Talent Pipeline Planning: A Future-Oriented Approach to Employee Development

To learn more, we invite you to download and read the research report today:

HIGHLIGHTS FROM THE RESEARCH:

Who Manages Succession Planning Among the Participating Organizations?

This is one area around which there appears to be a broadly adopted practice. The HR department or Talent Management team dominates the parties responsible for succession planning among our survey participants.

What Are Your Top Priorities in Your Internal Talent Pipeline Development?

An extremely encouraging bit of data we see is the development activities participating organizations are currently using.

Building an Effective Internal Talent Pipeline Development Program Should Become a Strategic Imperative for Nearly Every Organization

• The talent you develop internally is less expensive to source, recruit and hire.
• You can help instill a strong sense of loyalty in employees who matriculate through an effective program. We are seeing indications in employee engagement and retention research that opportunities for professional development are extremely important, especially to Millennial employees.
• The time to reach full productivity in new roles is much shorter for people who already understand your organization. And if you've offered promoted employees special projects in the area to which they are promoted later, you make that "ramp up" even shorter.
• There is no question about the promoted employee's cultural fit. You know them, and they know you.