Now, more than ever, succession planning has been highlighted for the critical talent management action that it is. A continuum of practice exists though, from the provision of lip-service to succession planning through to mature and sophisticated practices that ensure seamless business continuity. Underpinning these practices is the assumption that Human Resources are, or should be, the owner of succession planning. Equally, that current succession practices are sufficient to meet the evolving talent needs, structures, and practices of organisations.
In this interactive session, we explored:
- How the evolving and changing world of work is influencing thinking around succession planning.
- As organisations change, how they are approaching succession planning.
- The critical role that data plays in supporting succession decisions.
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