Traditional succession planning focuses on high-potential (HiPo) managers. Technical succession planning focuses on high-professional (HiPro) workers: the in-house experts on processes, problems and customers, such as engineers and research scientists, whom most talent programs overlook.
This 60-minute webinar gives HR and technical managers a detailed approach for starting a technical talent management program. You'll see a model for technical talent systems, new thinking on technical talent, and the role of competency models. The session covers recruiting and selecting technical talent, identifying key HiPros, appraising, developing, positioning and retaining them, and approaches for transferring their knowledge.
You'll come away able to prepare a project plan that can be adapted to your company's culture.
Picking and developing the best people is central to competitive advantage, not something to put off until there's time. This program adds a new dimension to succession planning: preparing people for horizontal moves along a dual career ladder of professional expertise, not just promotions up the organization chart.
It suits technical managers in areas such as engineering, IT, accounting and R&D, and HR managers who support technical and professional departments.
Introduction
Implementing a technical talent planning and management system
Conclusion
Picking and developing the best people is central to competitive advantage, not something to put off until there's time. This program adds a new dimension to succession planning: preparing people for horizontal moves along a dual career ladder of professional expertise, not just promotions up the organization chart.
It suits technical managers in areas such as engineering, IT, accounting and R&D, and HR managers who support technical and professional departments.
Introduction
Implementing a technical talent planning and management system
Conclusion
William J. Rothwell
William J. Rothwell, PhD, DBA, SPHR, SHRM-SCP, CPTD Fellow, RODC, FLMI is a Distinguished Professor in theWorkforce Education and Development program in the Department of Learning and Performance Systems at thePennsylvania State University, University Park campus.Work ExperienceDr. Rothwell worked full-time in human resources, training and Organization Development in both government (Illinois Office of Auditor General) and in a multinational company (American Brands, #48 on the Fortune 500 list) from 1979 until he joined Penn State University as a professor to head up a graduate program in Human Resource Development/Organization Development He has been a consultant for …
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