What 1s the Impact of the World Economy on your business? How Prepared were you for these changes?
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- Morgan Welch
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2 State of Affairs How has the Jamaican Workforce Evolved? What 1s the Impact of the World Economy on your business? How Prepared were you for these changes? Do you have A Clear Sense of Direction or are you just Floating Around?
3 The Answer: Strategic Interventions Taking Stock Of The Big Picture Approach Implementing Proactive Rather Than Reactive Strategies Setting Short, Medium & Long Range Planning
4 Succession Planning Does Matter! Process for identifying and developing internal personnel with the potential to fill key or critical organizational positions Ensures the availability of experienced and capable employees that are prepared to assume these roles as they become available Necessary part of an organization's ability to reduce risk, create a proven leadership model, smooth business continuity and improve staff morale Accelerates the transition of qualified employees from individual contributors to managers and leaders
5 Is Your Organization.. Preparing current employees to undertake key roles Developing talent and long term growth Improving workforce capabilities and overall performance
6 Is Your Organization.. Improving employee commitment and therefore retention Meeting the career development requirements of existing employees Committed to providing support to employees throughout their employment
7 Is Your Organization.. Encountering the increasing difficulty of recruiting key positions externally Focusing on leadership continuity and improved knowledge sharing Providing more effective monitoring and tracking of employee proficiency levels and skill gaps
8 4P s People, Performance, Productivity & Profitability Why should 3P s = 4P s? Profitability Performance
9 Organizational Synchrony INDIVIDUAL TENTACLE Career Planning Coaching Career, Life, Executive, Peer Merits & Incentives Mentorship Formal & Informal Training & Development Work/Life Balance ORGANIZATIONAL LEADERSHIP TENTACLE Commitment Culture & Climate Management Embrace Change & Technology Diversity Awareness & Tolerance Knowledge Management Organizational Development: Vision, Mission Goals & Core Values Organizational Healing Performance Assessment & Evaluations Performance Management Personnel Selection Strategic Planning Talent Management DEPARTMENT, DIVISION & TEAM TENTACLE Employee Development Leadership Development Legacy Strategies Management Development Skills Sharing & Transfer Team Development
10 The Jellyfish Tentacles Commit ment Culture & Climate Management Embrace Change & Technology Knowledge Management Training & Development Work/Life Balance Diversity Awareness & Tolerance Organizational Development: Vision, Mission Goals & Core Values Organizational Healing Merits & Incentives Mentorship Formal & Informal ORGANIZATIONAL HEART & SOUL Performance Management Personnel Selection Performance Assessment & Evaluations Coaching Career, Life, Executive, Peer Career Planning Strategic Planning Employee Development Leadership Development Legacy Strategies Management Development Skills Sharing & Transfer Team Develop ment Talent Management
11 The Jellyfish Approach The Jellyfish moves with clear purpose and intention Have you strategically positioned your people? Do you a have succession plan in place? Are you poised to become a High Performing Organization?
12 Critical Tentacles For Succession Planning y Organizational Leadership Tentacles y y y y y y Commitment Knowledge Management Personnel Selection Performance Assessments Strategic Planning Talent Management 2010 White Sand Consultants, Inc.
13 Critical Tentacles For Succession Planning Department, Division & Team Tentacles Employee Development Leadership Development Legacy Strategies Management Development Skills Sharing & Transfer
14 Critical Tentacles For Succession Planning Individual Tentacles Career Planning Coaching Career, Life, Executive, Peer Merit/Incentives Programs Mentorship (Formal/Informal) Training & Development
15 Questions to Ponder Who are the STARS in my organization? What programs do we have in place to Grow Our People? Who will Lead the company when key people leave or retire. What Traits must a person possess to be to take over the next higher position? What will we do to ensure that we Retain Talent?
16 Thank You! Claudia A. White, Ph.D. White Sand Consultants, Inc. Tel:
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