Succession planning
For the first time in our history, four generations co-exist in the workplace. While the WWII generation may be the "Greatest," in many ways boomers have proven to be the most influential. This is a fact underscored not just by the sheer size of that generation (born between 1946 and 1964), but more by their ability to capture and apply "deep smarts" — the knowledge gained over a lifetime of learning from experience.
How can boomers possibly teach their successors all they've come to know? They have to start now — planning for their own transitions, helping those around them plan. Hundreds, even thousands of people depend on the employment their companies provide, the products and services they offer, the critical links they provide in supply and distribution chains. Millions depend on the innovation they've shared with the world, and tens of millions will need to continue to depend on the products, services and innovation of these companies in the future.
Our Corporate Services help our clients plan for success today and tomorrow.
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Wisdom Worker Solutions will work with your company executives, human resource professionals, administrative officers or other designees who have the responsibility to maintain a productive workforce.
Our consultants will assist your organization to create formal or informal succession or replacement planning processes so that you can assure organizational sustainability through the impending transition of the baby boomers to retirement.
A complete review of the company's talent can provide a picture of the preparedness of critical replacements as well as identify gaps in your talent pool that could jeopardize successful execution of business strategy.
Formal talent planning can also assure that you are adequately prepared for the smooth transition of leadership for exiting CEOs, business owners or key segments of the workforce.
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- Succession Planning — inventory the knowledge, skills and abilities of your high potential talent pool and establish formal plans for a non-disruptive transition of clients, relationships and responsibilities from retiring boomer leaders to competent successors.
- Replacement Planning — examine key workforce segments to assure a sufficient number of employees who can competently replace departing employees or who, with adequate time, can be developed to replace knowledge workers who are transitioning to retirement.
- Talent Review — take a comprehensive look at the entire workforce to identify that promotion and development programs will create adequate feeder groups long-term to fill positions critical to the company's success. Information from a talent review strengthens recruiting efforts by targeting candidates to match company requirements, refines training programs to focus on critical skills in priority order and supports retention programs that focus on key employees with essential business skills.
Please contact us us for more information.
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