Developing and maintaining a leadership and talent pipeline makes the list of top concerns in executive surveys year after year. This report examines data from companies around the world to determine how well those organizations are identifying, assessing and developing succession planning programs. It also suggests action plans to help your company learn how to improve your talent management processes.
Succession Planning
Simple replacement planning. A process that indicates possible internal replacements for critical positions.
Developmental succession planning.
Talent pool planning.
Best practice organizations link succession planning with business strategy.
Succession planning process - Step by step GuideKeka HR
Do you know that only 1% of the companies admit that their succession planning process is outstanding? And more than 60% of the companies bluntly admit that their succession planning process is fair or even worse.
Continuous Learning and the Succession Planning Process - Webinar 10.09.13BizLibrary
For the webinar recording and follow-up information http://www.bizlibrary.com/bizblog/posts/2013/october/continuous-learning-and-the-succession-planning-process-webinar-10913.aspx
Succession Planning
Simple replacement planning. A process that indicates possible internal replacements for critical positions.
Developmental succession planning.
Talent pool planning.
Best practice organizations link succession planning with business strategy.
Succession planning process - Step by step GuideKeka HR
Do you know that only 1% of the companies admit that their succession planning process is outstanding? And more than 60% of the companies bluntly admit that their succession planning process is fair or even worse.
Continuous Learning and the Succession Planning Process - Webinar 10.09.13BizLibrary
For the webinar recording and follow-up information http://www.bizlibrary.com/bizblog/posts/2013/october/continuous-learning-and-the-succession-planning-process-webinar-10913.aspx
Create a path of success for the leaders in your organization. Learn best practices for creating a succession planning process to identify, develop and promote the high potential talent in your company.
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
A Perspective Shift: Succession PlanningScott Patchin
Succession planning is not easy, but the process is pretty simple. Approach the topic from what it is, what it is not, and the barriers to leaders doing it - then learn a practical way to get started. This is a keynote workshop that can be delivered to groups of 100 to 1000, and 50% of it is hands on using a tool that will increase the engagement of your people in the process. I also do a live, unrehearsed conversation of what a conversation looks like.
Investing in Leadership: Planning For Succession 8 29 08artsalliance
Every nonprofit arts organization will face a leadership transition one day. Are you prepared? Learn the key elements of planning for a successful leadership transition.
More about the Program:
Succession planning is critical and needs to be at the forefront of any organization that yearns to remain strong and viable in today's society. We will explore succession planning within the organization as we look at the roles of each employee, and determine how vacant and near vacant positions can be filled internally and from external avenues to ensure that the work flow continues.
More about the Presenter:
For fifteen years, Fitzgerald Washington has worked for The Buffalo Rock Company where he served as Corporate Marketing and Sales Director handling the company’s multicultural marketing initiatives before being promoted to General Sales Manager in 2002. As General Sales Manager, Washington was responsible for maximizing brand portfolio for the company’s retail sector. He also developed a hiring and retention process for the company’s Tuscaloosa distribution center. Washington’s experience also includes work in human resource management, marketing strategies, operations management and strategic development.
In 2013, Washington served as Chairman of the Chamber of Commerce of West Alabama, where he helped create the Minority Business Council to foster growth and competitiveness of minority-owned businesses in West Alabama. Other community involvement includes the Druid City Business League, Black Warrior Council Board, BB&T Bank Advisory Board, Board of Visitors for the University of Alabama College of Continuing Studies and DCH Health Systems Foundation Board of Directors.
Governor Bentley also appointed Washington to the Alabama Workforce Council.
Washington, his wife Peggy and two children Karla and Fitzgerald reside in Tuscaloosa.
Most companies have a process/roundtable during which senior managers makes decisions about end of year compensation and promotions. As a line manager, your role is to make recommendations on behalf of your team members. At the same time, other managers will be doing the same, so being prepared/convincing can make a big difference in the outcomes.
This deck can be used as a worksheet to help prepare for those roundtables.
Succession planning is a part of Human
resource planning for employee
development It is a strategy for identifying
and developing high potential workers for
future leaders.
White Paper: 10 Key Steps to Effective Succession Planning Halogen Software
This white paper provides a starting point to help decision-makers and HR practitioners alike contemplate the ins and outs of a practical succession planning program.
Webinar an objective succession planning processThe HR Observer
For other Informa Webinars: http://www.informa-mea.com/webinars
To view recording: https://youtu.be/__vRhlNAZtc or watch the video at end of the slide
Join us on this webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, to discuss, question and improve your succession planning process. A high level process map will be the focus of the webinar with Paul discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.
About the Presenter:
Paul Walsh is a professional Human Resources Trainer, Consultant and Practitioner with over 20 years’ experience in the GCC, MENA and Asia.
Create a path of success for the leaders in your organization. Learn best practices for creating a succession planning process to identify, develop and promote the high potential talent in your company.
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
A Perspective Shift: Succession PlanningScott Patchin
Succession planning is not easy, but the process is pretty simple. Approach the topic from what it is, what it is not, and the barriers to leaders doing it - then learn a practical way to get started. This is a keynote workshop that can be delivered to groups of 100 to 1000, and 50% of it is hands on using a tool that will increase the engagement of your people in the process. I also do a live, unrehearsed conversation of what a conversation looks like.
Investing in Leadership: Planning For Succession 8 29 08artsalliance
Every nonprofit arts organization will face a leadership transition one day. Are you prepared? Learn the key elements of planning for a successful leadership transition.
More about the Program:
Succession planning is critical and needs to be at the forefront of any organization that yearns to remain strong and viable in today's society. We will explore succession planning within the organization as we look at the roles of each employee, and determine how vacant and near vacant positions can be filled internally and from external avenues to ensure that the work flow continues.
More about the Presenter:
For fifteen years, Fitzgerald Washington has worked for The Buffalo Rock Company where he served as Corporate Marketing and Sales Director handling the company’s multicultural marketing initiatives before being promoted to General Sales Manager in 2002. As General Sales Manager, Washington was responsible for maximizing brand portfolio for the company’s retail sector. He also developed a hiring and retention process for the company’s Tuscaloosa distribution center. Washington’s experience also includes work in human resource management, marketing strategies, operations management and strategic development.
In 2013, Washington served as Chairman of the Chamber of Commerce of West Alabama, where he helped create the Minority Business Council to foster growth and competitiveness of minority-owned businesses in West Alabama. Other community involvement includes the Druid City Business League, Black Warrior Council Board, BB&T Bank Advisory Board, Board of Visitors for the University of Alabama College of Continuing Studies and DCH Health Systems Foundation Board of Directors.
Governor Bentley also appointed Washington to the Alabama Workforce Council.
Washington, his wife Peggy and two children Karla and Fitzgerald reside in Tuscaloosa.
Most companies have a process/roundtable during which senior managers makes decisions about end of year compensation and promotions. As a line manager, your role is to make recommendations on behalf of your team members. At the same time, other managers will be doing the same, so being prepared/convincing can make a big difference in the outcomes.
This deck can be used as a worksheet to help prepare for those roundtables.
Succession planning is a part of Human
resource planning for employee
development It is a strategy for identifying
and developing high potential workers for
future leaders.
White Paper: 10 Key Steps to Effective Succession Planning Halogen Software
This white paper provides a starting point to help decision-makers and HR practitioners alike contemplate the ins and outs of a practical succession planning program.
Webinar an objective succession planning processThe HR Observer
For other Informa Webinars: http://www.informa-mea.com/webinars
To view recording: https://youtu.be/__vRhlNAZtc or watch the video at end of the slide
Join us on this webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, to discuss, question and improve your succession planning process. A high level process map will be the focus of the webinar with Paul discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.
About the Presenter:
Paul Walsh is a professional Human Resources Trainer, Consultant and Practitioner with over 20 years’ experience in the GCC, MENA and Asia.
HUMAN RESOURCE MANAGEMENT- PERFORMANCE MANAGEMENTTrinity Dwarka
HUMAN RESOURCE MANAGEMENT- PERFORMANCE MANAGEMENT
DEFINITION
Features Of Performance Management
PERFORMANCE PLANNING
PERFORMANCE APPRAISAL
Objectives Of Performance Appraisal
Process Of Performance Appraisal
POTENTIAL APPRAISAL
Performance Appraisal Vs. Potential Appraisal
Barriers To Effective Performance Appraisal
Overcoming Barriers
Phoenix Strategic Performance for Arizona Technology Council: Human Capital Strategy As a Strategic Business Differentiator
www.phoenixstrategicperformance.com
This solution set will assist you in sifting through the mess and understanding the basics of performance appraisal, recognizing the various formal methods that are out there and determining what components you need to build a performance appraisal program that meets the goals of your organization.
The information in this report will provide:
•The benefits and challenges of performance appraisal methods, when to draw from them and how to overcome the limitations of rater biases.
•Advice on the contested use of forced ranking and 360-degree feedback.
•Short term activities that will get you started on effective performance appraisal practices.
Use this knowledge to prepare yourself in order to create an effective performance appraisal program.
Unlocking Potential- Empowering Leaders through our Dynamic Leadership Develo...AmanKumarSingh97
This article delves into the essence of a potent leadership development program, exploring its pivotal role in unlocking the untapped potential of aspiring leaders.
In today’s economic environment, identifying and attracting high-potential employees can give employers an edge on their competition and set up their organizations for future success. This white paper:
Provides background on high-potential talent.
Offers steps HR and talent management professionals can take to establish an effective high-potential talent identification program.
Identifies the competencies leading organizations are seeking in high-potential talent.
Discusses other factors HR and talent management professionals should consider when identifying high-potential talent.
These slides are from a session presented at the November 12-13 "Hacking Social Impact: Unconference" with a spotlight social entrepreneurship, impact investment. This session discussed assessing organizations capacity from the perspective of my work as a volunteer partner with Social Venture Partners Portland.
For more on the conference http://socialventuresociety.org/unconference/
18 warning signs you need to be a better manager... plus tips to improve!Halogen Software
Even the best managers are always looking for ways to improve (that’s what makes them great). No matter what your weaknesses are, we have tips – 18 of them – that will help you be your best.
Some of these managerial missteps may sound familiar:
- You constantly change your mind about project direction
- You say you keep an eye on things; your employees say you micromanage
- You're never wrong, no matter what happens
- You avoid dealing with employee issues until the situation gets out of hand
Check out this SlideShare, 18 Warning Signs You Need to be a Better Manager, and make it your year to shine as a manager.
Research identifies multirater feedback as a fundamental element in best practice performance management.
Yet even though 360 degree feedback and multirater assessments provide many benefits, most organizations don't use them widely.
This ebook presents some of the many documented benefits 360 degree or multirater feedback brings when included as part of your regular employee performance management practices, outlines some specific best practices for the implementation of multirater assessments, then shows you how to implement these using the Halogen TalentSpace™ suite.
Plan to Succeed: Building a strategic talent management planHalogen Software
Tim Mullligan, Chief Human Resource Officer of the San Diego Zoo discusses the importance of building a strategic talent management plan and how it has revolutionized the zoo’s culture, making the entire organization more accountable, focused and goal driven. Since implementing the system, the society has achieved a number of benefits including establishing greater employee motivation as well as employee accountability. The zoological society’s employees are now able to see a clear connection between the objectives that have been set for them and the overall objectives of the organization, which is driving stronger overall performance for the organization as a whole.
To help you make a business case for investing in employee engagement initiatives, we've pulled together statistics and best practices that demonstrate the high value of an engaged workforce.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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2. “The benefits of a successful program are
broad – from reduced time to fill critical
positions and reduced turnover costs, to cost
improvements in developing high-potentials
and enhanced competitive advantage.”
Dr. William J. Rothwell
President of Rothwell & Associates,
renowned Succession Planning author
4. Yet 21% of organizations have
no succession management of
any kind in place.*
By not addressing succession
planning, companies risk losing
top performers, endangering
business continuity plans and
hurting their bottom line.
* Bersin & Associates Succession Management Maturity Model®
Developing a talent pipeline and leadership readiness make
the list of top concerns in executive surveys from Harvard
Business Review, PWC, Deloitte and Gartner year after year.
Get the free report:
Download now
5. It’s too
costly and
complicated
We’re too
small to
need one
We have a
replacement
plan instead
We don’t
know where
to start Management
doesn’t think
it’ll work
Why companies put off succession planning
Get the free report:
Download now
6. The goal of the State of Succession
Planning Report:
to provide a big picture view of
the state of succession planning
programs as well as guidance
for improvement.
Get the free report:
Download now
7. The State of Succession Planning Report:
Measures four dimensions of succession planning programs:
Identification Assessment
Development Management
Assesses 600+ organizations worldwide
Compares succession planning strategies
with established best practices
Get the free report:
Download now
8. The results:
Organizations are not doing enough to identify and
develop talent to fill key positions.
Overall average
succession planning
intelligence score: 48%
48%
Based on a survey of
600+ organizations
Get the free report:
Download now
9. Dimension 1: identification
Identification of succession planning needs, linking
needs to goals, and linking goals to strategic vision
Average rating: 49% (FAIL)
Based on a survey of
600+ organizations
Get the free report:
Download now
10. • Confusion among senior leaders about intended results
and strategic goal alignment
• Outdated succession planning program
• Unclear profile of the ideal person for key role or
leadership position
• Ineffective or unmeasurable competency models
A low identification score may indicate:
Get the free report:
Download now
11. Using the identification elements to assess needs and
individual/department promotion potential
Average rating: 47% (FAIL)
Dimension 2: assessment
Based on a survey of
600+ organizations
Get the free report:
Download now
12. A low assessment score may indicate a need to:
• Strengthen or extend competency models as a
strategic foundation for talent management
• Leverage competency models to communicate
expectations, build organizational culture and
cultivate strengths
• Establish an objective means to assess an individual’s
promotion potential and readiness
Get the free report:
Download now
13. Working with individuals to shrink the development
gaps, and moving forward to help each area develop
talent pools
Average rating: 49% (FAIL)
Dimension 3: development
Based on a survey of
600+ organizations
Get the free report:
Download now
14. A low development score could signify a need to:
• Find out what motivates employees to develop their
skills and abilities
• Develop a plan for closing development gaps so people
are ready for promotion
• Create ways to hold people accountable for their
own development
• Establish a system to prepare high-potential employees
for future responsibility
Get the free report:
Download now
15. Actively keeping senior management, department-level
management, and individuals appraised of progress;
encouraging participation in succession planning
programming; and evaluating the program and responding
to needed changes
Average rating: 47% (FAIL)
Dimension 4: management
Based on a survey of
600+ organizations
Get the free report:
Download now
16. A low management dimension result may
indicate a need for:
• Ownership of the succession planning program by senior
leaders, not HR
• Communication of roles and responsibilities on a regular basis
• Accountability among managers to develop future talent
• Identification of potential talent and a process to gather and
aggregate that information
• Evaluation of your succession planning program against
measurable goals
Get the free report:
Download now
17. Your workforce is your organization’s only sustainable
competitive advantage and the most critical means to
achieve your company’s strategic goals.
You must take steps to hire,
retain and engage the best
employees you can.
strategy
goals
workforce
development
analysis
repeat
Get the free report:
Download now
18. How does your
organization
measure up?
Download the full report
Learn how to set up your organization
for #SuccessionPlanning success.
www.halogensoftware.com
Download now
I took the title of this slide out. Here is Tali’s feedback in case it helps in terms of graphics or tone for the slide: (Not addressing succession planning = fear, uncertainty, doubt) – In the Word document, I had included this more as a comment regarding what we were trying to portray within the slide. (i.e. The points on the slide were meant to inspire fear, uncertainty, and doubt among the readers.)
Note: this is from Evelyn’s webinar in the fall 2013
Please add the Rothwell & Associates logo on this slide to show that we worked with them
Could we visually break out the 4 dimensions, since they are key concepts and are referenced individually on later slides?
e.g. Something like this:
Measure four dimensions of succession planning programs:
(1) Identification (2) Assessment
(3) Development (4) Management