It is time for a fresh approach to having a “ready now” pipeline of talent for key positions at every level. A recent Bersin by Deloitte report found that 86 percent of companies say they have no analytics capabilities in the HR function. Moreover, 67 percent rate themselves as "weak" at using HR data to predict workforce performance and improvement. We must redefine the traditional view of succession planning and career planning. They should not be separate entities; rather an integrated system for driving engagement, retention, and discretionary effort.
Looking ahead, successful organizations will define their talent pipelines beginning at entry-level jobs—early on identifying HiPos based on a new set of criteria, and increasingly apply technology to accelerate career development. The strategic imperative will purposefully focus on assessing the talent pool at every level. The predictive outcome will be more highly motivated employees, fewer gaps in filling key positions and reduced attrition, all contributing to increased competitive advantage and bottom-line results. This webcast will provide a framework for new thinking and demonstrate examples of what the future holds for “talent readiness”.
Blog | Author: Pamela Stambaugh, Founder and President, Accountability Pays | Source: HCI
| Published:May 7, 2014
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