Talent Management & Succession Planning can be a complex endeavor if we aim to complete everything within one year.
This is because effectiveness of any roll-out is not dependent merely on HR capacity & capability, but also on the ;
Capability of managers
Commitment of leader
Perceived disruption to business operations.
Hence, it is always more important to break execution into smaller pieces based on business reality & stakeholder pain points.
That's why it's important to diagnose area of opportunities to prioritize execution based on level of impact to business & stakeholder appetite.
Then translating it into a 3+ years talent management roadmap which creates improvement progressively over a period of time.
This manages stakeholder expectation and more crucially, our own (HR) expectation, enabling a more focused execution that make talent management effective (rather than making it a tick the box execution) & relevant to stakeholders' pain point.
Keep an eye out for more articles on talent management roadmap:
Mastering Talent Management Strategy: A Roadmap to Organizational Excellence
Diagnosing Talent Management Gap (to be published)
Designing Strategic Intervention (to be published)
Delivering For Sustainability (to be published)
Ps : Picture is a recent session involving collaborative effort between HR & their key business leaders (with PeopleHive Consulting as facilitator) in prioritizing action to develop 3-year talent roadmap. Business involvement = commitment & buy-in to make talent management work.
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