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Succession Planning

Leadership continuity and building a talent bench from within your organization.

Organizations not taking proactive steps to plan for future leadership not only at the executive level but at all levels within the organization will be faced with disruptions in their business when key employees leave for reason of retirement, dismissal, competitive offers, downsizing and mergers and acquisitions.

Succession Planning and Management enable a company to meet this challenge by having an identified and ready talent bench to ensure that the right people are available for the right jobs in the right places and at the right times to meet organization’s requirements.

Succession planning and management should support strategic planning and strategic thinking and is an essential beginning point for management and employee development and training programs. We have worked with clients to help them identify development and implement the training programs to support succession planning and management.

Business Management Consultants with vast experience in Human Resources Management and Executive and Employee Leadership Development has the expertise to help organization to develop, implement and manage their succession planning programs.

We will work with your organization using the best practices suited to your company in order to create a complete, systematic succession planning program. We will do this by:

  • Identifying competencies and clarifying values and goals for both planning and managing a succession plan program
  • Developing a plan for filling key and critical positions at levels of the organization, top management, sales and marketing, technical and administrative
  • Identifying programs that will develop and retain top talent and building and maintaining the organizations investment in human capital
  • Conduct assessments of current needs and future resource requirement to support succession planning

Succession Planning Key Elements

  • CEO Support
  • Integration with Business Systems
  • Identification of Key and Critical Positions
  • Incorporation of Diversity Plan
  • Selection of Talent Bench
  • Gap Analysis and Assessment of Talent
  • Review of Current Recruitment and Retention Methods
  • Talent Readiness Analysis
  • Succession Plan Metrics     
 
 
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