succession planning in libraries: debbie schacter presentation
DESCRIPTION
These slides are from the session "Succession Planning in Libraries", hosted by the Social Science Division, Military Libraries Division, and Government Information Divisions at the Special Libraries Association (SLA) meeting in Washington DC in June 2009.TRANSCRIPT
All About Succession All About Succession Planning in LibrariesPlanning in Libraries
Panel DiscussionPanel Discussion
sponsored by
Retention Retention StrategiesStrategies
Debbie SchachterDebbie Schachter
June 15, 2009June 15, 2009
SLA 2009SLA 2009
Washington, D.C.Washington, D.C.
What is Retention?What is Retention?
HR strategyHR strategy Retention vs. talent managementRetention vs. talent management
Why Should We Care Why Should We Care About Retention?About Retention?
Financial implicationsFinancial implications Competitive advantageCompetitive advantage Long term impact on succession Long term impact on succession
planningplanning““Human Capital is the Human Capital is the Last Major Source of Last Major Source of Competitive Advantage”Competitive Advantage”Managing Talent Retention: An ROI Approach
Why Should We Care Why Should We Care About Retention?About Retention?
HR as risk factor (E&Y survey*) HR as risk factor (E&Y survey*) reports:reports: HR issues in top 3 business risks most HR issues in top 3 business risks most
likely to occurlikely to occur HR risk difficult to manageHR risk difficult to manage Talent management & succession Talent management & succession
planning focus over next 3-5 yearsplanning focus over next 3-5 years
*2008 Global human resources (HR) risk: from the danger zone to the value zone
Why Should We Care Why Should We Care About Retention?About Retention?
Top 5 HR risk areas (Ernst & Young)Top 5 HR risk areas (Ernst & Young) Talent management & succession Talent management & succession
planningplanning Ethics & tone at the topEthics & tone at the top Regulatory complianceRegulatory compliance Pay & performance alignmentPay & performance alignment Employee training & developmentEmployee training & development
Why Should We Care Why Should We Care About Retention?About Retention?
Impact of Departures:Impact of Departures: Cost of turnoverCost of turnover Organizational reputationOrganizational reputation Loss of expertiseLoss of expertise Loss of productivityLoss of productivity Quality of service/service disruptionsQuality of service/service disruptions Workplace culture & network Workplace culture & network
disruptionsdisruptions
What Do Employees What Do Employees Want ? Want ?
Motivating factors for job Motivating factors for job satisfactionsatisfaction Generational differencesGenerational differences Economic realitiesEconomic realities
Role of leadershipRole of leadership Role of organizational cultureRole of organizational culture Work/life balanceWork/life balance
Today’s Economic Today’s Economic ChallengesChallenges
Lack of money Lack of money LayoffsLayoffs Turnover rates after layoffsTurnover rates after layoffs Retaining employee engagementRetaining employee engagement
Role of Retention in Role of Retention in Succession PlanningSuccession Planning
Retention creates the right Retention creates the right environment…environment…
Talent management actively…Talent management actively… Identifies starsIdentifies stars Identifies potential roles for starsIdentifies potential roles for stars Develops career pathsDevelops career paths Focuses on continuity Focuses on continuity
Retention Strategies in Retention Strategies in Response to Economic Response to Economic
ChallengesChallenges Communicate (including surveys)Communicate (including surveys) Involve staff in problem solvingInvolve staff in problem solving Effective performance managementEffective performance management Non-monetary benefitsNon-monetary benefits Identify “stars” for future Identify “stars” for future
promotion/rewardpromotion/reward
Examples of Retention Examples of Retention ActivitiesActivities
Build on organizational strengths Build on organizational strengths (survey)(survey)
Create improved “induction” Create improved “induction” processesprocesses
Focus on what is meaningful to Focus on what is meaningful to workers at various career stagesworkers at various career stages
Expectations of Younger Expectations of Younger WorkersWorkers
EthicsEthics Volunteer programs/ opportunitiesVolunteer programs/ opportunities Connection to organization’s mission Connection to organization’s mission
& culture& culture New opportunitiesNew opportunities
InductionInduction
Induction processes…Induction processes… Improve retentionImprove retention Help develop connections with Help develop connections with
organization’s mission and cultureorganization’s mission and culture Methods:Methods:
One-on-one trainingOne-on-one training ToursTours Mentoring/coachingMentoring/coaching Personal development plansPersonal development plans
What Info Professionals What Info Professionals Can DoCan Do
We can’t always influence personnel We can’t always influence personnel policies/practicespolicies/practices
Focus on what we can do at the info Focus on what we can do at the info centre level for our staffcentre level for our staff
Advocate or develop quality Advocate or develop quality induction processesinduction processes
Create individual career plansCreate individual career plans
Thank YouThank You
Debbie SchachterDebbie Schachter
Director, Technology & Collection Director, Technology & Collection ManagementManagement
Vancouver Public LibraryVancouver Public Library
[email protected]@vpl.ca