Succession Planning as A Valuable Component of Strategic Workforce Planning
Roger Slater, Strategic Workforce Planning Program Manager, U.S. Department of Agriculture -Farm Service Agency
Roger Slater, Strategic Workforce Planning Program Manager, U.S. Department of Agriculture - Farm Service AgencySuccession planning is not only about the potential loss of people and knowledge, but the establishment of pipelines for long term sustainability. Some assume that succession planning is synonymous with workforce planning, but workforce planning is about anticipating the supply and demand for the workforce well into the future, on a global scale, and formulating strategies to ensure that the future workforce of an organization will be aligned to the business strategy. Succession planning, is a part of this, but not it in totality.
During this inside look of how an agency within the public sector uses workforce planning and succession planning together we will learn what questions to ask and what to include as part of a succession planning process strategy including: An audit of your talent pipeline, what type of knowledge is most important to include in a knowledge management process, what your skill and position gaps are/could be, what your risks to relationship loss are/could be, and what the stability of your funding is, and how that can impact your efforts.
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