规范的继任流程始于现任者到任的三到五年后。我们帮您制定完备且顺应企业发展的继任计划,以减少职位空缺的风险,并使您的组织获得持续的长期业绩。
优秀的高管继任者通常就在我们身边。我们始终为您留意团队中的下一代领导者,帮助您了解他们的优势、短板、领导风格以及可以激发他们潜能的历练机会。
一份规范的继任流程,亦是人才留用的有效工具。我们采用先进的方法,确保内部和外部候选人均获得规范专业的选拔流程,即使落选高管职位,也会继续积极投身于本职工作中。
我们通过使用市场对标数据和经过时间检验的方法,识别、选择和发掘合适的高管继任者,并不一定是那些显而易见的继任者。降低职位空缺的风险,加快高潜力人才的培养,帮助企业立足于长期成功,在亟需卓越领导力的时刻不会面临中断风险。
55% |
65% |
62% |
的领导者表示,关键技能的人才供给是企业面对的重要外部威胁,也是准备度最为薄弱的方面。 |
的全球高管表示,他们愿意更换雇主。 |
的全球高管认为,他们所在的企业没有完备的高管继任策略。 |
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