Growth by Design Talent的动态

Welcome to the first step in our?#SuccessionPlanning?series, where we delve into the foundational elements of creating a robust succession plan. Step 1- Identify key roles ?? Identifying key positions is the cornerstone of an effective succession planning process. Criteria for identifying key positions: 1. #Strategic importance:?These roles significantly impact the company's overall direction, strategy, and performance. ?? 2. #Operational importance:?Positions essential to day-to-day operations, without which the company could face significant disruptions. ??? 3. Knowledge and expertise:?Roles requiring specialized knowledge or skills that are difficult to replace. ?? 4. #Financial impact:?Positions that directly influence the company's financial performance. ?? 5. Succession risk:?Roles with high potential for turnover or vacancy due to factors like retirement, resignation, or unexpected departure. ? Examples of key positions: While the specific key positions will vary based on your company's size, industry, and structure, some common examples include: -C-Suite Executives:?CEO, CFO, COO, CMO, CIO -Department Heads:?Sales, Marketing, Operations, HR, IT, Finance -Key Technical or Specialized Roles:?Product development leads, engineers, researchers, etc. -Succession-Sensitive Roles:?Roles with high turnover rates or difficulty in filling vacancies. Methods for identifying key positions: -Organizational Chart Analysis:?Review your company's organizational chart to identify roles with high levels of responsibility and authority. -Risk Assessment:?Identify positions where a vacancy could pose the greatest risk to the company's operations or financial performance. -Employee Surveys:?Gather input from employees to identify roles they perceive as critical. Customer Feedback:?Understand which roles are most valued by customers. -Competitor Analysis:?Identify key positions within your industry that are essential for success. Stay tuned for the next step in our series! ???

3 Challenges in Succession Planning (and a few ideas to address them) My infographic shows the challenges, a sample metric to spot concerns, and some actions to address them. For example: 1) Lack of succession depth ? Metric: Low % of succession roles with at least one ready-now successor. ? Action: Reevaluate the role’s success criteria (e.g., critical skills); eliminate unnecessary criteria. 2) Lack of successor development ? Metric: Low % of “non-ready” successors with development plans. ? Action: Conduct more frequent reviews of development progress, prioritizing higher-risk roles. 3) Turnover in the successor pool ? Metric: high % of successors that are a retention risk. ? Action: Implement targeted retention strategies, including engagement discussions with key successors. These are just a few examples. Use them as a starting point to identify your SP challenges & take action. ?What challenges/actions would you add? Share them here so we can learn together. ?? Repost to help others with succession ?? Follow Brian Heger for more #hr #humanresources #successionplanning

Here are a few ideas for addressing three challenges in succession planning. Which actions (whether on this list or not) will your organization take to strengthen the impact of its succession planning in 2025? #hr #successionplanning ?

Let’s Talk 2025: Proactive planning makes all the difference. As 2024 winds down, it’s the perfect time to start planning for next year’s hiring goals. Whether you're looking to expand your team or stay ahead in a competitive talent market, connecting now can set you up for success. Here’s how I can be a resource for you: ?? Provide insights on current hiring trends, compensation benchmarks, and talent availability in the tax industry. ?? Guidance on what makes employers stand out to candidates (e.g., benefits, flexibility, culture). ?? Best practices for planning ahead, including building a talent pipeline before the need arises. If you're interested in having a quick chat, please feel free to message me or email me at [email protected].

?? Strategic Approach to the Business Life Cycle ?? At Hart Professional Services, we understand that navigating the business life cycle requires a strategic and informed approach. Our expertise lies in forecasting your business pathway to sustainability, ensuring long-term success and growth. Here's how we do it: PEST Analysis Political, Economic, Social, and Technological (PEST) analysis is essential for understanding the broader external factors that impact your business. This strategic tool helps us anticipate market changes, adapt to new regulations, respond to economic shifts, and stay ahead of technological advancements. PEST analysis ensures your business remains agile and resilient in a constantly evolving landscape. Succession Planning Succession planning is vital for ensuring continuity and stability within your organization. We help you identify and develop future leaders, ensuring that your business is prepared for transitions and can sustain its success over time. Effective succession planning minimizes disruptions and maintains organizational momentum. Workforce Pipeline Strategies Building a robust workforce pipeline is critical for long-term business success. We develop strategies to attract, develop, and retain top talent, ensuring that your organization has the skills and capabilities needed to thrive. From entry-level positions to executive roles, our workforce pipeline strategies are tailored to meet your specific needs and support your business goals. Market-Based Compensation Strategies Competitive compensation is key to attracting and retaining the best talent. Our market-based compensation strategies ensure that your pay structures are aligned with industry standards and reflect the value of your employees' contributions. By offering fair and competitive compensation, we help you build a motivated and high-performing workforce. At Hart Professional Services, we combine these strategic approaches to create a comprehensive plan that strengthens your business position and ensures sustainability. Contact us today to find out how we can help you navigate the complexities of the business life cycle and achieve long-term success. ?? Contact Hart Professional Services today to find out how we can strengthen your business position for a sustainable future. For more information, email us at [email protected] or visit our website for a free consultation. #BusinessStrategy #Sustainability #SWOTAnalysis #PESTAnalysis #SuccessionPlanning #WorkforcePipeline #CompensationStrategies #HartProfessionalServices #BusinessGrowth #LongTermSuccess

Crucial to any organization is continuity. Take succession planning seriously to ensure that no vacuum exists when turnover happens in critical positions.

Do you have a #HeadcountStrategy going into the new year? You need to have the right number of people with the right skills in the right roles so your company can execute its #BusinessStrategy. Get tips from @IQTalent: https://buff.ly/3uYXnXn

"Here are six tips for successful scenario planning, whether you're dealing with short-term impacts, worst-case scenarios, bouncing back or resetting your future of work agenda." https://lnkd.in/dEvttNn4

When we think about succession planning, it's crucial to avoid common pitfalls. Look at Microsoft in 2013. Steve Ballmer announced his departure without a successor in place. A misstep in strategy? Consider Yahoo's continuous CEO turnover since the 2000s. This turmoil likely contributed to their decline, highlighting the importance of a solid succession plan. Even Starbucks has faced challenges in succession, with frequent changes at the top. The latest being Brian Niccol stepping in to bring fresh leadership. Are these companies simply unlucky, or is it a matter of inadequate succession planning? Contrast this with Steve Jobs' meticulous grooming of Tim Cook. Jobs ensured a seamless transition, proving that good succession planning makes all the difference. Effective succession planning begins with the right people and vision aligned. As a recruiter specialized in Life Sciences, Pharmaceuticals, and Medical Devices, I can help you build a robust succession plan. Reach out to The Swan Group today to start securing your company's future with the right talent. The Swan Group is more than a recruitment agency; we're relationship builders, connecting talent, and nurturing careers with joy and pride, prioritizing client and candidate satisfaction. Curious about industry salaries? Download our free 2023 Salary Survey guide for insights: Get Your Guide ?? https://2ly.link/1xUsp

?? Strategic Workforce Planning for Small Businesses ?? Is your small business aligned for success? At Salt and Light Advisors, we believe your team should be your greatest asset in achieving your goals. In our latest blog, we explore how strategic workforce planning helps small businesses: ? Align talent needs with business objectives ? Optimize resources and hiring decisions ? Plan for future talent requirements ? Adapt to changing market trends By taking a proactive approach, you can attract, develop, and retain the talent needed for sustainable growth. ?? ?? Read the full blog - link in bio! Let’s build your team—and your success—together! ?? #SmallBusiness #WorkforcePlanning #BusinessGrowth #TalentStrategy #saltandlightadvisors