SERVICES - SUCCESSION PLANNING

With over 30% of the workforce due to retire in the next 10-15 years, businesses need to identify successors for key roles. This means fewer employees are gaining the strategic skills needed for senior positions.

We assist you to achieve a number of objectives including:

Improved job filling for key positions through broader candidate search, and faster decisions
Active development of longer-term successors through ensuring their careers progress, and engineering the range of work experiences they need for the future
Auditing the “talent pool” of the organisation and thereby influencing resourcing and development strategies
Fostering a corporate culture through developing a group of people who are seen as a “corporate resource” and who share key skills, experiences and values seen as important to the future of the organisation.

Typical activities covered by Byrnes Freeman will include:

identifying possible successors
challenging and enriching succession plans through discussion of people and posts
agreeing job (or job group) successors and development plans for individuals
analysis of the gaps or surpluses revealed by the planning process
review, i.e. checking the actual pattern of job filling and whether planned individual development has taken place.

WHAT IS NEW

In November 2009, Byrnes Freeman was selected as an outstanding example of a Public Sector Consultancy organisation and recognised the difference we can make within a short period of time. As a result we were featured as a case study in the Guardian.

Our customers constantly feedback their surprise at our results driven philosophy, where we are able to deliver real benefits in real time in an incredibly cost-effective way.

2010 is gearing up to be a very busy and challenging year. We have a waiting list of clients and most notably the demand for our workshops and knowledge transfer events is high.

Please contact us today for further details.