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Read the Latest Articles

Article features

HR Association of India Article

Own the Future: How HR Can Add Value to the Succession Planning Process

Own the Future: How HR Can Add Value to the Succession Planning Process

Employee Well-being  featured article. 

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Own the Future: How HR Can Add Value to the Succession Planning Process

Own the Future: How HR Can Add Value to the Succession Planning Process

Own the Future: How HR Can Add Value to the Succession Planning Process

 

When skills gaps are realized in an organization, it is important to  have a process to bridge them. As part of creating the process, a plan  to develop leaders should be in place, and the plan should be aligned to  the business and designed to allow for learning to happen in a  meaningful and measurable way. 




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Succession Planning: Set Your Organization Up for Success April 17, 2024 | Roy Maurer

Own the Future: How HR Can Add Value to the Succession Planning Process

Succession Planning: Set Your Organization Up for Success April 17, 2024 | Roy Maurer

 “Some business leaders are reluctant to leave the organization and  want to control their legacy,” Pitter said. “They’re also concerned the  transition will be immediate. Leaders may assume that the succession  conversation is being held with an exit date already in mind, but  succession plans are usually two years or more away.”





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5 Considerations for Your Succession Planning Process

7 Trends Defining the Ongoing War for Talent April 23

Succession Planning: Set Your Organization Up for Success April 17, 2024 | Roy Maurer

 Prudence Pitter, MBA, SPHR, GPHR offered advice at the SHRM Talent Conference & Expo 2024 to help organizations start planning for the future.

𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝘁𝗵𝗲 𝗧𝗼𝗿𝘁𝗼𝗶𝘀𝗲 𝗣𝗮𝗰𝗲: If time and resources  are tight, pick one essential role. Start succession planning for that  one role, creating a framework that can eventually extend to other key  roles. One small step today could lead to a giant leap tomorrow.
 

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7 Trends Defining the Ongoing War for Talent April 23

7 Trends Defining the Ongoing War for Talent April 23

7 Trends Defining the Ongoing War for Talent April 23

“Succession planning is recognizing the talent we have today and where the organization needs to be in the future,” she said.

Despite the importance of succession planning, many organizations  lack formal plans for it due to time and resource constraints. Pitter  identified common obstacles, including executive reluctance to consider  succession and insufficient preparation of successors. HR plays a  critical role in assessing bench strength and ensuring leaders  understand the importance of planning.




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Lessons from Visionaries: 10 Timely Insights on the Future of HR Sept 18, 2023 | Patrick D

7 Trends Defining the Ongoing War for Talent April 23

7 Trends Defining the Ongoing War for Talent April 23

"I know that, for me, when I've been at organizations in which I'm being groomed for a larger role, I want to make sure I'm doing my job really well. But I didn't consciously think about how much I was doing above and beyond," Pitter said, adding that HR leaders can use these types of studies to convince their C-suite to establish succession plans and to show employees a career path within the company.

"Many leaders are afraid to develop someone and then have them leave. For me as an HR professional, I've experienced the opposite," Pitter said. 


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Overheard at the SHRM 2023 Visionaries Summit:  8 Great Quotes

Overheard at the SHRM 2023 Visionaries Summit:  8 Great Quotes

Overheard at the SHRM 2023 Visionaries Summit:  8 Great Quotes

BEWARE BIAS IN SUCCESSION PLANNING. "Every opportunity we have to call out bias, we should. And it should not be any different in the succession planning process. … How are you as HR leaders calling that out and ensuring that you are getting leaders on the journey to make the best succession decisions?" —Prudence Pitter








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