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None of these obstacles are conducive
to a bright and forward-thinking future.
Such mindsets can all too easily act
as shackles, chaining organizations to
defunct approaches — a challenge for
an ever-evolving industry such as the
electricity sector.
It's clear, then, that the upcoming need
for renewed talent needs to be taken
far more seriously. Be they replacement
candidates (people who can step into
critical positions on brief notice; for
example, if a successor has not yet been
identified), succession pool candidates
(who have been earmarked as ready
for promotion to the next level within
the next 12 to 18 months) or retention
candidates (high-flyers who have
shown the ability to deliver excellent
performance across multiple roles)
— frameworks and strategies need
to be deployed to ensure as smooth a
transition as possible.
Guidebook provides answers
All these topics and more are placed in
the spotlight in EHRC's new Succession
Planning Guidebook, a practical refer-
ence for employers looking to steward
organizational knowledge through
retirements and role changes. Based
on best practices and featuring process
descriptions for key competencies and
roles and worksheets for putting it all
into action, the guidebook demon-
strates how advanced preparation
allows for smooth transitions in the
case of unexpected vacancies, as well as
making the case that succession plan-
ning can aid in an organization's ability
to support diversity, equity and inclu-
sion in the workplace.
To develop this guidebook, EHRC
has drawn on recent labour market
intelligence (LMI) data as well as a
national overview of what's happening
throughout the electricity industry,
including assessments of several
organizations' current succession
planning programs. This work was led
and supported by a steering committee
of experienced HR practitioners from
across the sector.
The result is a framework for effective
succession planning and management,
including how to define critical
positions and competencies, identify
and develop "successor" employees,
m a n a g e t a l e n t p i p e l i n e s , a n d
communicate your succession strategy
throughout your organization.
"Succession planning can be of great
value to large, medium and small
organizations. A visible succession plan
helps to protect the long-term future
of your organization and we hope our
general guidebook will help you and
your organization create a successful
succession plan strategy," says Shelagh
Ell, Director of Talent Practices at ATCO
Group.
Developed in Alberta, there are
lessons that can be applied nationally
— the Succession Planning Guidebook
is essential reading for any HR
professional seeking to navigate the
future.
CHRR
For more information, visit www.electric-
ityhr.ca/succession-planning-guidebook.
The Province of Alberta is working in part-
nership with the Government of Canada
to provide employment support programs
and services.
