By Josh Bersin
The recession has forced many companies to make major shifts in their workforce. Our research shows that many organizations do not have well-developed processes to move people from role to role, identify low performers rapidly (such as during a layoff), and implement organization-wide career management strategies. In fact, our High Impact Succession Management research identified a tremendous variation in expertise in this area among organizations - well understood by some but still new and not well implemented in most.
In 2010, I believe the conversation about succession management will shift to one of talent mobility, which we define as a major strategy encompassing career development, succession management, talent planning, and development planning. For talent mobility to work, organizations need internal systems for talent acquisition (such as job postings and internal resumes) and career-oriented development programs, coaching, and mentoring programs.
The reason talent mobility is so critical is that no business stands still. Today, perhaps more than any other time that most of us have experienced, economic and demographic changes have radically transformed markets. Almost every organization I talk with is trying to restructure its products and services (and therefore internal organization) to address these changes.
In 2010 organizations must expand their definition of succession management to consider an end-to-end talent mobility strategy.Josh Bersin has worked with hundreds of companies to deliver high impact employee learning, leadership development and talent management. In 2001, he founded Bersin & Associates to provide research and advisory services focused on corporate learning. Today, the firm is the “go to” source for learning and HR decision makers seeking product and market data, insight on trends and expert advice on enterprise learning and talent management.
He is the author of The Training Measurement Book: Best Practices, Proven Methodologies, and Practical Approaches (April 2008, Pfeiffer) and The Blended Learning Book: Best Practices, Proven Methodologies, and Lessons Learned (October 2004, Wylie/Pfeiffer).
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Posted by: Tika | 02/21/2010 at 01:25 AM