Make sure that your organization develops and implements strategies to attract and maintain a highly skilled, diverse,and engaged workforce; recruiting, selecting, and developing talent; supporting mentorship, workforce development, and Succession Planning; and leveraging the capabilities of new and existing talent.

More Uses of the Succession Planning Toolkit:

  • Warrant that your organization leads the talent and performance management of reporting staff, while identifying and developing top potential individuals who can fill the Succession Planning needs of your organization in the future.
  • Be the custodian of your development program materials and intellectual capital; create content, developing new facilitator and participant materials, update and tailor content for specific client groups, and enable your leaders to deliver your programs successfully as appropriate.
  • Audit: frequent change and/or interruptions, responding to highly stressful situations requiring immediate action, independent judgment, and superior problem solving abilities.
  • Confirm your organization develops and ensures enterprise IT Architecture standards, guidelines, policies, and procedures for infrastructure, data interchange, and common applications are used in conjunction with the overall enterprise architecture strategy and target IT Architecture.
  • Drive and continuously improve the annual organizational, talent, performance, and Succession Planning processes, with an emphasis on building an internal bench, strength, and a high performance culture.
  • Maintain the safe and secure storage and handling of organization and employee data, property and confidential information in accordance with TAI policies and procedures.
  • Develop and maintain organizational, system and process knowledge and skills to effectively manage multiple processes, systems and projects simultaneously.
  • Direct: critical thinking using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  • Provide consultative support and coaching to people managers and business leaders in the areas of employee relations, organizational structure, Succession Planning, employee engagement, performance management, policy application, policy interpretation, and workforce planning.
  • Collaborate with other functional leaders in leading organizational initiatives, strategic planning, and ensuring alignment with core values, vision, mission and the strategic plan.
  • Secure that your organization develops a high performing team by increasing the high potential employee mix, ensuring solid Succession Planning, and maintaining long term organizational strategic designs.
  • Administer and process all team contracts and purchase orders efficiently; quickly get up to speed on related systems and processes to serve as a specialist.
  • Ensure you arrange; lead and develop foundational talent management processes of performance management, talent development, Succession Planning, leadership continuity, high potential identification and development.
  • Ensure regulatory compliance with legal requirements pertinent to the day to day management of employees; collaborate with the legal department when necessary.
  • Develop and coach direct reports and team members by setting clear goals and providing constructive feedback and supporting growth and learning opportunities.
  • Ensure your organization leads the development of learning tools and programs to support strategic Human Resources initiatives as Succession Planning, Individual Development Plans, Performance Management, etc.
  • Make sure that your organization leads and facilitates conversations with business unit leaders considering the performance and potential of future leaders in organization (calibration and Succession Planning).
  • Audit: compensation and benefits recommend and implement compensation and benefits strategies that are competitive, fair, and equitable across your organization.
  • Ensure solutions are based on prioritized strategic business needs and reflect leading edge thinking and proven effective practices in the industry.
  • Identify and implement process, people and system changes to the operations support function, in collaboration with organization sites and network teams.
  • Drive, influence and implement human resource strategies that support the growth of the business while ensuring employee engagement and management effectiveness.
  • Manage risk promoting a culture of safety and demonstrating a commitment to employee and guest through organization and property safety programs and initiatives.
  • Manage employee data accuracy by ensuring that the initial and employee changes are setup accurately, tracking employee changes across applications, and monitoring ongoing data accuracy.
  • Ensure you organize; lead software development efforts by driving architecture selection, software design, execution and operations to build out architectures that are resilient to change.
  • Ensure you bolster; lead key initiatives and provide solutions for employee relations, organization development, performance management, workforce planning and talent acquisition, development and Succession Planning.

 

Categories: Articles