Introduction

Most of the time, when we think of succession planning we think of preparing people for more responsibility and for vertical promotions up the organization chart. But succession planning can also be focused on the unique issues associated with such knowledge workers as engineers, research scientists, mortgage bankers, actuaries, IT professionals, and others who are hired for what they know rather than who they know or how they can manage others. It is possible to give knowledge workers promotions horizontally on the organization chart based on them acquiring more knowledge or deeper knowledge. This webinar describes a robust approach to managing the unique talent management issues associated with knowledge workers and transferring their important, proprietary knowledge.


Area Covered In The Webinar

  • Why Succession Planning Is Important for Knowledge Workers
  • What Is Unique About Succession Planning for Knowledge Workers
  • How to Get the Most Out of HR Practices for Knowledge Workers

Why should you attend?

What is GE without engineers? Bankrupt. What is Microsoft without systems analysts? Bankrupt? What is a mortgage bank without bankers? Bankrupt. Has your organization planned to deal with the loss of intellectual capital resulting from the retirements or resignations of so-called knowledge workers? This webinar focuses on how to plan for succession for people with a vast knowledge of our business, customers, and processes who might leave the organization.

Who Will Benefit

  • Managers
  • Directors
  • Vice Presidents

ENROLLMENT OPTIONS

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William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is President of Rothwell and Associates, Inc., a full-service consulting company that specializes in succession planning. He is also a Professo Know More

William J. Rothwell