17 Mar Global Mobility Specialists Need to Work Closely with Business Leaders
The tech sector has been hit hard by layoffs in the past few months, causing economic uncertainty for thousands of workers. Mark Stelzner of HR Executive says it’s time to view HR and global mobility specialists as strategic partners who work closely with business leaders in terms of aligning the organization’s human capital strategy with its overall business strategy.
This approach involves taking on a more consultative role, providing insights and expertise on workforce-related issues and helping to drive business performance through the effective management of people. For this to work, both business leaders and HRBPs must approach the working relationship with good intentions and a willingness to push each other. The key is to find a balance where each partner brings a unique and important perspective to the conversation.
- Identify skill gaps across the organization: To create a strong succession plan, it is important to identify any skill gaps that may exist within the organization. This includes understanding what skills and knowledge are necessary to succeed in various roles, and then assessing whether current employees possess those skills or not. By identifying skill gaps, organizations can prioritize training and development opportunities to fill those gaps and ensure a strong pipeline of potential successors.
- Do you have a role that doesn’t have a successor? It is important to identify any critical roles within the organization that do not have a clear successor in place. This can help organizations focus their succession planning efforts on those roles and identify potential successors who may need additional development and training to be ready to assume those roles in the future.
- Is the identified successor a match for multiple roles? When identifying potential successors, it is helpful to consider whether they have the skills and abilities to be successful in multiple roles within the organization. This can increase the flexibility of the succession plan and provide additional options for filling critical roles in the future.
- Assess successor readiness: It is important to assess the readiness of potential successors to ensure that they have the skills, knowledge, and experience necessary to succeed in the roles they may be called upon to fill. This can include evaluating their performance and growth goals, as well as their readiness for stretch projects and other opportunities that may help them develop the skills necessary to succeed in more senior roles.
- Connect with DEI goals: To ensure that the succession plan is aligned with the organization’s diversity, equity, and inclusion goals, it is important to consider whether the future talent pipeline includes individuals from diverse backgrounds and experiences. This can help ensure that the organization has a diverse and inclusive leadership team that can effectively lead and inspire a diverse workforce.
- Promote progression: The succession plan should be designed to promote progression and help individuals develop the skills and experience necessary to move into more senior roles within the organization. This can include identifying opportunities for training, development, and stretch assignments that can help individuals build the skills and experience necessary for success.
- Does it give you a view of the big picture and connect to business goals? The succession plan should be designed to align with the organization’s strategic goals and objectives, and provide a view of the big picture by identifying potential successors for key roles and assessing their readiness to assume those roles. This can help ensure that the organization has a strong pipeline of talent that is aligned with its strategic priorities.
- Is it shaped to optimize business continuity? The succession plan should be designed to ensure business continuity by identifying potential successors for critical roles and ensuring that they are prepared to assume those roles if necessary. This can help ensure that the organization can continue to operate effectively even in the event of unexpected turnover or other disruptions.
- Evolve continuously: The succession plan should be regularly reviewed and updated to ensure that it remains relevant and effective. This can include using a dashboard or other tool to track progress and identify any areas that may require additional attention or resources. Additionally, the plan should be ready for immediate implementation in the event that a key role unexpectedly becomes vacant.
Overall, a strong succession plan can help organizations ensure business continuity, promote progression, and develop a diverse and inclusive leadership team that is aligned with the organization’s strategic goals and objectives.
Implementing a solid succession plan is a crucial part of employee development and workplace culture. A good succession plan should identify and develop top talent by linking business planning to employee performance, development, and engagement. It can save time and money by promoting from within, reducing the need for costly outside hires and minimizing the risk of mis-hiring. The plan should be flexible and aligned with the organization’s future plans, with key successors identified and trained to succeed current leaders.
Succession planning should guide training and development, identify necessary skills for career progression, and connect development plans with potential role fits. By investing in employees, organizations can create an engaged workforce dedicated to the organization’s success, reducing employee turnover due to lack of career growth.
This plan will need to move from reactive maintenance to proactive action, using data from talent reviews, goal progress, and other performance and growth measures to make informed decisions. It should also be linked with other HR and business strategies, identifying skill gaps, assessing successor readiness, and promoting progression.