Learning Resources, Inc. - Succession Planning and Staff Development

Training Programs

Succession Planning

Succession planning sometimes addresses only the highest job-levels within an organization. The following approach focuses on more basic managerial, supervisory and other high-performance workers, where employers will have greatest need for leaders.

Phase 1

ASSUMPTIONS

Sponsorship and support is provide from top levels of the organization

The need is recognized throughout the organization

This is an ongoing process - not a one-time event; continuous performance improvement supports individual growth in current positions and readying staff for future ones

Development plans will be established for both staff and the managers who oversee the implementation of these plans

Staff is encouraged to access available developmental resources

An overview of LRI's succession planning process follows.

A performance management and succession planning process necessitate an integrated array of initiatives and measurable outcomes; these include:
- Benchmarking: setting standards for incumbents, future workers and new hires
- Assessing incumbents against agreed-to benchmarks (and focusing on soft and technical skills)
- Training those who manage individuals participating in this pilot to establish and oversee the use of individual development plans
- Providing access to online resources
- Developing leadership - through online and/or trainer-led programs
Key elements of the process
1. A. Video-delivered, valid assessments which are:
  - Compliant with ADA and EEO requirements
  - Easily and efficiently administered
  - Quickly provide credible benchmarking data
  - Highly accurate when making promotion (and hiring) decisions
  - Predictive of job performance
  - Proven assets in reducing employee turnover
  - Streamlined and enhanced the current selection process
  - Identifies efficiently individuals' strengths and developmental needs
  - Provide the basis for establishing individual development plans
  - Valid as test/re-test measures that will show the effectiveness of developmental programs at improving incumbents performance
  - Nationally recognized
2. Web-delivered resources in support of staff
  LifeHub, a primary resource, is a web-portal that can be customized to meet the specifications of any organization:
  Click here for a summary of current content of this resource
  One specific component of the LifeHub is a 20-hour leadership training and development program. Click here.
  For a User name and Password, please contact: support@learning-resources.com
Why Partner with Learning Resources
- A proven resource; nationally and internationally they have supported the selection and development of over 3,000,000 prospective and incumbent workers
- Professional Training and Credentials
- Exceptional Content Experience
- Excellent Blend of Academic and Applied Experience

Phase 2

Here the emphasis is on embedding Phase 1's programs and services throughout the organization.

In some organizations, succession planning and talent management will be enhanced by a skills and competency validation and management system that provides employers, individuals and community colleges with on-going access to credible information regarding:

Current, employer-specified information about the changing job-requirements of work
Resources within the collaborative to develop the knowledge and performance competencies of future and incumbent workers
The ability to identify and/or customize learning activities and training to meet employers' needs
Employer accepted ways to document learners' knowledge and skill mastery
An aligned and effective way to record, manage, control and share information about employer skill needs, employee skill mastery and community college skill preparation

For additional information, please contact:

Alan B. Lesure, President
Learning Resources, Inc.
1117 E. Putnam Avenue, # 260
Riverside, CT 06878
Phone: 203-637-5047; Fax: 203-637-2786
e-mail: alesure@Learning-Resources.com