When HR leaders talk about succession planning, it's typically accompanied by a frantic warning against the "silver tsunami" of retiring Baby Boomers. And rightfully so, as nearly 4 million Boomers will retire this year, leaving organizations with a notable talent gap in senior leadership. But there's another side to the succession planning story that's often overlooked—and it starts at the point of hire.
Learn about a powerful succession process that has provided the legacy Zimmer HR and leadership teams with the data they need to make smart workforce decisions while empowering their Team Members’ career aspirations.
Succession management is more than just knowing who your high performers are. Smart organizations rely on their leaders, and recognize the need for a robust succession management strategy to deepen the talent pipeline. This need to determine your ...Read more
Whether your organization is preparing for a merger or acquisition, launching a new strategy or implementing a new technology, HR has a critical role to play. Learn how to prepare and position your HR function to take a leadership role in major organizational change. This is the second webcast in the HR as Change Architect series.
Most organizations view workforce planning and succession planning as separate processes when they’re really two parts of the same conversation. In this HCI Keynote video, Sean Junor of Cameco Corporation explains how one of the ...Read more
For three days we'll share successes and failures from the most innovative leaders and companies. The true effectiveness of workforce planning and analytics is the ability to make better, quicker decisions.
In this HCI research infographic, we explore how organizations are leveraging internal talent to fill critical positions and develop employees for a competitive advantage.Read more
To kick off 2015, the Human Capital Institute is featuring original content on talent mobility, and to re-familiarize myself with the topic I spent some time skimming through a colleague’s notes concerning contemporary research. Somewhere between a study citing only 36% of businesses have access to reliable data on top performers that were not included in succession plans and a blog post about how U.S. based companies are taking 25% more time to make a hire, I stumbled on a somewhat eye-popping statistic.
In recent discussions with classes of undergrad business school students, I posed the question, “How many of you aspire to a professional leadership role in business, government, or other organization?” In each case, 100% of the students answered in the affirmative. I didn’t say so at the time, but two divergent thoughts were crossing my mind, pretty much simultaneously:
The hardest part of changing a company’s direction is changing the attitudes and behaviors of its people. In this HCI Keynote video, Leslie Coyne, Director of GE’s Corporate Leadership Staff, discusses how this legendary academy ...Read more