The traditional approach to leadership succession assumes lifetime employment, people don’t quit, and retirements occur at mandatory ages. But we don’t live in that world anymore. In this video, learn about an emerging approach—workforce readiness—that offers the kind of flexibility that agile organizations demand to deploy high-potential talent in critical jobs.
- Among firms that do strategic workforce planning,…about half of public and privately held firms,…leadership succession is the one activity…that's pervasive, well-accepted, and integrated…with strategic business planning.…That makes good business sense.…Yet, there are some key obstacles…that can get in the way of orderly successions.…In this video, I'll introduce you…to an emerging concept that some firms are using…to facilitate leadership succession.…It's called workforce readiness.…
The traditional approach to leadership succession…assumes lifetime employment…coupled with vacancies that are easy to predict,…such as when people don't quit…and retirements occur at mandatory ages.…To plan for the future under this system,…you begin by developing a clear understanding…of business strategy, then assess the current performance…and readiness for promotion of high potential candidates,…identify replacement candidates for each key position…based on their fit with the firm's business strategy…and integrate the career goals of individuals…
Wayne reviews what SWP is and how it delivers value to companies large and small. He steps through how to build a talent inventory, forecast the internal and external supply of labor, and approach succession planning. Plus, he explains how to tackle global talent management effectively.
- What is strategic workforce planning (SWP)?
- How does SWP deliver value?
- Building a talent inventory
- Forecasting the internal and external workforce supply
- Succession planning
- Evaluating the usefulness of SWP systems
- Who owns talent development?