Ohio unemployment

 Organizations today are facing several challenges and talent management is one of the greatest. According to a poll conducted by OI Partners, Inc., the number one challenge facing the HR profession is leadership development and succession planning. Attracting, developing, and retaining quality talent is more costly and has a greater impact on the Ohio unemployment bottom-line than ever before. Retiring baby-boomers, the expectations of Gen X and Gen Y employees, and the new definition of “long-term” employment add up to a drastic shift in the way organizations are managing their talent.


One effective way to overcome these challenges is to implement a succession planning initiative. This proactive approach to ensuring future leadership talent offers many benefits. Studies have shown that organizations with succession planning programs have a higher retention rate of human capital and a reduction in recruitment and Ohio unemployment compensation costs.


Succession planning has to be more than matching employees with forecasted vacancies. Consideration must be made for the future direction of the organization as well as the direction of the employees intended career path. This ensures that the employee is engaged in the process, committed to the organization, and has a vested interest in Ohio unemployment benefits success.


Obstacles to Implementing a Succession Plan


While there are numerous benefits to succession planning, there are also challenges such as limited resources and expertise within the company. Without the assistance of external consultants and coaches, implementing a succession planning initiative can drain an organization’s Ohio unemployment resources. The most effective programs capitalize on the talent available throughout the company during the implementation phase, however, companies often lack the resources needed for ongoing management. In addition, utilizing external resources provides expertise in succession planning and offers an objective perspective.


Coaching as a Resource


Executive Career Coaching can provide Ohio unemployment assistance with career management and employee development at the individual level. Using individual coaching and assessments, the coach will guide the employees through the selection of the career path within the organization that best matches their interests and abilities. Once a career path has been chosen, the coach will help the employee prepare for their next promotion.


The career coach can administer assessments such as the DISC, PVQ, and the Enneagram to help the employee gain clarity in the areas of motivators, interests, values and strengths. The feedback obtained from the assessments is essential in creating a career manageOhio unemployment ment plan. During the coaching engagement, employees will compare this information along with their experience and education to key leadership positions and determine the strongest fit for Ohio unemployment requirements. This process ensures that employees are matched with the correct positions, reducing the possibility of employee disengagement and turnover at the executive level.



Ohio unemployment benefits

In addition to career pathing, an Ohio unemployment career coach will assist in the creation of development plans. The steps outlined in the development plan will be based on the information gathered during a gap analysis. Comparing the employee’s current level to the experience, skills, and education needed for the next promotion will give the Ohio unemployment coach and executive a clear picture of where to focus their coaching sessions. Execution of the development plan during the coaching engagement results in promotion readiness.


Benefits of Succession Planning


Identifying and developing strong leaders for future roles is critical to the ongoing success of an Ohio unemployment organization. Without an effective succession planning program in place, companies will face greater challenges than those incurred during the implementation of a program, including:


• Waging the “War on Talent”

• Fewer leaders prepared to take on new roles

• Ohio unemployment to achieving strategic goals


Attracting and retaining high-potential employees is costly. However, it is not as costly as the turnover of high-potential employees. Ohio unemployment studies have shown that superior performers are 50% to 100% more effective than the average performer. 


#Ohio #Unemployment


























The Cleveland Times

Mark Quinones

Contributor 

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