Over the past few months, succession planning has fast become a focus for large organisations across Australia and New Zealand. Understandable, considering the importance of identifying and developing your most important resource – talent. Other flow on benefits of building key positions, include the minimisation of turnover disruptions, an increase in retention and improved job satisfaction.
This task is generally passed down from the board level and charged to a time-poor, overworked HR department. Without the right tools, manually creating and maintaining an effective succession plan is an almost impossible task. Traditionally these plans exist as spreadsheets and PowerPoint files with limited ownership, resulting in a costly maintenance process that is time-consuming, difficult to implement and immediately out of date. There is an easier way!
In this webinar, our very own succession planning veteran, Andrew Rees, outlines the high level strategy that goes into a succession plan. Andrew has worked with major organisations to implement customised workforce modelling modules to streamline the creation and maintenance of their succession plan.
The webinar succession planning topics covered include:
- unlocking useful succession planning data sitting in your payroll system
- how to create an easy to use, up-to-date succession plan based on real talent metrics
- how to engage your management team to maintain their own departments
- the latest in HR technology can eliminate time consuming manual tasks
- how to effortlessly design and manage your succession plan
Learn how workforce modelling tools can provide an easy process to identify successors using advanced search, 9-box grids and live data relating to readiness, tenure, education level and talent metrics. Bench Strength is automatically updated and instantly visible across your organisation. Engage your management to set up and maintain their succession plan with accurate data and easy to read charts.
Have you been asked to create a succession plan?
Do you currently have a succession plan in your organisation?
How many people would you estimate would interact with your succession plan? Include managers, leaders, HR and Successors.
What is the biggest roadblock you face in having an effective succession plan? (multiple choice)
Management engagement 55%
Data integrity / availability 27%
Would a Workforce Modelling tool that includes Succession Planning be useful to you?