Succession and Advancement

Whether a company is going public, expanding into new markets or operating through a downturn, investors want to know the talent is in place to make it successful. The balanced conservative approach to investing in a mutual fund also applies to investing in future leadership. A strong fund manager analyzes stocks before adding them to a mutual fund in order to predict performance. Talent managers analyze the performance of promising individuals to build a talent pool and succession pipeline. This webcast covers how talent managers can regularly evaluate and rebalance their talent portfolios to evolve with changes in business strategy.

Don't miss these webcast take aways:

Identify characteristics of high potentials

Distinguish critical attributes for your culture, industry and market

Discover emerging roles critical to business performance

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An engaged workforce is universally understood to enhance a company's overall business performance. Organizations that focus on identifying high potential employees and supporting them in ways that most effectively leverage their strengths will be rewarded with a loyal, engaged and satisfied workforce. Join T. Rowe Price as it spotlights the company's succession management initiative, shares the company's efforts to identify its high-performers and expounds on the mentoring programs and management initiatives developed to support these key individuals. In addition to key performance indicators, this session's focus will be a discussion of the close partnerships required between different constituencies to effectively increase the company's bench strength and accelerate the talent pipeline required to compete in today's global economy. more »

Talent engagement and retention is a business issue for healthcare because it creates a competitive advantage in two distinct ways. First, engaged people deliver an outstanding patient experience. Second, employees want to work for an organization that is known to engage and retain their talent - creating a hiring advantage. Healthcare leaders who understand what is most critical to engaging and retaining a scarce talent pool can take action and create both types of competitive advantage. Derrick Barton, the Center for Talent Retention's CEO, will share ground-breaking research on what is "most critical" to engaging and retaining new healthcare employees. Dawn Hudak, AVP, HR Services and Solutions for Norton Health Care and a participant in this study, will share actions their organization took to engage and retain their new talent. Stephanie Wood, Director of Leadership Development for Community Health Network, will share how they developed their managers and leaders' capabilities to engage and retain their talent and share their "taking action" success stories. All HCI members attending this webcast will be entered into a drawing to receive a copy of CTR's new Healthcare Employee Engagement Study results. more »

The best companies achieve employee engagement results by "targeting engagement groups" and providing targeted solutions. Failure is almost inevitable when companies try the "program approach" to engagement or have a "HR" driven employee engagement strategy. Successful companies have a TARGETED APPROACH to make a real impact on specific employee talent segments (Top Talent, New Talent, Somewhat Engaged Talent, Critical Skill Talent, etc.), AND they implement Targeted Solutions (Organization solutions, Team solutions, Manager solutions, and Employee solutions). This TARGETED APPROACH makes sure results happen and ensures the capabilities get built into the organization at all levels to sustain the results which are achieved. more »