The cost of replacing Key Talent, particularly those in C –suite roles, is assumed to be the equivalent of between six months and two years annual remuneration (if you are lucky). This is without mentioning the negative impact on business performance that results from a lack of formalised succession planning. Given that it takes most organisations an average
Employee engagement and retaining top talent are current topics that get frequent attention. Whilst organisations recognise the importance of keeping young and talented members in their business, there is another vital group that make up the modern day workforce which is constantly overlooked. This group includes the employees of an organisation that are nearing (or
The 19 October 2016 saw HR Professionals eagerly braving the Johannesburg weather for the opportunity to discuss the ever important concept of Succession Planning in an organisation. The day featured a talk by our guest speakers Nikki Morrison and Nicky Hurlimann, both of whom head departments within the Talent Management sphere at FNB. Guests were encouraged
Assessing the Health of your Succession Pipeline: How many of your General Managers are grown internally?
A key indicator of a healthy talent or leadership pipeline is the ability to promote General Managers from within the organisation. Having a consistent supply of senior managers who can take on the running of a business unit, division, region, country or function is critical to the sustainability of the business and the ability to