Many government agencies are still using pencil-and-paper-based performance management systems that simply no longer work. Learn how incorporating technology into your performance management can help.
Posts Tagged: succession planning
Agencies use performance management programs to inform employee decisions related to compensation, transfers, promotions and workforce cuts. But sometimes perceptions of the fairness of these programs can affect employee motivation. Learn how you can navigate in your agency.
Does a great employee show signs of wanting to leave? Don’t let your high potentials go that easy. Learn how you can identify flight risks and motivate future leaders to stay.
To foster the development of the agency’s leaders of tomorrow, agencies need to build action plans to grow leadership bench strength today.
The mission of your organization can only be accomplished by people with the knowledge, skills, and initiative to make things happen. Capturing and sharing even some of the basics can go a long way in equipping current and future employees to carry on your organization’s important work.
Succession planning is one of those critical tasks that organizations know they need to do. But few do it well — if at all. Here are some tips to help you plan for the workforce of the future.
This year’s presidential election is the ultimate example of succession planning. However, most government agencies and organizations won’t have their new boss selected by millions of voters, but rather a board of directors, HR professionals, and various stakeholders. So how exactly does succession planning work when the electoral college isn’t involved? What are some best… Read more »
To prepare new leaders and create a talent pipeline, agencies can take a strategic approach that begins long before leaders make their exit. A strong succession plan leverages reliable information about workers’ strengths, career ambitions and potential to prepare the next generation of leaders in anticipation of workforce changes.
The first four pitfalls have been covered. Now it’s time to share the last two, and most likely pitfalls of all … Pitfall No. 5: Running Out of Steam; and Pitfall lNo. 6: Planning for the Wrong Skill Sets Regarding Pitfall No. 5: It should not escape the astute reader that sharing these last two… Read more »
We’ve talked about the first three Pitfalls. Now it’s time to share a tough one… Pitfall No. 4: Translating Plans into Business Lingo. Workforce Planning is characterized by two components, the human side and the business side. We’ve talked a bit about the human side but it’s the business side that launches the Plan! Mark… Read more »