Talent Management

The most successfully run companies are those that have made long-term investments in their employees.  By investing time and money in developing talent internally, these companies have been able to seamlessly transition when critical talent retires or otherwise exits the organization.   A succession management strategy allows organizations to identify critical jobs, potential successors and skills gaps while providing employees with insight into available career options and the tools to plan and achieve their career goals.  The integrated approach optimizes the benefits for employees, management and the organization as a whole.

Succession plans that are tied to employee career plans are proven to improve morale and productivity.  Organizations that support career development by allowing employees to explore new opportunities within the organization and encouraging job mobility are more likely to have employees who actively participate in their career development.  Because these employees are more likely to seek opportunities within the organization, employee retention and overall satisfaction increases, while knowledge drain and loss of critical knowledge decreases.