Career Planning and Succession Management: Developing Your Organization's Talent

The Nile on eBay   Career Planning and Succession Management by Robert D. Jackson, William J. Rothwell, Cami L. Ressler, Maureen Connelly Jones, Meg Brower

This timely guide explains how businesses can effectively integrate and coordinate career and succession planning programs to meet the personnel demands of the future.

FORMATHardcover LANGUAGEEnglish CONDITIONBrand New Publisher Description

This 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 tomorrow—and 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 integrated. Part Two offers foundations for integration, while Part Three outlines the strategies that can make integration a reality. Part Four addresses the future of career development and succession planning. Other topics include the future of organizational infrastructure and the implications of a diverse workforce. Employee engagement and leadership development are also explored.

Author Biography

William J. Rothwell, PhD, SPHR, CPLP Fellow, is president of Rothwell & Associates, Inc., and Rothwell & Associates, LLC, and professor of workforce education and development at the University Park campus of Penn State University, University Park, PA.Robert D. Jackson, PhD, is director of development for The TEAM Approach®, a talent consulting organization in Lancaster, PA.Cami L. Ressler, MEd, is owner and founder of Career Mobility, LLC, a consulting and talent management organization.Maureen Connelly Jones, PhD, is a partner at Rothwell and Associates, LLC, and is on the faculty at Penn State University.

Table of Contents

PrefaceAcknowledgmentsPart I. Making the Business Case for Moving Beyond Career and Succession Planning: Why They Must Be IntegratedONE: Reflections on the Contemporary Business Scene: Why Career and Succession Planning Must Be IntegratedTWO: An Approach to Integrating Career and Succession Planning ProgramsPart II. Foundations for Integrating Career and Succession PlanningTHREE: Human Capital, Workforce Planning, and Learning and DevelopmentFOUR: Establishing an Infrastructure to Support the Integration of Career and Succession PlanningFIVE: The Diverse Workforce: Generations at WorkSIX: Competencies and Values: Keys to Successful Career Development and Succession PlanningSEVEN: Assessment and Evaluation for Career Development and Succession Planning ProgramsEIGHT: The Role of Technology: Using Information Management to Enhance Career Planning and Succession ManagementPart III. Strategies for Integrating Career and Succession PlanningNINE: Coaching and MentoringTEN: Self-Directed and Lifelong LearningELEVEN: The Self-Assessment Approach: Finding Value in a New MethodologyTWELVE: Emerging Leaders and Leadership DevelopmentTHIRTEEN: Employee EngagementFOURTEEN: Skill Gaps and Other Approaches to Employee Responsibility and Organizational ResponsePart IV. Addressing the Future Of Career Development and Succession PlanningFIFTEEN: The Future of Career Development and Succession PlanningSIXTEEN: Frequently Asked Questions and Their AnswersAppendixesAppendix 1. Pitching Transformation: How to Build a Business Case for HR and Talent Management SolutionsAppendix 2. Lexicon of Workforce-Related TermsAppendix 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 WorkplaceAppendix 5. Coaching vs. Mentoring: 25 Ways They're DifferentAppendix 6. Introduction to Talent Development Reporting Principles (TDRp)NotesIndex

Promotional

This timely guide explains how businesses can effectively integrate and coordinate career and succession planning programs to meet the personnel demands of the future.

Long Description

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 tomorrow--and 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 integrated. Part Two offers foundations for integration, while Part Three outlines the strategies that can make integration a reality. Part Four addresses the future of career development and succession planning. Other topics include the future of organizational infrastructure and the implications of a diverse workforce. Employee engagement and leadership development are also explored.

Promotional "Headline"

By 2020, the United States will face a shortage of five million workers.

Description for Reader

* Examines career development in a much broader manner than is traditionally the case by focusing on both the personal and professional development planning needs of employees * Demonstrates how employees who are given tools and organizational guidance necessary to plan their development will usually be more successful in meeting their career aspirations * Expands on the organization's role in establishing career development programs to answer the question of who is responsible-the organization, the employee, or both * Includes cutting-edge research by leading consulting firms such as BlessingWhite, Manpower Group, and DDI * Offers content that will be equally valuable to students, practitioners, and academicians

Details ISBN1440831661 Author Meg Brower Short Title CAREER PLANNING & SUCCESSION M Language English Edition 2nd ISBN-10 1440831661 ISBN-13 9781440831669 Media Book Format Hardcover Year 2015 Imprint Praeger Publishers Inc Place of Publication Westport Country of Publication United States Edited by Meg Brower Illustrations black & white illustrations Publication Date 2015-06-30 UK Release Date 2015-06-30 NZ Release Date 2015-06-30 US Release Date 2015-06-30 Audience Age 7-17 Pages 336 Publisher Bloomsbury Publishing Plc Edition Description 2nd edition Subtitle Developing Your Organization's Talent—for Today and Tomorrow DEWEY 658.301 Audience Tertiary & Higher Education AU Release Date 2015-06-29 We've got this

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