Visier
JUNE 24, 2020
According to the Association for Talent Development , only 35% of organizations have a formalized succession planning process. As with most things, the best way to manage these risks is to be prepared and to have a plan. Succession planning with data. These concerns can be heightened during times of crisis.
Visier
DECEMBER 1, 2014
Succession planning is about managing the risk associated with any type of critical skills gap. Unfortunately, despite the important nature of succession planning, decisions about which positions are the most critical and who should be in the running for these types of positions are often left up to gut feel.
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Visier
APRIL 28, 2021
This approach is successful when you have the mindset that hiring diverse people doesn’t mean compromising on talent quality. At Visier, we are explicit about this: we want everyone to make choices that give Visier an employee population that is both talented AND diverse—no compromises.
AIHR
FEBRUARY 28, 2024
For example, if you want to optimize succession planning, the right question could be, “Which employees have the highest potential for progression and leadership?” Examples include data visualization and analysis tools like Visier and Tableau, advanced HRIS , and statistical analysis tools like R and Python.
Visier
SEPTEMBER 18, 2018
Last week’s HR Technology Conference 2018 was action-packed for the Visier team. Here’s a taste of what you’ll find in our notes: Women are not being considered for the highest paying and highest promotion roles in the talent pipeline; the succession planning process highlights this gap.
Visier
FEBRUARY 6, 2018
To support this, we’ve gathered a list of the top 2018 people analytics and workforce planning conferences for data-driven HR leaders of all skill levels. If you’re looking for a local event to attend, consider attending a Visier People Strategy Power Lunch. Visier Outsmart 2018. See when we’ll be coming to a city near you!
Visier
MAY 12, 2015
When properly understood, a clear picture emerges of key priorities for HR programs in areas such as recruitment, succession planning, and retention, allowing the business to target the right people when examining workforce trends and planning for the future.
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