2021 pushed organizations to find an alignment between HR’s agenda and Business expectations. Those businesses that thrived in 2021 managed to build “Antifragility”.
Employer Branding for Challenging, Changing Times in APACCielo
The global talent landscape continues to evolve in response to COVID-19, and organisations need to pivot their strategies. From nationwide lockdown in India to the extension of ‘circuit breaker’ measures in Singapore and gradual opening of markets in China, employer brand communications need to align with the fast-changing needs of audiences now – but were you ready before this started?
In this webinar, Cielo experts will discuss the importance of employer branding and experience marketing from the perspective of current world events. Joining them will be James Williams, SEA Head of Talent Acquisition at Johnson & Johnson and Nikhilesh Mathur, APAC Head of Talent Acquisition at RELX Group, who will share their journeys and what they are considering next.
We will:
• Consider how traditional employer branding mostly focuses on the basic processes of talent engagement
• Demonstrate the need for agile organisations to implement new levels of engagement and change management for the rapidly digitising world of work
• Showcase how organisations can differentiate through experience marketing for success now and moving forward
Being timely, topical and using the appropriate tone are keys to success in employer branding. Join us as we talk through steps to strengthen and stabilize your employer brand during these uncertain times.
Hiring misfires can lead to a ripple of negative effects and damage morale, productivity and the bottom line. But while everybody agrees on the importance of quality, agreeing on the definition of quality isn’t always as easy.
View these slides to learn more about:
-The stakeholders accountable for quality of hire and the roles each plays in hiring and retaining great talent
-How to define quality of hire and what should and shouldn’t determine "good"
-Methods and tools for better measuring quality of hire – and what that means for assessing candidates
Find the Right Balance Between Recruitment Automation and PersonalizationCielo
Automation brings many benefits to the recruitment process (better candidate flow, reduced time-to-fill, etc.), but many organizations continue to lag in using automation in their own organizations.
View these slides to learn more about:
-Understanding what processes are ready for automation and which ones are not
-Methods to quantify the impact of automating recruiting processes
-What technologies are ready for prime time and which ones are still more hype
Creating the Vision for Next Generation Talent AcquisitionCielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
Fill Your Talent Pipeline: A Blended Approach to Candidate GenerationCielo
In talent acquisition, change is the new normal. Reaching today’s candidates requires going beyond traditional one-size-fits-all approaches that only use a single communications channel to target people who are actively looking for jobs.
New recruitment technology, a shifting economy where workers demand more flexibility, and more detailed metrics have made it necessary to step up our game when it comes to generating candidates. It requires leveraging parts of the business that give us more effective ways to reach people where they are and when they want. But having these tools isn’t enough. You need to know how best to use them.
View these slides to learn more about:
-Why a holistic approach to candidate generation is outpacing siloed functions
-Understanding how to measure candidate generation success beyond just the obvious metrics
-Hot trends such as programmatic advertising, crowdsourced sourcing and talent attraction
How To Attract & Retain High Potential EmployeesNicole Yean
What we'll look at:
- Re-looking at HiPo's definition
- Why are HiPo's important
- Major roadblocks with HiPo's
- Tools to help you identify and retain HiPo's
- Shifts in your HiPo program
- A revamp of traditional methods
Employer Branding for Challenging, Changing Times in APACCielo
The global talent landscape continues to evolve in response to COVID-19, and organisations need to pivot their strategies. From nationwide lockdown in India to the extension of ‘circuit breaker’ measures in Singapore and gradual opening of markets in China, employer brand communications need to align with the fast-changing needs of audiences now – but were you ready before this started?
In this webinar, Cielo experts will discuss the importance of employer branding and experience marketing from the perspective of current world events. Joining them will be James Williams, SEA Head of Talent Acquisition at Johnson & Johnson and Nikhilesh Mathur, APAC Head of Talent Acquisition at RELX Group, who will share their journeys and what they are considering next.
We will:
• Consider how traditional employer branding mostly focuses on the basic processes of talent engagement
• Demonstrate the need for agile organisations to implement new levels of engagement and change management for the rapidly digitising world of work
• Showcase how organisations can differentiate through experience marketing for success now and moving forward
Being timely, topical and using the appropriate tone are keys to success in employer branding. Join us as we talk through steps to strengthen and stabilize your employer brand during these uncertain times.
Hiring misfires can lead to a ripple of negative effects and damage morale, productivity and the bottom line. But while everybody agrees on the importance of quality, agreeing on the definition of quality isn’t always as easy.
View these slides to learn more about:
-The stakeholders accountable for quality of hire and the roles each plays in hiring and retaining great talent
-How to define quality of hire and what should and shouldn’t determine "good"
-Methods and tools for better measuring quality of hire – and what that means for assessing candidates
Find the Right Balance Between Recruitment Automation and PersonalizationCielo
Automation brings many benefits to the recruitment process (better candidate flow, reduced time-to-fill, etc.), but many organizations continue to lag in using automation in their own organizations.
View these slides to learn more about:
-Understanding what processes are ready for automation and which ones are not
-Methods to quantify the impact of automating recruiting processes
-What technologies are ready for prime time and which ones are still more hype
Creating the Vision for Next Generation Talent AcquisitionCielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
Fill Your Talent Pipeline: A Blended Approach to Candidate GenerationCielo
In talent acquisition, change is the new normal. Reaching today’s candidates requires going beyond traditional one-size-fits-all approaches that only use a single communications channel to target people who are actively looking for jobs.
New recruitment technology, a shifting economy where workers demand more flexibility, and more detailed metrics have made it necessary to step up our game when it comes to generating candidates. It requires leveraging parts of the business that give us more effective ways to reach people where they are and when they want. But having these tools isn’t enough. You need to know how best to use them.
View these slides to learn more about:
-Why a holistic approach to candidate generation is outpacing siloed functions
-Understanding how to measure candidate generation success beyond just the obvious metrics
-Hot trends such as programmatic advertising, crowdsourced sourcing and talent attraction
How To Attract & Retain High Potential EmployeesNicole Yean
What we'll look at:
- Re-looking at HiPo's definition
- Why are HiPo's important
- Major roadblocks with HiPo's
- Tools to help you identify and retain HiPo's
- Shifts in your HiPo program
- A revamp of traditional methods
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
Overcoming Global Talent Shifts with RPO 3.0 Cielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
This presentation will help you identify and articulate what RPO 3.0 offers for organizations in the Asia Pacific region and how to maximize its potential.
Eric Gellé, Vice President Sales Europe, SmartRecruiters
SmartRecruiters' modern enterprise talent acquisition platform is the generational successor to yesterday’s applicant tracking systems, allowing organizations to find, engage and hire the great talent they need to compete effectively in today’s economy. Atlassian, Ancestry.com, Equinox Fitness Clubs, Marc Jacobs, NBTY, Skechers, and Ubisoft are among the leading enterprises that have replaced their legacy systems with SmartRecruiters’ intuitive, powerful and complete solution.
Think Again: Changing Your Perspective on Today’s Talent MarketCielo
The pandemic, massive unemployment, unprecedented federal action and a new low-touch economy have forced the talent acquisition world to evolve at record speed. For talent acquisition leaders looking to create near-term plans while also preparing for the future, a deeper understanding of the hiring environment can help you manage risk and emerge stronger.
In this webinar, Greg Summers, Cielo President – North America, will lead a panel of experts to share insights and practical recommendations for how TA leaders can navigate four unique realities facing their hiring managers and organizations as they look to recover.
We will explore:
• Managing the pent-up attrition that could impact your workforce when uncertainty lessens
• Why high unemployment – and more talent in the market – doesn’t mean easier and cheaper recruiting
• How proactive communication to candidates about work flexibility, health and safety strengthens your employer brand
• Accelerating your Diversity & Inclusion actions and making racial justice a core promise in your EVP
Staying on top of changes in today’s talent market is more important than ever. Join us as we discuss what’s most important to act on now – and how to plan for what’s next.
These slides share the author's experience while leading multiple Captive R&D/ Technology organizations in India. Some of these contents are part of a business case study.
#FIRMday London 1st November 2018 - WilsonHCG: The evolution of the talent la...Emma Mirrington
If you don’t have the right talent acquisition strategy, 2019 could be one of your most challenging years. The rapid onset of new technologies and the increasing competition for talent is forcing organisations to re-engineer their approach to talent in order to be successful.
You need the right foundations in place to develop a robust talent acquisition strategy to attract, hire and retain great people while also preparing for future changes that could affect how to recruit, particularly in competitive markets.
Join Craig Sweeney, SVP of Client Solutions at WilsonHCG, as he discusses:
• The evolution of the talent landscape and what it means for workforce development and management in 2019
• How to use advanced analytical and intelligent technology to create a more efficient and expedited recruitment process
• Best practices for delivering an optimised candidate experience while remaining compliant
• Key takeaways and stories from global companies leading inventive talent pipelining strategies
Talent Management - Aligning Implementation with Your Organization’s NeedsCornerstone OnDemand
Patients are every healthcare organization’s main focus. HCR ManorCare knew that to provide the best patient care, they needed to start with their biggest resource: their people. They discuss their approach to implementing a talent management strategy in this recording.
It was an ever-changing process as they welcomed a new COO, faced adjustments in the organization’s strategy, and had to manage struggles with funding as reimbursement changes in healthcare occurred. Their approach focused on improved employee learning, succession planning for key positions, and linking performance management to training and succession.
In this viewcast, you will learn:
• How to link your Talent Management approach to your organization’s strategy
• Strategies for adjusting your approach due to internal and external issues that will occur during implementation
• The importance of doing a full organizational assessment prior to implementing a Talent Management strategy
View our webinar, “Unified Talent Management: How HCR ManorCare Made Their People The Priority,“ to learn some strategies around developing an people-focused talent management strategy.
With hiring volume increasing but recruiting teams shrinking, hiring success will mean intelligently speeding up your recruiting in 2017. Presented by Ideal and Xref, here are 5 tips to speed up your job postings, resume screening, candidate outreach, interviewing, and background checking. Learn more: http://bit.ly/2lKDu0y
WEBINAR: “The Employee Career Experience” with Anne FultonFuel50
Check out this insightful webinar by Fuel50 at http://go.fuel50.com/wece4
Our global career benchmarking research has shown that the employee career experience needs to be crafted with touch-points across the entire talent life-cycle — from attraction to your alumni strategy. Join Anne Fulton, Fuel50 founder and author of The Career Engagement Game, for research insights and stories around what best-in-class organizations are achieving with their employee experience.
RecruitiX - the Next-Gen Recruiting Solutions Agency (EN v08)Fabrizio Coerezza
WE USE DIGITAL MARKETING TECHNIQUES TO DISRUPT THE RECRUITMENT PROCESS
Therefore, we know exactly what is possible and how we can take your recruiting to the next level with innovative solutions!
We provide the following services:
- PROGRAMMATIC RECRUITING
- RECRUITING CHATBOT
- EMPLOYER BRANDING
- TALENT ATTRACTION
- EMPLOYEE ENGAGEMENT
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Shedding some light on the staunch HR leaders in the niche, Insights Success features some of the enthralling stories of the “Most Influential HR Leaders of – 2022.”
In this issue, Insights Success features enthralling stories of the bright HR leaders in its latest edition, ‘Most Influential HR Leaders of - 2022.
Read More: https://www.insightssuccess.in/most-influential-hr-leaders-of-2022-august2022/
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
Overcoming Global Talent Shifts with RPO 3.0 Cielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
This presentation will help you identify and articulate what RPO 3.0 offers for organizations in the Asia Pacific region and how to maximize its potential.
Eric Gellé, Vice President Sales Europe, SmartRecruiters
SmartRecruiters' modern enterprise talent acquisition platform is the generational successor to yesterday’s applicant tracking systems, allowing organizations to find, engage and hire the great talent they need to compete effectively in today’s economy. Atlassian, Ancestry.com, Equinox Fitness Clubs, Marc Jacobs, NBTY, Skechers, and Ubisoft are among the leading enterprises that have replaced their legacy systems with SmartRecruiters’ intuitive, powerful and complete solution.
Think Again: Changing Your Perspective on Today’s Talent MarketCielo
The pandemic, massive unemployment, unprecedented federal action and a new low-touch economy have forced the talent acquisition world to evolve at record speed. For talent acquisition leaders looking to create near-term plans while also preparing for the future, a deeper understanding of the hiring environment can help you manage risk and emerge stronger.
In this webinar, Greg Summers, Cielo President – North America, will lead a panel of experts to share insights and practical recommendations for how TA leaders can navigate four unique realities facing their hiring managers and organizations as they look to recover.
We will explore:
• Managing the pent-up attrition that could impact your workforce when uncertainty lessens
• Why high unemployment – and more talent in the market – doesn’t mean easier and cheaper recruiting
• How proactive communication to candidates about work flexibility, health and safety strengthens your employer brand
• Accelerating your Diversity & Inclusion actions and making racial justice a core promise in your EVP
Staying on top of changes in today’s talent market is more important than ever. Join us as we discuss what’s most important to act on now – and how to plan for what’s next.
These slides share the author's experience while leading multiple Captive R&D/ Technology organizations in India. Some of these contents are part of a business case study.
#FIRMday London 1st November 2018 - WilsonHCG: The evolution of the talent la...Emma Mirrington
If you don’t have the right talent acquisition strategy, 2019 could be one of your most challenging years. The rapid onset of new technologies and the increasing competition for talent is forcing organisations to re-engineer their approach to talent in order to be successful.
You need the right foundations in place to develop a robust talent acquisition strategy to attract, hire and retain great people while also preparing for future changes that could affect how to recruit, particularly in competitive markets.
Join Craig Sweeney, SVP of Client Solutions at WilsonHCG, as he discusses:
• The evolution of the talent landscape and what it means for workforce development and management in 2019
• How to use advanced analytical and intelligent technology to create a more efficient and expedited recruitment process
• Best practices for delivering an optimised candidate experience while remaining compliant
• Key takeaways and stories from global companies leading inventive talent pipelining strategies
Talent Management - Aligning Implementation with Your Organization’s NeedsCornerstone OnDemand
Patients are every healthcare organization’s main focus. HCR ManorCare knew that to provide the best patient care, they needed to start with their biggest resource: their people. They discuss their approach to implementing a talent management strategy in this recording.
It was an ever-changing process as they welcomed a new COO, faced adjustments in the organization’s strategy, and had to manage struggles with funding as reimbursement changes in healthcare occurred. Their approach focused on improved employee learning, succession planning for key positions, and linking performance management to training and succession.
In this viewcast, you will learn:
• How to link your Talent Management approach to your organization’s strategy
• Strategies for adjusting your approach due to internal and external issues that will occur during implementation
• The importance of doing a full organizational assessment prior to implementing a Talent Management strategy
View our webinar, “Unified Talent Management: How HCR ManorCare Made Their People The Priority,“ to learn some strategies around developing an people-focused talent management strategy.
With hiring volume increasing but recruiting teams shrinking, hiring success will mean intelligently speeding up your recruiting in 2017. Presented by Ideal and Xref, here are 5 tips to speed up your job postings, resume screening, candidate outreach, interviewing, and background checking. Learn more: http://bit.ly/2lKDu0y
WEBINAR: “The Employee Career Experience” with Anne FultonFuel50
Check out this insightful webinar by Fuel50 at http://go.fuel50.com/wece4
Our global career benchmarking research has shown that the employee career experience needs to be crafted with touch-points across the entire talent life-cycle — from attraction to your alumni strategy. Join Anne Fulton, Fuel50 founder and author of The Career Engagement Game, for research insights and stories around what best-in-class organizations are achieving with their employee experience.
RecruitiX - the Next-Gen Recruiting Solutions Agency (EN v08)Fabrizio Coerezza
WE USE DIGITAL MARKETING TECHNIQUES TO DISRUPT THE RECRUITMENT PROCESS
Therefore, we know exactly what is possible and how we can take your recruiting to the next level with innovative solutions!
We provide the following services:
- PROGRAMMATIC RECRUITING
- RECRUITING CHATBOT
- EMPLOYER BRANDING
- TALENT ATTRACTION
- EMPLOYEE ENGAGEMENT
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Shedding some light on the staunch HR leaders in the niche, Insights Success features some of the enthralling stories of the “Most Influential HR Leaders of – 2022.”
In this issue, Insights Success features enthralling stories of the bright HR leaders in its latest edition, ‘Most Influential HR Leaders of - 2022.
Read More: https://www.insightssuccess.in/most-influential-hr-leaders-of-2022-august2022/
Adding velocity and alignment to your leadership development efforts. Too much of leadership effort is about throwing seeds and hoping that a strong plant will grow. We dont need one plant. We need many plants
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
J.V.M.S is a management consulting firm that believes in utilizing the best industry practices for the development of world-class organizations that make the most of their resources, competency and skill force.
CEOs and HR leaders must be ready to meet the future and foster a workforce that’s agile, skilled and innovative. Culture and people are the key elements to help organizations truly thrive as they undergo digital transformation.
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Talent Development As A Journey: from Competencies to CapabilitiesSeta Wicaksana
Talent Development is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees.
dr Agata Dulnik - Supporting leadership effectiveness during times of rapid o...Certes
Wspieranie skuteczności liderów w czasach szybkiej zmiany organizacyjnej – studium przypadku
» Ludzka strona fuzji i przejęć
» Rozwój przywództwa w fuzjach i przejęciach
» Action Learning jako kluczowy komponent rozwiązania
Similar to Succession Planning for 2021 and Beyond (20)
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1. 1
ACCENDO
A m a z e E v e r y o n e
ACCENDO
A m a z e E v e r y o n e
1 Shape job architectures to enable agile career paths
2 Assess behaviours to prepare talent for a digital mindset
3 Guide talent for success in current and future roles
Succession Planning For 2021 and Beyond:
A Leadership Pipeline For The New Business Environment
19th January 2021
ACCENDO
A m a z e E v e r y o n e
2. 2
ACCENDO
A m a z e E v e r y o n e
With You Today
Sharma Lachu
CEO
Accendo
Ishita Bandyopadhyay
Director Human Capital Solutions
Aon
3. 3
ACCENDO
A m a z e E v e r y o n e
Let’s Talk About 2021
2021
HR’s current
state
Business
expectations
Finding Alignment Between HR Agenda and Business Expectations
• Finding a standardized
approach
• Building long term plans
• Operational excellence
• Building an agile structure
• Quicker reviews of strategy
• Antifragility
4. 4
ACCENDO
A m a z e E v e r y o n e
Antifragility in 2021
At Risk Resilient Antifragile
Purpose/St
rategy/Bus
iness
Model
Unaware of assumptions
our purpose, business
model, how we win,
depends on
Purpose/business model
crafted to survive
expected environmental
changes
• Purpose/business
model crafted to benefit
from expected
changes.
• Continuous questioning
viability
• Adapting
Culture/Se
nsing/Lear
ning
• Closed, hierarchical,
siloed culture
• Lack of diversity
• Listening to weak
signals
• Fast information
diffusion
• Sense making
• Diverse workforce
• Externally collaborative
• Ecosystem learning
• Learn through teaching
5. 5
ACCENDO
A m a z e E v e r y o n e
Achieving Great Succession Planning in 2021
Who are the people we’ll need What are the processes we’ll need
6. 6
ACCENDO
A m a z e E v e r y o n e
The Changing Role of Leadership
Increased business complexity
Faster product innovation cycles, Omni-
channel business and ever-growing eco-
system of partner companies
Constant change
Digitalisation enables faster decision-
making and execution
Technological advancements
Rapid development within IT and
innovation technology
Good leaders are able to simplify all three for their employees.
They encourage their employees to harness technology and subsequently create a competitive advantage.
Good leaders are able to innovate and collaborate in new ways and are humble enough to move into a role of
a facilitator. They act as agents of change - sparking a multiplying effect across their areas of responsibility.
7. 7
ACCENDO
A m a z e E v e r y o n e
Leadership in the Digital World
Leadership for digital transformation
Many organizations are struggling with their digital
transformation journeys, caused by the lack of digital, but
also leadership capabilities.
Only
35%
say they have the leadership capabilities
required for digital transformation
The most digitally mature companies are
4x
as likely to be developing needed digital leaders
than the least digitally mature companies
Developing the right leaders
It is important to develop – not just have – digital leaders.
The most digitally mature companies still report needing new
leaders, but they are also taking steps to develop them.
8. 8
ACCENDO
A m a z e E v e r y o n e
Digital Leader Model
Agile Mindset
Leading Change
Driving Business
o Learnability
o Agility
o Curiosity
o Drive to Lead
o Championing Collaboration
o Humility
o Empowerment
o Handling Data
o Strategic Solutioning
o Business Acumen
o Digital Communication
o Mental Endurance
9. 9
ACCENDO
A m a z e E v e r y o n e
Digital Leader Model: 3 Pillars
Agile
Mindset
Leading
Change
Driving
Business
Agile Mindset is about being open-minded and learning-oriented, willing to reflect own strengths
and weaknesses, intellectually curious and displaying positive attitude towards change and
development.
Driving Business is about global networking, identifying and developing business opportunities,
generating solutions and taking calculated risks, and ultimately driving business success. It is also
about integrity, reliability and resilience which are needed to handle pressure and continuous
regulatory changes.
Leading Change is about showing interest in leadership in a volatile work environment, promoting
and inspiring collaboration, empowering team members to embrace change and drive their self-
development, being self-aware and willing to move into a role of a humble facilitator.
10. 10
ACCENDO
A m a z e E v e r y o n e
Organisation
structure
Hierarchical
business functions
Projects, squads,
shared service
Teams
and projects
Teams formed
over time
Teams form and
dissolve quickly
Flexibility
and space
People assigned jobs
by managers
People sought out
based on skills
Jobs
and roles
Job descriptions,
job levels and titles
Assignment, tasks,
expert roles
Careers
Jobs are ‘owned’
by the managers
Jobs open in
transparent
marketspace
Managers
Managers ‘own’
teams & career paths
Managers
manage projects,
sponsor people
Rewards
Basis level,
tenure, experience
Basis outcomes,
reputation,
sponsorship
Culture
Inclusion,
sustainability, diversity
Citizenship,
collective thinking,
shared values
Agile Organizations: New Relationships
As job architectures evolve around Craftsmen, there is downstream impact on team structures and processes. Structures become
project-based, teams form and dissolve quickly, and jobs are linked to projects and assignments.
Designing
Future Jobs
From To From
11. 11
ACCENDO
A m a z e E v e r y o n e
Talent Fitment with Evolving Jobs
35%
Problem Solving
Degree of complexity and
judgement required
28%
Knowledge
Level of knowledge,
and how it’s applied
17%
Interaction
Level of communication
and cultural complexity
11%
Accountability
Financial scope and
breadth of the role
9%
Impact
Geographic span and
time horizon
Key factors for role impact and talent mobility
Uncovering new
career paths
Traits assessed currently for digital readiness
22%
39%
69%
63%
Agility:
flexibility adapting to
changing situations
Curiosity:
being curious and open
to change and novelty
Learnability:
seeking continual
self-improvement
All three:
Learnability, Agility
and Curiosity
Source: Aon, n=663
Source: Aon, n=663
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Case study:
Building an agile workforce at a worldwide investment bank
“So now talent leaders know
what the development
priorities are at different parts
of the organization. They
know which people need
additional support and
resources to become more
agile”
Helping Employees fit into Agile
Job Roles
• Fast-paced financial environment
• Swiftly adapt to consumer expectations
• Shift to a nimble model, rapid iterations
• Connect code to business results
Building a Strategic Development Center
Agile Project
Managers
Scrum
Masters
Area Team
Leaders
Project
Owners
Uncovering new
career paths
Demonstrate the commitment in investing in
people throughout the transformation
Communication
Challenge
Custom development report, as well as follow-up
courses to help develop their skill sets
Strengths and
Weaknesses
92% of participants took training actions,
significantly increase readiness for agile roles
Capabilities
Development
Behavioral
styles survey
agileChat Coach and
employee
interview
Coach,
manager and
employee
feedback
session
Ongoing
manager and
employee
dialogue
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15%
19%
31%
47%
0% 20% 40%
First-time managers
All candidates
All employees
Key talent
Source: Aon, n=663
Key Talent Segments
`Current Assessment Focus for Digital Readiness
Guiding talent
for success
First-time managers are often first ones to be impacted, a greater emphasis on measuring their readiness is critical.
Characteristics of ‘Digital Leaders’
Leading Change
Driving Business
Agile Mindset
o Learnability
o Agility
o Curiosity
o Drive to Lead
o Championing Collaboration
o Humility
o Empowerment
o Handling Data
o Strategic Solutioning
o Business Acumen
o Digital Communication
o Mental Endurance
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Learning Culture
Self-paced learning with a strong learning culture helps to acquire new skills
and behaviours seamlessly
29%
43%
52%
57%
64%
0% 20% 40% 60% 80%
Group learning journeys
Self paced learning
Link new roles to individual aspirations
Mentor for increased effectiveness
Clear development plans
Source: Aon, n=663
Future Jobs Finder is freely accessible via futurejobsfinder.vodafone.com
Approaches to support talent during transformation
Case study
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Achieving Great Succession Planning in 2021
Who are the people we’ll need What are the processes we’ll need
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Stepping Outside HR for a View
To get some perspective on how HR should be thinking about Succession Planning, we can look to an industry
where Talent Strategies are.. Talked about 5 x more, Budgets are 10 x more, and Results Yield are 20 x more
Why Sports?
• Constant player succession data collection, despite once
a year transfer window
• Hyper-personalized training upon selection
• The Talent Pooling Model, ensuring succession ease for
players and managers
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Understand Your Talent Risk in 2021
See if your organization is facing the same
talent risk as most businesses in the market
1. Build a catalog of top potential talent risks that
seem more likely to affect the business based
on characteristics of the business
2. HR leaders should conduct a rigorous, formal
evaluation to determine which risks are most
likely to occur and to impact the execution of
future business strategy
3. HR must then formulate an effective risk
mitigation plan to be communicated to
shareholders to anticipate rather than react
4. Stress testing these mitigation plans leads to an
antifragile organization
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Changes in 2021 That Will Impact Succession Planning.. Drastically
Transforming
jobs & success
profiles
Evolving
work policies &
practices
Shortening
skill shelf life
Based on research by Gartner, McKinsey, Accenture and Deloitte
While technology further impacts
jobs, all jobs will be bucketed into
3 areas ; Extinct, Augmented,
Created
Pandemic driven work styles
have had a paradoxical effect
on talent – talent identification
is harder due to lack of
performance visibility, yet talent
availability is easier due to
global availability
Innovation will make skills
obsolete faster, leaving
organizations who thrived
on “specialist for life” in a
vulnerable place
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Key Processes You Need in Succession Planning for 2021 and Beyond
Companies that had a solid succession plan in place experienced better business continuity through the
pandemic compared to those that didn’t.
Fluid
Succession Planning
24/7
Talent Availability
Future-looking
Career Pathing
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• Succession planning is no longer a one time static practice and needs to be looked at as a living
process – its continuous and learns to get better
• HR teams have to get better at harnessing data in order to build a resilient organization. HR systems
today 3-5 years behind CRM
• Leveraging on this process also helps build diversity in thought and leadership. According to Gartner,
88% of D&I leaders identified promotions and/or succession as one of the talent processes most
susceptible to bias
Fluid Succession Planning
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24/7 Talent Availability
• HR teams have to consider developing their own internal talent marketplace. This is no longer an if
question, but a when question. This internal talent marketplace will:
Maximize internal recruitment
Reduce external recruitment cost
Optimize talent utilization
Reduce attrition
• This will allow a connect between talent buyers and talent sellers which means companies can create
jobs and fill them almost instantly
• Projects can also be launched in tremendous scale because employees become a resource of the
company not of the function
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Future Looking Career Pathing
• In 2020, we put the accountability of work in the employee’s hands, now in 2021 its time to put the
accountability of careers there. HR then serves as the organizations vehicle to drive employees along
their career paths
• HR Teams should implement career paths to boost employee engagement. However just saying with
engagement, productivity rises, and profitability soon follows isnt enough, it must now be quantified.
• Some organizations “can precisely identify the value of a 0.1% increase in engagement among
employees in a particular store.” Take the example of Best Buy, where a 0.1% increase in engagement
results in over $ 100,000 in annual operating income per store
• The rise of Career Nomads - high-performing talented pros who have no qualms switching jobs,
organizations and even careers
• Talent is expensive to replace, so organizations are increasingly aiming to keep these nomads happy by
laying out career paths
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Winning the Change with Process Innovation
Transforming
jobs & success profiles
Evolving
work policies &
practices
Shorter
skill shelf
life
Fluid
Succession Planning
24/7
Talent Availability
Future-looking
Career Pathing
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Food For Thought
We cant outsource our moral
responsibility despite technology being
the forefront of work
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Question & Answer Session
Sharma Lachu
CEO
Accendo
Ishita Bandyopadhyay
Director Human Capital Solutions
Aon