In light of demographic changes and changing perceptions about work and organizational loyalty, succession planning is at the forefront of human resource management issues today.
Traditional succession planning tends to focus on replacement charts and dealing with the domino effects of internal career management. Promotion systems and employee development measures (mainly geared towards management positions) are often put in place to prepare internal resources to progress within the organization. Where there is no identified suitable succession to managerial positions, staffing actions may be planned to bring in new talent.
This webinar proposes a process and the use of an innovative tool to quantify and identify the nature of real risks, and the level of priority associated with the need to mitigate these risks. Based on this systematic evaluation of real HR-related risks, a myriad of succession planning solutions can be identified and tailored to an organization’s specific needs. Furthermore, with this proposed approach, human resources planning and succession planning actually become synergetic exercises.
This is a 60-minute interactive presentation.
• Learn about an alternative to traditional succession planning, which allows you to conduct succession planning and HR planning simultaneously
• Explore ‘probability factors’ that are HR-relevant to your organization
• Explore ‘impact factors’ that are HR-relevant to your organization
• Learn how to implement a risk assessment process in your organization, in order to put into practice creative and effective strategies and solutions that are tailored to your organization’s needs.
Ms. Brosseau has over 20 years experience in counselling, coaching, training and education, and 12 years experience in the development and implementation of human resource management strategies and interventions, including in the areas of training, performance management, staffing, organizational development, competency-based HR management, and succession planning.
Mrs. Brosseau has worked extensively on succession planning strategies and initiatives at the House of Commons (Ottawa) from 2004 to 2008, first as Manager of Learning and Development, and then acting as Director of HR Strategies and Development.
Since 2008, she has been working as an independent consultant and directed her own firm of consultation services in the field of human resources management. As a consultant, Ms. Brosseau has been involved in HR and succession planning with federal government clients.
She has been teaching at the Université du Québec en Outaouais in the fields of industrial psychology, leadership and management since 2003, and at McGill University, in the areas of organizational behaviour, employee development, competency-based management, and staffing, since 2010.
Ms. Brosseau has a B.A. Specialized in Applied Social Sciences and a M.A. in Adult Education, a professional diploma in counselling and is currently pursuing a PhD degree in Applied Social Sciences, conducting multidisciplinary research in the fields of organizational psychology, sociology and human resources management and focusing on the effect of work and nonwork-related factors that affect employee retention and turnover.