The role of leaders requires new and different skills and behaviors. Predict strong leaders with analytics and invest in their development.
- Conduct exit interviews
- Analyze, interpret, or report exit interview results
- Complete necessary paperwork/data entry for leaving employees
- Advise managers on the current and projected future state of the workforce
- Prepare workforce reports for management
- Develop and launch Talent Review and succession planning Program
- Identify future talent needs within the workforce
- Identify positions in need of successors
- Develop individual or position-specific development plans
- Oversee administration of employees moving as a result of a succession plan
- Design and develop a high-potential program
- Identify or assist managers to identify individuals for entry into the HiPO program.
Critical Roles List.
HR Actions Plan
HR Activity Calendar
HR Plan Implementation & Communication Plan
COMPLIANCE & REGULATIONS
Talent Review and 9 box allocation Reports.
Employee Development Plans
Talent Plan for HIPOs & HIPROs.
Itemized & progressive Talent & Plan for All Successors.
Quarterly meeting of Successors with Top Management & HR
- Customer contacted within 2 working days to determine requirements and timeframe.
- Remote and onsite support
- Respond to inquiries/Requests within 2Business Days.
- Immediate Action for urgent Request.
- Actions completed within policy requirements.
- Monthly Reports on agreed KPIs.
- Access to a dedicated point of contact when needed or to handle more complex operational HR issues to complement your in-house resource
- Access to a library of our HR document templates
- Phone & Email Support.
- As Agreed with Customer.