Succession and Strategic Planning for HR Leaders
HR Strategy Planning at the business level
What does your internal/external HR market look like? (Have you done a SWAT analysis?)
How much do you know about what your competitors are doing?
What does a best in class HR function at a comparably sized company look like?
What is important to your key stakeholders?
How do these interests align with the strengths and weaknesses of your current HR team?
What products and services are currently offering? How are they delivered? What % of these products and services are transactional? How much bandwidth do they require?
How closely does your organization tie HR identity to this transactional activity?
Changing the narrative and moving from transactional to strategic and why this change will be important to your key stakeholders
How the use of HR data is critical to driving the strategic conversation-tell me what happened, why it happened and what will happen next
The nexus between strategy and succession planning
The truth about business success and succession planning
The case for doing a better job about who steps up next
The impact on your HR budget and the relationship your company has with executive recruiting firms
How to begin the dialog around HR transformation
Leveraging compliance related activities to drive strategic conversations (Oregon Fair Pay Act)
Analyzing your staff and their abilities now and in the future
The importance of establishing performance management for everyone in HR
How to measure your success and the role of transparency in seeing what works or doesn’t
Isaac Dixon, PhD., SPHR, SHRM-SCP and Associate Vice President for Human Resources at Portland State University
Ike will share the key components of a successful succession planning process and the importance of strategic planning for HR and business leaders.