Succession planning is the process of identifying and developing potential future leaders or senior managers, as well as individuals to fill other business-critical positions. Our new approach to succession planning in the knowledge economy should recognise three major categories of ‘succession’ – replacement; value enhancers and high potentials.

Talent strategies provide critical new knowledge for leaders throughout the organisation to make the evolutionary leap from narrowly focused administrators to strategic business partners. Leaders who understand and have the right skill set to master their team’s role in driving the business forward and at the same time, who can work in concert with managers at all levels of the organization such as HR professionals, Organisational Development Professionals, Personnel Managers, Line Managers, Heads of Departments, Directors, Vice Presidents, Key Executives, All the C-Levels (CEOs, CFOs, COOs) and anyone who is involved in Human Resource and Talent Management issues including planning, interviewing, recruiting and selection.

All need to understand the importance of talent and the foundational skills for strategic talent management. The global knowledge economy has changed the rules of competition and organizations now succeed on their abilities to innovate, adapt and execute. These are human attributes that can only be unlocked by leadership, systems and practices that engage and empower great talent.

• Learn how to develop a strategic workforce plan and apply them to your organisation
• Attract and acquire the right talent to meet your organisation’s needs
• Achieve competitive advantage by retaining and developing key talent in your organistion
• Benchmark your organisation’s processes against successful case studies of prominent organisations
• Understand how to build frameworks to assess the effectiveness of the strategy – measures and scorecards