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Every organization, regardless of its size, needs succession planning. Harvard Business Review stated that the CEO succession process is broken in the U. S. and around the world. This results in poor performance followed by higher turnover and corporate instability. But organizations need to be thinking broader than just CEO succession -they need to dig deeper into the organization when thinking "succession." As labor shortages increase, succession planning and leadership development require strategic initiatives requiring rigorous consideration. Organizations must move away from the "replacement" mindset to measuring success long term. Are the right people moving at the right pace into the right jobs at the right time? Attention should be directed to capturing the intellectual capital that exists within the organization and developing leadership candidates.
Areas Covered in the Session:
- Identify where in the organizational structure succession planning should begin
- Discuss leadership development as a fundamental element of succession planning
- Describe leadership development tools, opportunities, and activities
- Distinguish the roles of those involved in succession planning
Who Will Benefit
- Human Resources Professionals
- All Supervisors
- All Mangers
- All Directors
Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment
and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.
Event link : http://www.trainhr.com/control/w_product/~product_id=701959LIVE/?channel=speedycourse_march_2018_SEO
NetZealous LLC, DBA TrainHR
Email: [email protected]