Empowering, supporting, and connecting: a modern framework for driving performance management success.

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With the great resignation looming in the background many are shifting focus to recruitment. While this may be essential, it is important to understand the impact succession and career development plans can have on employee retention and engagement. Enabling succession and development plans can mitigate the risks of employee loss and equip your organization to understand bench strength and prepare for the future.

Participants of this webcast will learn about:

The business impacts of succession and development plans for your organization
What succession plans look like from a leadership perspective
What development plans look like for all employees
What HR needs to do to advance your S & D plan
A short walkthrough of SuccessFactors software designed for Succession and Development planning

Presenters

Lesley Dalzell

Senior HR Consultant, (PROSCI Certified)

HR Strategies Consulting

Lesley’s background in human resources spans over a career of 18 years and a variety of different industries such as postproduction, retail, high tech, telecommunications, biotech and clean tech. A big proponent of developing talent throughout an organization from employee to senior leadership, Lesley works with clients to develop and customize HR programs surrounding performance management, compensation, talent acquisition, employee engagement and retention that reflect an organization’s values and culture. Lesley is a Certified Human Resources Professional (CHRP) through the Human Resources Professionals Association, as well as a Certified PROSCI Change Practitioner.

Dan Whitmarsh

Solutions Engineer

HR Strategies Consulting

Dan Whitmarsh has over 20 years’ experience working with hundreds of clients to help them achieve positive business outcomes through employee engagement initiatives, talent management process re-engineering, and adoption of HR technologies. It is at the intersection of these three foundations that successful organizations are seeing significant impact and the greatest opportunity to move their organizations forward into the digital era.

Ready to re-imagine and transform your HR?

As someone who had no idea what they were getting into, never completed an implementation and had very little experience in Performance Management programs, [your consultant] has been patient, supportive and provided guidance on best practices. I know I most certainly email too much, he probably dreads when emails from me come in, but, I can always count on him. […] You have made this process not as scary.

HR Manager, Automotive Industry Client

[Our HRSC consultant] showed me a great shortcut that made this and future one item assignments SUPER EASY! Also a super kind and easy person to work with!

HRIS Specialist, Canadian Airport

Over the last few weeks we have gotten to engage with some pretty awesome people at HRSC. [Including] a wonderful project manager to work with. [Your team] absolutely blew our mind with insights and information. Thank you for the partnership and helping to find us some great resources to work with.

Managing Director, Canadian Financial Institution

[Our HRSC consultant] showed me a great shortcut that made this and future one item assignments SUPER EASY! Also a super kind and easy person to work with!

Sr. People & Culture Business Partner, Agriculture Technology Provider

We chose HRSC because they just ‘get’ HR. Unlike other vendors who solely focused on technology, they understood the intricacies of HR processes. It was reassuring to work with a partner who had a deep understanding of both technology and HR Operations.

CHRO, Medical Center

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