Succession planning has emerged as an important issue as the world’s population ages under the dual impact of falling birth rates globally and improved healthcare. Neither is it easy to assume that young people will occupy traditional entry-level positions nor is it easy to fill positions from outside as other organizations scramble to make up for years of downsizing and cost-cutting. Succession planning can be systematic and can be effectively implemented, but that requires knowledgeable leaders, who are committed to developing their people. This webinar will define succession planning, distinguish it from such related topics as talent management and workforce planning, describe a conceptual model to guide implementation, and summarize key trends and new thinking in succession planning.
Here are the main reasons to participate:
1. Ensure Business Continuity and Stability
2. Identify and Develop Future Leaders
3. Retain Institutional Knowledge
4. Align Succession Planning with Strategic Goals
5. Enhance Employee Engagement and Retention
6. Improve Diversity and Inclusion in Leadership
7. Gain Insights into Legal and Compliance Considerations
Here are the main reasons to participate:
1. Ensure Business Continuity and Stability
2. Identify and Develop Future Leaders
3. Retain Institutional Knowledge
4. Align Succession Planning with Strategic Goals
5. Enhance Employee Engagement and Retention
6. Improve Diversity and Inclusion in Leadership
7. Gain Insights into Legal and Compliance Considerations
William J. Rothwell
William J. Rothwell, PhD, DBA, SPHR, SHRM-SCP, CPTD Fellow, RODC, FLMI is a Distinguished Professor in theWorkforce Education and Development program in the Department of Learning and Performance Systems at thePennsylvania State University, University Park campus.Work ExperienceDr. Rothwell worked full-time in human resources, training and Organization Development in both government (Illinois Office of Auditor General) and in a multinational company (American Brands, #48 on the Fortune 500 list) from 1979 until he joined Penn State University as a professor to head up a graduate program in Human Resource Development/Organization Development He has been a consultant for …
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