|
Organisation & Executive Development Consultants |
|
OMDAssociatesLtd©MonkeyHangerWebProductions2006 |
|
In Organisation Development: |
|
TALENT & SUCCESSION
With growing uncertainty, increasing speed of change in the business environment, and flatter structures, traditional succession planning approaches are no longer relevant.
How can one plan ahead, for jobs that might not exist next year? Traditional succession planning failed to take account of non-managerial roles - a brilliant specialist, for example, who might be crucial to the future of the organisation and who wants to stay in a research role.
Increasingly, there is evidence that outsiders in top jobs stay for a short time, make changes that look superficially good but which are perhaps not in the long-term interests of the organisation, and move on before their sins find them out. Perhaps after all it is better to develop people from inside who understand the organisation and its culture, and have loyalty to it.
Succession planning today looks quite different from the old version, sitting inside a very much wider set of resourcing and development processes called 'Talent and/or Succession management', encompassing resourcing strategy, human resource planning, Selection, (including graduate and high-flyer programmes) and Development. modern versions also takes account of the growing recognition that people - men and women - increasingly need to make their own career decisions and to balance career and family responsibilities. So the emphasis is about balancing the aspirations of individuals with those of their employing organisations, as far as possible
We work with clients to develop internal Talent spotting processes and systems that enable organisations to identify, assess, monitor and develop appropriate actions to retain and make the most of individuals talent within the organisation. |
|
Contact |
|
About Us |
|
Consultancy |
|
Organisation Development |
|
Executive Development |