Steve Mele
Talent & Reward l M&A l HR Transformation l Project & Interim Management

 

Consulting Group

 

 

 

 

 

 

 

Succession

Planning

 

 

 

 

 

                              The design construct of a Succession Planning programme   

                                must underpin the business strategy. The programme should

                                provide a sufficient talent

                                pipeline (internal and

                                external) to reduce the

cycle time to filling key roles combined

with a plan to broaden the technical and

leadership capabilities of the company's

talent pool.   The programme design should

address a number of business priorities:

 

1.  Establish a framework for meeting short and

     long term needs of the business

2.  Strengthen the board's relationship with

     senior leadership through a comprehensive

     review of talent and plans for meeting future needs and addressing potential gaps.  

3.  Identify, develop and inspire the next generation

4.  Connect talent management to business strategy

5.  Safeguard business-critical capabilities

6.  Mitigate uncertainty and disruption in the certainty of change

7.  Ensure diversity planning as an integral part of the process

8.  Identify critical gaps and shortages

9.  Ensure exacting performance standards critical to the meritocracy

10.  Leverage technology to underpin process

 

Succession Planning

 

 

 

                              The design construct of a Succession Planning programme   

                                must underpin the business strategy. The programme should

                                provide a sufficient talent

                                pipeline (internal and

                                external) to reduce the

cycle time to filling key roles combined

with a plan to broaden the technical and

leadership capabilities of the company's

talent pool.   The programme design should

address a number of business priorities:

 

1.  Establish a framework for meeting short and

     long term needs of the business

2.  Strengthen the board's relationship with

     senior leadership through a comprehensive

     review of talent and plans for meeting future needs and addressing potential gaps.  

3.  Identify, develop and inspire the next generation

4.  Connect talent management to business strategy

5.  Safeguard business-critical capabilities

6.  Mitigate uncertainty and disruption in the certainty of change

7.  Ensure diversity planning as an integral part of the process

8.  Identify critical gaps and shortages

9.  Ensure exacting performance standards critical to the meritocracy

10.  Leverage technology to underpin process

 

Succession Planning

Succession

Planning

 

 

Talent & Reward
Talent & Reward
Talent & Reward
 Total Reward
 Total Reward  Total Reward
 Succession Planning
 Succession Planning  Succession Planning
 Performance Management
 Performance Management  Performance Management
 Broad-based Compensation
 Broad-based Compensation  Broad-based Compensation
 Talent Management
 Talent Management  Talent Management
 Executive Compensation
 Executive Compensation  Executive Compensation