Comments on: A Succession Planning Exercise http://www.ere.net/2009/09/01/a-succession-planning-exercise/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 13 Feb 2012 23:47:03 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: nicholas garbis http://www.ere.net/2009/09/01/a-succession-planning-exercise/comment-page-1/#comment-14386 nicholas garbis Tue, 01 Sep 2009 17:43:57 +0000 http://www.ere.net/?p=9546#comment-14386 Hi John - I like the HC Readiness metric quite a bit. I think organizations should also be looking at other (traditional?) HC metrics for those employees who are in succession pools: turnover/retention rates, promo/transfer rates, engagement, etc. Another valuable view would be the sources/departments of the successor pool. Yesterday, I was consulting with a large medical device company, and this came up -- 'We need to know if our successors are 90% coming from Finance....and if that is a good or bad thing. We don't know that right now.' Nicholas Garbis, Sr. Consultant Infohrm - Global leader in Workforce Planning & Analytics www.infohrm.com Hi John –

I like the HC Readiness metric quite a bit. I think organizations should also be looking at other (traditional?) HC metrics for those employees who are in succession pools: turnover/retention rates, promo/transfer rates, engagement, etc.

Another valuable view would be the sources/departments of the successor pool. Yesterday, I was consulting with a large medical device company, and this came up — ‘We need to know if our successors are 90% coming from Finance….and if that is a good or bad thing. We don’t know that right now.’

Nicholas Garbis, Sr. Consultant
Infohrm – Global leader in Workforce Planning & Analytics
http://www.infohrm.com

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