In today’s highly competitive global environment, human capital is an organisation’s most important asset, often differentiating highly successful businesses from those that struggle. Yet, in the ongoing effort to develop a strong and capable workforce, many organisations focus almost entirely on hiring and training. They neglect succession planning – perhaps the most essential ingredient in building an organisation that is capable of achieving its strategic goals. From recruiting the right candidate to developing new leadership from within, succession planning is essential for an organisation to meet its strategic goals. Today, succession planning requires more than just an organisational chart showing who holds what job within the enterprise. It is essential to know which employees have the particular skills and competencies required to assume positions higher on the corporate ladder, what talents will be required the future, and how best to train employees for management positions, or hire from the outside. The key issue for corporations and public sector organisations is to be able to identify, develop and retain talented leaders who understand and exemplify the organisation’s unique culture, values and business vision. Best practice organisations use succession planning to develop and maintain strong leadership and to ensure that they address all the skills and competencies required for today’s business environment. A well-structured succession-planning program will not only locate talent and prepare the organisation for growth; it will also become an integral part of its strategic business plan. Succession planning can also be an extremely powerful tool in motivating and retaining top leadership. Succession planning is an ongoing, dynamic process that helps an organisation to align its business goals and its human capital needs. It also ensures that an enterprise can keep pace with changes to the business, industry, and overall marketplace. To achieve outstanding results using succession planning, an organisation must develop an effective and highly focused strategy that centers on organisational excellence.
– Identifies key (including new) positions and required competencies.
– Identifies future leadership capabilities and promotion potentials.
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