Succession Planning in Libraries: Debbie Schacter Presentation
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Succession Planning in Libraries: Debbie Schacter Presentation

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These slides are from the session "Succession Planning in Libraries", hosted by the Social Science Division, Military Libraries Division, and Government Information Divisions at the Special Libraries ...

These slides are from the session "Succession Planning in Libraries", hosted by the Social Science Division, Military Libraries Division, and Government Information Divisions at the Special Libraries Association (SLA) meeting in Washington DC in June 2009.

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  • Retention: HR strategy for maintaining staff or reducing turnover… Talent Management: Identifying key positions and star individuals within an organization “the right people are positioned in the right places and utilized to the fullest potential for optimal success of the organization”.
  • Survey conducted of Fortune 1000 companies
  • High financial cost - direct and indirect costs The very Survival of the organization based on the talent in house Productivity losses & workflow interruptions Service quality Loss of expertise Loss of business opportunities Administrative problems Disruption of social & communication networks Job satisfaction declines for remaining organizations Image of the organization
  • How are employees fulfilled? What are the drivers for remaining with or departing an organization Motivating factors: lack of career opportunities; lack of authority; lack of challenge; lack of reward; lack of recognition or feedback
  • See Academy of Management Journal April 2008 - layoffs lead to large increase in voluntary turnover…
  • Survey long time employees to find out why they enjoy working at the organization; build on that

Transcript

  • 1. All About Succession Planning in Libraries Panel Discussion sponsored by
  • 2. Retention Strategies Debbie Schachter June 15, 2009 SLA 2009 Washington, D.C.
  • 3. What is Retention?
    • HR strategy
    • Retention vs. talent management
  • 4. Why Should We Care About Retention?
    • Financial implications
    • Competitive advantage
    • Long term impact on succession planning
    “ Human Capital is the Last Major Source of Competitive Advantage” Managing Talent Retention: An ROI Approach
  • 5. Why Should We Care About Retention?
    • HR as risk factor (E&Y survey*) reports:
      • HR issues in top 3 business risks most likely to occur
      • HR risk difficult to manage
      • Talent management & succession planning focus over next 3-5 years
    * 2008 Global human resources (HR) risk: from the danger zone to the value zone
  • 6. Why Should We Care About Retention?
    • Top 5 HR risk areas (Ernst & Young)
      • Talent management & succession planning
      • Ethics & tone at the top
      • Regulatory compliance
      • Pay & performance alignment
      • Employee training & development
  • 7. Why Should We Care About Retention?
    • Impact of Departures:
      • Cost of turnover
      • Organizational reputation
      • Loss of expertise
      • Loss of productivity
      • Quality of service/service disruptions
      • Workplace culture & network disruptions
  • 8. What Do Employees Want ?
    • Motivating factors for job satisfaction
      • Generational differences
      • Economic realities
    • Role of leadership
    • Role of organizational culture
    • Work/life balance
  • 9. Today’s Economic Challenges
    • Lack of money
    • Layoffs
    • Turnover rates after layoffs
    • Retaining employee engagement
  • 10. Role of Retention in Succession Planning
    • Retention creates the right environment…
    • Talent management actively…
      • Identifies stars
      • Identifies potential roles for stars
      • Develops career paths
      • Focuses on continuity
  • 11. Retention Strategies in Response to Economic Challenges
    • Communicate (including surveys)
    • Involve staff in problem solving
    • Effective performance management
    • Non-monetary benefits
    • Identify “stars” for future promotion/reward
  • 12. Examples of Retention Activities
    • Build on organizational strengths (survey)
    • Create improved “induction” processes
    • Focus on what is meaningful to workers at various career stages
  • 13. Expectations of Younger Workers
    • Ethics
    • Volunteer programs/ opportunities
    • Connection to organization’s mission & culture
    • New opportunities
  • 14. Induction
    • Induction processes…
      • Improve retention
      • Help develop connections with organization’s mission and culture
    • Methods:
      • One-on-one training
      • Tours
      • Mentoring/coaching
      • Personal development plans
  • 15. What Info Professionals Can Do
    • We can’t always influence personnel policies/practices
    • Focus on what we can do at the info centre level for our staff
    • Advocate or develop quality induction processes
    • Create individual career plans
  • 16. Thank You
    • Debbie Schachter
    • Director, Technology & Collection Management
    • Vancouver Public Library
    • [email_address]