The Top of the Class, the Satisfied Middle, the Anxious Middle and the Struggling Middle: A new study from the Pew Social and Demographic Trends Project documents the attitudes and experiences that unite and divide the majority of Americans who call themselves “middle class.” Read more
Fortunately, succession planning is increasing in importance. Too many companies are in a continuous cycle of recruiting and attrition. Turnover is expensive, not only in terms of dollars, but also in terms of engagement and productivity as well.
In the words of Executive Consultant Michelle Knox, organizations need to move beyond “succession planning” to “succession management”. “Companies think because they have a plan they’re all set, but the challenge is broader and needs to fit into a process that supports ongoing talent development, not only the need to quickly fill an empty slot.”
Knox believes organizations that do succession management well, have the entire process owned by the executive team which is then executed by Human Resources. Succession management should also be aligned with corporate strategy and all human capital systems. Instead of slotting a single individual to fill a particular position, wise employers will create talent pools where participants are given access to the tools and resources needed for their own continuing development,
Another best practice suggested by Novations is to have individuals nominate themselves. Their individual development needs are then evaluated, a development plan created, and the employees both give and get feedback on progress made. Senior leaders also check the individual’s progress throughout the year.
Without qualified, experienced people, we have seen entrepreneurs sell their businesses prematurely or simply go out of business. Expect this increased attention to succession management to escalate, as companies realize just how seriously the skilled labor shortages can affect them. Because of these skilled labor shortages, we will see smaller and smaller organizations engage in similar behavior, realizing that succession planning without succession management is virtually a waste of time.
Written by: Joyce Gioia
Posted in Workforce Trends
Great Britain’s spy agency, MI6, is known to movie fans as the employer of secretive Agent 007, James Bond. However, the Associated Press reported the agency has begun a not-so-secretive open recruiting campaign. MI6′s head of human resources told the news agency that the terrorist threat is prompting the agency to reach out. The agency’s campaign includes outreach to women and minorities.
People interested in security occupations are also in demand in the United States. The labor market in protective services occupations has been steadily tightening, according to the Trends in Unemployment by Occupation Insight by Staffing Industry Analysts. The jobless rate in protective service occupations was only 2.5% in the first quarter of 2008 — down from 3.7% in 2007, 3.4% in 2006 and 4.0% in 2005. The current 2.5% level of unemployment in protective services puts it on par with that in computer and math, which occupational category also scores a 2.5% unemployment.
So, does anyone know of any prospective 007s? MI6 is hiring.
