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COURSE DESCRIPTION: Think of a REALLY key player in your
organization. If that person won the lottery and decided
to retire tomorrow, how disruptive would it be? Would
customers be affected? What would be the financial
impact?
These are tough questions that
HR executives need to ask all the time, especially in
times like these when organizations are “running
lean.” Every employee is at full capacity. Every job
is mission critical. Near-zero redundancy is great for
preserving cash, but it’s dangerous.
Fact is, you can’t quickly
replace extremely valuable employees. Finding the right
people takes time and money, and so does training. Not
to mention ensuring that new people adopt your values
and acquire institutional knowledge –“intangibles”
that are very hard to replicate in new hires.
That’s why it’s time to
think seriously about job rotation and cross-training,
strategies that build redundancy and anticipate
unexpected turnover. The obvious benefits are greater
stability and lower risk. But it’s also good for your
staff, providing development opportunities that increase
both morale and retention.
Participants in the program
will learn:
- A
step-by-step checklist for implementing a job
rotation program in your organization
- How
to work with managers and individual contributors to
“free up” time to learn additional functional
skills
- Best
practices for evaluating how well your job rotation
program is working
- How
job rotation and cross-training link to career
development and succession planning processes within
your organization
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