At the 2014 Workforce Planning and Analytics Conference in Virginia, Prof. Robert Reich, author, former Secretary of Labor, and Chancellor’s Professor of Public Policy at the University of California at Berkeley, stated workforce planning is, “so important because the only barrier to entry (in the market) is your talent – your people.” Talent is and will be the primary asset to guarantee future success. The company has to be ready to either prepare or protect its best resources with engagement, development and planning.
What tools are available to identify and assess the firm’s top talent? What role does do the internal and external networks of employees play and how can it be assessed? Where are the skills gaps currently? Join this webcast to learn the answers to these questions and learn some common mistakes to avoid when developing a succession plan.
In any high-performance organization, the acts of learning and achieving development must be prevalent and ongoing for employees at all levels. Great organizations understand that they have a responsibility to create two imperatives: An environment of stretch opportunity and a culture that develops others. I have seen that by providing employees with these two imperatives, which is inclusive of new challenges, a strong support system, and a structured method through which they can share ideas, companies are able to thrive.
With a strategic outlook for the firm’s future, HR can increase agility by reducing the time, cost and risk with the reorganization. Analyzing and examining the workforce information can provide critical insights, streamline the management of transitions both small, and large and mitigating personnel, financial and legal risk.