1. Plan Your Company's Future
Marilyn Hoare OCM Specialist

2. Planning Your Company’s Future: Career Development & Succession Planning
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3. Agenda Slide Introduction Career Development
Growing Leaders for Succession
Building a Succession Plan
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4. Introductions Name Company Role Deltek Talent User?
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5. Workforce Planning
Workforce planning is a core function of human resource management and it is related to the systematic identification and analysis of what an organization is going to need in terms of the size, type, experience, knowledge, and skills of its workforce to achieve its objectives.
Wikipedia
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6. Gaps – What do we mean? A skill gap is defined as:
a significant gap between an organization’s skill needs and the current capabilities of its workforce.
the point at which the organization can no longer grow or remain competitive because they don’t have the right skills to help drive business results and support the organization’s strategies and goals.
Definition by eSkill
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7. Telltale Signs Gap between supply & demand
Impacts of demographic shifts & external factors
New roles & competencies are needed in the workforce
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8. Impact of Gaps 60% have vacancies open for 12 weeks or longer
Companies > 50 employees, above 70%
Average HR manager incurs > $800,000 /yr from extended vacancies
45% say extended vacancies hurt productivity
4 in 10 say long-term vacancies increase voluntary turn-over
Turnover costs range from $4,000 /employee to 1.5 x employee’s salary
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9. Finding the Gaps Benchmarking
Ask how you will meet the demand for labor
Ask if you have the right people in the right jobs with the right skills
Determine what role within the organization has the most effect on success or failure
Perform Gap Analysis
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10. What is a Gap Analysis
A gap analysis is the process of determining the gap between current state and future state. 
Where are you now?
Where do you want to be?
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11. Talent Development: Gap Analysis
Compares competencies attained by the employee to those required of the job
Graphical & numerical representation
Links directly to build/add to a development plan
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12. Career Development
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13. Engagement Engagement is the extent to which :
Employees believe in what they do.
Commit to the organization.
Are willing to spend their best efforts to make the organization successful.
Engagement:
Is different than employee satisfaction because it has a behavioral component.
Means that employees are not just happy or satisfied, but are doing something to make the organization more successful.
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14. Why Invest in Career Development?
Most common reason people left & stayed with an organization
Career Development
1/3 of those say they left because of type of work
2 out 10 left due to lack of growth & development
$100,000 investment in retention
pays for itself if it prevents just 7 employees (with median salary) from leaving
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15. What About Women Triple Threat Underrepresentation Overrepresentation
Low levels in senior roles
Lack of Career Conversations
1 in 5 female leaders has ongoing conversation w/ her manager
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16. Regular Career Conversations Help
Of 4400 participants, ½ of which were women …
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17. Key Drivers Work-life Balance Performance Feedback
Training & Development
Collaborative Management
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18. Work-Life Balance Formalized tele-commute
Alternative work schedule programs
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19. Performance Feedback Offer an Employee Guide
Develop manager training courses
Explain role of both employee & mgr
Develop manager tools
Include tips to minimize negative reactions
Guidance on performance language
Checklist for effective review discussion
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20. Training & Development
Classroom training
Online training
Job shadowing
Detail assignments
Independent readings
Cohort group meetings
Task force assignments
Mentoring and Coaching
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21. Talent Development Recommend appropriate courses
Search Learning library
Virtual classes/e-learning
Instructor-led classes
Self-paced learning
Read & sign
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22. Development Plan Suggestions
Company created development activities.
Supports addition of company specific library of activities
Aids managers & employees in finding appropriate development items.
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23. Development Plan Library Resources
Recommend appropriate library resources
DVDs
Books
Etc.
Admin can manage inventory and track who has materials
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24. Training & Development
Executive Leadership Development
Subsequently be considered for senior exec positions
Entry to Midlevel Personnel
Develop participants’ competencies
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25. Development Plan Mentors
Recommend appropriate mentor
Choose from those already approved to be mentors
Higher proficiency rating
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26. Manage Mentoring Set goals Track messages Transaction log
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27. Consider Rotational Assignments
Benefits include:
Challenge of learning something new
Developing & enhancing skills, knowledge, & abilities
Adding diverse work experience to their resume
Increase employees’ job satisfaction
Broaden awareness of other organization functions
Strengthen employee-manager relationships
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28. Career Paths Collaborative between employee & manager
Find appropriate jobs with gap analysis
Choose “Purpose” of position
Build development plans based on gap analysis
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29. Career Development Survey Report
Insala's 2017 Career Development Survey Report
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30. Collaborative Management
Teach managers the skills needed to lead effective teams and motivate employees.
Include behaviors such as:
Coaching
Empowering
Having an interest in direct reports’ success
Being a good communicator
Performing technical skills
Demonstrating clear vision & strategy
Hold regular one-on-ones
Ask questions rather than dictate answers
Provide constructive feedback (balance negative & positive)
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31. Growing Leaders for Succession
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32. TD Mag – July, 2017 publication
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33. Permission to Fail
No growth if leaders have no support or permission to fail
Capitalizing on failure is powerful growth mechanism
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34. The Right Way to Fail Small failures Big failures Start with What if?
Why?
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35. © Deltek, Inc. All Rights Reserved.

36. Building a Succession Plan
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37. Keep an Open Mind Don’t disregard promising employees
Look for who best displays the skills needed
Regardless of current title
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38. 9 Box
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39. Successor Search
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40. Share the Vision Include potential managers
Share with Human Resources & Board of Directors
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41. Manager Nominations
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42. Plan Participants
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43. Feedback & Training Keep track of achievements
Offer mentoring & training
Not just technical acumen, also strong soft skills
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44. Performance Appraisal Achievements
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45. Successors Gap Analysis
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46. Successor Development Plans
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47. Do a Trial Run During a vacation Short rotation Job shadow
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48. Career Path Purpose
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49. Domino List Identify successors for key roles Note talent gaps
Recruiting efforts
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50. Domino List
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51. Org Chart
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52. Questions?
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