Succession Planning: Why Promote From Outside When The Talent Is Inside?
This is a great article on something that is often overlooked by our employers. There is nothing more frustrating than to have your company bring in an outsider before giving someone internally a chance to progress up the career ladder. Kudos to whoever came up with this software and the concept of Succession Planning.
[ via InformationWeek ]
Why Promote From Outside When The Talent Is Inside? Aug. 16, 2005
Succession-planning software can help employers figure out who to promote and develop.
By Marianne Kolbasuk McGee
InformationWeek
When an employer needs to replace a key leader who's left the company, whether it's a CEO or a middle manager, oftentimes the hunt for a replacement candidate relies on the gut instincts and memories of other managers and executives to offer suggestions for possible successors from within the company.
Viable candidates within the company are sometimes overlooked because they're not as visible or because they lack some key skills that could have been developed along the way. That can prompt a company to search externally for a successor, even though solid talent might've been cultivated and promoted...
