Description
Book SynopsisThis timely guide explains how businesses can effectively integrate and coordinate career and succession planning programs to meet the personnel demands of the future.Drawing on their experience and expertise with workforce development, the authors of this book based its content on a single but important premise. With global economic instability, a slowdown in workforce growth, extraordinary competition for the best talent, and the rapid advance of technology, there is an immediate need to integrate career and succession planning programs. Explaining how to do just that, this practical, user-friendly guide is the first to link those critical business tools, showing readers how to prepare for tomorrowand the many years after.The book presents a systematic approach through which businesses can integrate and coordinate career planning and succession planning programs. Part One makes the business case for moving beyond segregated career and succession planning and shows why they must be in
Table of ContentsPreface Acknowledgments
Part I. Making the Business Case for Moving Beyond Career and Succession Planning: Why They Must Be Integrated ONE: Reflections on the Contemporary Business Scene: Why Career and Succession Planning Must Be Integrated TWO: An Approach to Integrating Career and Succession Planning Programs
Part II. Foundations for Integrating Career and Succession Planning THREE: Human Capital, Workforce Planning, and Learning and Development FOUR: Establishing an Infrastructure to Support the Integration of Career and Succession Planning FIVE: The Diverse Workforce: Generations at Work SIX: Competencies and Values: Keys to Successful Career Development and Succession Planning SEVEN: Assessment and Evaluation for Career Development and Succession Planning Programs EIGHT: The Role of Technology: Using Information Management to Enhance Career Planning and Succession Management
Part III. Strategies for Integrating Career and Succession Planning NINE: Coaching and Mentoring TEN: Self-Directed and Lifelong Learning ELEVEN: The Self-Assessment Approach: Finding Value in a New Methodology TWELVE: Emerging Leaders and Leadership Development THIRTEEN: Employee Engagement FOURTEEN: Skill Gaps and Other Approaches to Employee Responsibility and Organizational Response
Part IV. Addressing the Future Of Career Development and Succession Planning FIFTEEN: The Future of Career Development and Succession Planning SIXTEEN: Frequently Asked Questions and Their Answers
Appendixes Appendix 1. Pitching Transformation: How to Build a Business Case for HR and Talent Management Solutions Appendix 2. Lexicon of Workforce-Related Terms Appendix 3. 2011 National Survey of Working America Commissioned by the National Career Development Association (NCDA), Appendix 4. Characteristics of Four Generations That May Be Found in the Same Workplace Appendix 5. Coaching vs. Mentoring: 25 Ways They're Different Appendix 6. Introduction to Talent Development Reporting Principles (TDRp) Notes Index
