The Need for Technology Succession Planning

Most organizations do Leadership Succession Planning at some level of effectiveness. Very little has been written about the need for incorporating technology succession planning and while technology leadership is part of the standard succession planning model, little is done about succession planning and skills development for subject matter experts, their supporting teams and successive upgrades and new technologies. Teams …Read More

After Action Review, Post Mortem, Critique… all are terms used to describe an assessment of a project, event or activity after said project is completed.  Our experience is that the After Action Review process is an important continuous improvement tool especially for major transformative activities such as the implementation of new digital technologies (software systems, user tools, etc.), …Read More

There are multiple business and workforce trends occurring that are affecting every business, large and small, in every industry that will require senior leaders to rethink how they acquire, utilize and manage a workforce that consists of employees, temps and contractors.  The following trends have a greater impact on middle market companies. …Read More

Successful enterprises across the globe have leveraged on the vast experience, in-depth knowledge and understanding of a strategic planning consultant that is capable of working with senior leadership on strategic execution: been there, done that.  This effort is a cornerstone of gaining competitive advantage and thriving in highly competitive marketplaces. An effective strategic execution program facilitated by an experience strategic planning consultant helps …Read More

In the Group50’s series of Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. …Read More

In the previous Talent Management Blogs, we defined Talent Management as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. Hypothetically,we have created the job requirements, determined that we need someone to fill a role, recruited and hired a great new employee and provided the training required to be successful in their new role. So now your “new employee” isn’t so new (+6 months) and you want to ensure …Read More

In the previous Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. Hypothetically, we have created the job requirements, determined that we need someone to fill a role, recruited and hired a great new employee. We need to spend a bit more of the Company’s money to Welcome the new employee (On-boarding) and provide the proper skills and knowledge (Training and Development) to provide every opportunity …Read More

In the previous Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. Thus far, we have reviewed how to develop a set of skills and competencies to drive Job Descriptions, hiring criteria and Performance Management and we determined how many employees with the right skills and competencies were needed to deliver your business goals.

The focus of this blog is to develop …Read More

In the previous Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees and we reviewed how to develop a set of skills and competencies to drive Job Descriptions, hiring criteria and Performance Management. Wikipedia defines Workforce Planning as “a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.” In simple and direct terms… …Read More

In the previous blog article on Talent Management, we defined “Talent Management” as a set of integrated organizational Human Resource processes designed to attract, develop, motivate, and retain productive and engaged employees. The initial step in the overall Talent Management process is to determine the skills and competencies a person requires to be successful in a given role. Most organizations use “skills and competencies” interchangeably and define them as: the knowledge, expertise and aptitude to do something well; the …Read More