future. Succession Planning. HR Management BLR CPH Game Plan HR

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Prepare Your Questions For #HRTechWorld and #HRTechConf

In Full Bloom HR

For 2015, I’ve done a thorough update and added more of my own thoughts on the answers to these questions. Given my already stated plans to wind down my consulting practice, I’ve clearly stepped over the “trying to be ecumenical line” and cast caution to the winds with my answers to some of these questions. This is one of the central questions addressed in any competent strategic HRM and HRMDS planning effort.

Carnival of HR: Getting Ahead With Strategic HR

GuideSpark

This means that HR professionals are tasked with understanding and identifying current as well as future human capital needs in order to help fuel the success of their company. From there, Linda Brenner hops aboard with a deep dive into the only metric that matters because, well, you’re only as good as the people you hire. Taking a different approach, Julie Winkle Giulioni considers how employees define success.

We’re Growing, We’re Hiring, And You May Be the One We Have Been Looking For!

The Perfect Hire

If you aspire to be a Senior Vice President of Sales, responsible for developing and executing sales strategies, systems and plans to ensure attainment of the company’s sales goals, client base and market share growth, then keep reading! Strategic planning and execution.

Make Your Compensation Work Across Generations

HR Daily Advisor

” Recruiting is a challenge for 2015. Learn what’s happening in the real world with our new research report, Recruiting Best Practices: Finding and Attracting Talent in 2015’s Challenging Business Climate. “Companies should develop a formalized succession plan that recognizes leadership skills the organization values and identify internal employees with leadership potential, then foster those skills in your star performers,” Herner advises.

Predicting the Future, Talent Edition

HRExecutive

While 2015 indicated the start of this thoughtful attitude to hiring, next year we expect this approach to pay off as organizations start to see the fruits of their labor, with the right talent being matched to the right position and making a truly lasting impact.”. According to McKinsey’s 2015 Global Growth Model study, from 2005-2015 there were three times as many workers as retirees.

That Which We Choose To Accept as Gospel

Dave's Weekly Thought

It was conveyed that the top three challenges HR Professionals face are: Employee Turnover Employee Engagement Succession Planning. Corporate Citizenship should be valued equal to performance metrics in developing the leaders of tomorrow.

Hidden Problems Behind Eliminating Employee Performance Review Ratings

SAP Innovation

Companies that remove ratings suddenly don’t know how to handle succession, compensation and development programs,” she said. Without them, HR cannot provide the fact-based performance data management relies on for strategic decision-making around new-hires as well as existing employee career planning. Talent management has become a science in which every process is connected, from recruiting and on-boarding through training, career development and succession planning.

Is Policy The Enemy of Trust?

Dave's Weekly Thought

With all the developments in Employee Engagement , Performance Management , Succession Planning , The Navigation of Generation Diversity and Cultural Enhancement ; how can less-than-strategic characterizations exist?

How to Make the Case for Continuous Performance Management

Reflektive

Morgan launched real-time feedback, and Accenture led the way back in 2015, citing bad ROI as the determining factor for eliminating its ratings and annual review program in favor of continuous performance management. The following are three keys to making your performance management transformation a success, and help you orchestrate lasting change that will impact company growth well into the future. Determine Success Metrics.

Analytics Is a Key Ingredient in HR’s Business Impact—But It's Not the Whole Recipe

Cornerstone On Demand

Then, there's a review of HR-driven projects and initiatives, and reminders for action around performance reviews, the upcoming succession planning cycle and launch of corporate wide learning. Every department communicated their achievements, failures, and plans of action based on predictive analytics and created forward-thinking strategies — but HR simply gave a historical recap of what has already happened with little insights into what could occur. Picture this.

4 Economic Trends Impacting Talent Today

ClearCompany Recruiting

What to do: If you want to solve the skills gap for your company specifically, start investing in training, goal-setting , performance metrics and learning. in 2015. The market for talent has always been and always will be changing.

The 7 Steps to Launch and Maintain a Great Wellness Program

HR Daily Advisor

Here are Ryan’s essentials to building a successful wellness program: 1. Have a formal plan. While you may not always be sure which direction to head at first, your initiative must have a formal, written plan with clearly established goals. Start your strategic thinking with BLR’s new practical guide: HR Playbook: HR’s Game Plan for the Future. HR 2015? Time to start planning with BLR’s new HR Playbook. Succession Planning.

How the LEGO Group is leading the way in people analytics

Qualtrics

In 2015, she moved to financial services firm Prudential Plc to set up their first advanced people analytics function, covering talent management and succession planning as well. Melissa describes people analytics at the LEGO Group as being on a journey from focusing on improving operational metrics, to driving real change and improvements. “We’re

Ideas To Disrupt Your Talent Strategy

HR Soul

Take for example the 2017 Mercer Talent Trends Study : “93% of executives surveyed stated they plan to make significant organizational design changes in the next 2 years yet only 11% of HR professionals stated that redesigning jobs is a priority.” For the past 5 years they have been tracking how well executives believe their HR function can address the talent issues around them in what they call the “HR Scorecard” 2015 was a grade C.

3 HR Trends in 2014

Dave's Weekly Thought

It's been an interesting year in the world of Human Resources: The certification debate rages on , talent management is evolving at whiplash pace, generational diversity has created a roller coaster of succession planning and the social space has never been more populated with educated HR advisors. It is commonly overlooked that HR is the only organizational department with such an influence on company success. Here's to a powerful and productive 2015!

How the LEGO Group is leading the way in people analytics

Qualtrics

In 2015, she moved to financial services firm Prudential Plc to set up their first advanced people analytics function, covering talent management and succession planning as well. Melissa describes people analytics at the LEGO Group as being on a journey from focusing on improving operational metrics, to driving real change and improvements. “We’re

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The Art of Building a Solid Human Capital Strategy

Paycor

Your people are integral to the success of your company, so not having a sound strategy to help attract, retain and engage your employees is a big mis-step for any business. The key to successful people management is utilizing “soft skills” to engage and develop employees.