By being strategic about your human resources professional development, you can gain sought-after skills, become a more valuable asset to your organization, and open doors to exciting career opportunities in the future.

So, how can you take charge of your career and maximize your potential? This roadmap will offer tips on how to define your work goals and develop the skills you’ll need to achieve them.

Contents
What is HR professional development?
The importance of Human Resources professional development
Key skills and competencies for HR professionals
Types of HR professional development opportunities
Top HR professional development programs
Creating an HR professional development plan

What is HR professional development?

HR professional development is about equipping yourself with the knowledge and skills you’ll need to excel and advance in your field. This includes formal learning (like completing accredited courses and certifications to enhance your abilities) and informal learning (attending conferences and networking sessions, listening to podcasts, or reading to gain more knowledge).

Successful and highly sought-after HR executives share a common focus on professional development in both HR-specific specialist competencies and broader skills, such as business acumen, communication, leadership, project management, and data analytics. This wider sphere of expertise makes them valuable assets to their organizations beyond HR functions.

Taking a proactive, strategic approach to developing your skills will not only help you succeed in your current role but also enhance your résumé, making you a more attractive candidate for future promotions and job openings.

The importance of Human Resources professional development

As the field of HR continues to develop and expand, continuous learning is your key to remaining relevant and successful. Your HR professional development shouldn’t be seen as a one-off event but rather an ongoing lifelong investment in further developing your skill sets.

Why? Consider the changes constantly reshaping the business landscape and tech advancements. In the past five years alone, the world has experienced a pandemic that has redefined where, when, and how everyone works; frequent regulatory changes that impact workplace compliance; social movements driving diversity, equity, inclusion, and belonging (DEIB); and the rise of the fourth industrial revolution, robotics and AI, and more.

Key skills and competencies for HR professionals

Professionals in any specialized field, including HR, run the risk of becoming disconnected from broader business perspectives and goals. This comes from an overly narrow focus and siloed thinking, which hamper an individual’s ability to add value to their organization on a macro level.

This explains the increasing demand for HR professionals who have expert knowledge in their respective HR disciplines, as well as the ability to collaborate across disciplines with different internal stakeholders on a broad scope of projects.

A professional from this next generation of HR talent is called the ‘T-Shaped’ HR professional. AIHR’s T-Shaped HR Competency Model encompasses the competencies all HR professionals must have to equip them with the versatility needed to tackle complex problems, adapt to changing environments, and succeed in the future.

Becoming a T-Shaped HR professional

Possessing a T-Shaped skill set means building strong HR and leadership competencies, along with a broad range of complementary skills, including:

• Business Acumen: The understanding of the strategic and commercial aspects of the business, as well as how HR can deliver on organizational goals and contribute to the bottom line.
• Data Literacy: The ability to collect, analyze, and interpret data to extract insights for informed HR decision-making.
• Digital Agility: The ease of using technology to improve HR processes and champion digital adoption.
• People Advocacy: The use of productivity, culture, and wellbeing to build a human-centric workplace.
• Execution Excellence: Achieving objectives through problem-solving, stakeholder engagement, and purposeful execution.

Types of HR professional development opportunities

HR professionals can explore a range of opportunities to develop the five core HR competencies mentioned above. There are additional specialist competencies you should develop, namely, Awareness and Attraction, People Experience and Culture, Business Transformation, Talent Growth, Digital HR, and People Operations.

Here are some ways to help you further develop your skill set:

Internal training programs

Internal training programs are structured learning experiences designed and delivered within an organization to develop the skills, knowledge, and competencies of its employees. The programs are often tailored to meet the specific needs and goals of the company and help to provide targeted skill development.

These internal courses can help hone your recruitment, compensation, leadership expertise, or talent management skills, depending on the specific needs of your company and employee KPIs.

External HR professional development opportunities

Investing in external development opportunities fuels personal growth and moves your career forward. Venturing beyond internal training can unlock your full potential in four main ways:

Professional associations:

• Become a member: Joining internationally respected organizations like the Human Resources Professionals Association (HRPA), the Human Resource Certification Institute (HRCI), and the Society for Human Resource Management (SHRM) grants access to an invaluable network of HR professionals.
• Access communities: You can leverage their online communities, attend exclusive events, and pursue industry-recognized certifications (see below) to elevate your professional credibility.

Join an active and engaged community

AIHR has a thriving and engaged community with over 25,000+ ambitious HR professionals from all over the world who discuss thought-provoking HR topics, share ideas and learn from one another. We also offer weekly live events to help members stay current with the latest in HR.

AIHR certificate programs:

Formal industry certifications boost your HR career in two important ways. First, they provide a structured learning path, ensuring a strong foundation in the skills and knowledge necessary to take on greater responsibility. Second, these credentials enhance your résumé, showcasing your commitment to professional development and expertise in the field

• Access a wide range of certificate programs: AIHR offers a comprehensive suite of certificate programs designed to hone your HR expertise and provide impressive credentials to beef up your CV.
• Become certified: AIHR’s certificate programs can help you become certified in the areas of HR Generalist, People Analytics, HR Metrics & Reporting, and more. 

Industry conferences and webinars:

• Attend industry conferences to gain knowledge and learn from other HR professionals
• Gain insights into curated topics on pertinent issues impacting the business
• Leverage events like these to connect with your industry peers and grow your professional network
• Although webinars don’t provide credentials you can add to your résumé; they do offer a convenient and cost-effective way to expand your knowledge in specific areas by learning from industry experts
• Some webinars also offer recertification credits — look out for these if you need a refresher course and updated certification.

Top HR professional development programs

Staying ahead of the curve in HR requires continuous learning. Here’s a list of courses and certifications to accelerate your HR professional development journey, including options from AIHR and its esteemed partner organizations. 

1. Expand your horizons with AIHR partner certifications

Earning a global HR certification strengthens your ability to handle HR complexities, including legal and cultural aspects, and proves your eligibility for global HR roles.

• HR Certification Institute (HRCI): Offers globally recognized certifications for various HR experience levels, including Associate (APHRi), Professional (PHRi), Senior (SPHRi), and Global (GPHR). Focuses on HR operations, recruitment, employee relations, and global HR strategy.
• Society for Human Resource Management (SHRM): Offers globally relevant certifications with a strong US market focus. Also provides certifications for HR professionals (SHRM-CP) and HR leaders (SHRM-SCP), and focuses on HR practices related to organizations, people, leadership, and workplaces.
• Chartered Institute of Personnel and Development (CIPD): Prominent HR body in Europe and the UK that offers certifications through accredited universities or their membership programs. Its highest ‘chartered member’ level signifies expertise and leadership.
• HR Professional Association (HRPA): A Canada-focused organization offering certifications, including the CHRP, which validates proficiency in Canadian HR practices and regulations.

2. Elevate your career with AIHR’s certificate programs

AIHR certificate programs that align with your career aspirations will provide you with the knowledge and skills to advance your career in the ever-evolving HR landscape. You’ll also earn points and credits toward accredited HR certification from eight professional associations. Click here for more details.

3. Get full access to AIHR’s online Academy 

When you sign up for our Full Academy Access, you’ll be able to:

• Unlock our extensive library of on-demand training content, including 13 certificate programs, 56 courses, and mini-courses covering various HR disciplines and industry trends
• Use our interactive HR career planner to help you tailor your learning path to suit specific goals and interests
• Have access to a dedicated coach to help you reach your professional learning goals
• Interact with our community of 25,000+ HR professionals
• Get access to hundreds of off-the-shelf templates, playbooks, and tools to enable you to create more value in your current HR role.

HR tip

Be publicly accountable for your goals. A study on goal achievement that involved five diverse groups found that the group that had created written goals and action plans, as well as publicly informed and updated a supportive friend on these plans, was most effective. They accomplished significantly more of their desired outcomes than the other groups did. So the next time you commit to a goal, like completing a certified training program, enlist the support of a trusted colleague or friend or announce your plans and post regular updates on social media. 

Creating an HR professional development plan

Take control of your professional development with this five-step guide to creating a personalized plan that aligns with your goals and unique strengths and interests.

Step 1: Identify your strengths

Start your journey by reflecting on your strengths. Consider past performance reviews, feedback from colleagues, and successful projects. Determine if you excel at communication, data analysis, or strategic planning to identify strengths you can leverage in your desired career path. 

Step 2: Align your passion and values

Let your values and interests guide your career choices. Which areas of HR are you most passionate about, and what type of work do you find most stimulating and rewarding? Answering these questions will help you identify an ideal career niche.

Also, think about the kind of work environment you thrive in and what your non-negotiables are in a company culture. Reflect on values like trust, respect, collaboration, work-life balance, and continuous learning to identify the organizations that appeal to you most.

Step 3: Define your career aspirations and set SMART goals

Define your career aspirations — consider your key strengths, passion, and values, as well as what position or specialty you want to explore. If you’re wondering how to develop yourself as an HR professional, AIHR’s Career Mapping tool provides an easy, intuitive way to visualize various career pathways to help you define your journey.

Once you’ve mapped a clear career pathway, draw up your HR professional development goals using the SMART goals formula:

• Make your goal specific by defining it precisely. For example, ‘become a Compensation & Benefits manager’ is more specific than ‘get a promotion in HR’
• Ensure your goal is measurable by establishing metrics to track your progress. For instance, ‘obtain a certification within 12 months’ sets a quantifiable target
• Choose an attainable — it should be challenging yet achievable, based on your skills and resources
• Make sure your goal is relevant by aligning it with your strengths, values, and overall career aspirations
• Set deadlines to stay focused and ensure your goals are time-bound. For example, ‘complete a Compensation & Benefits certificate program within 10 weeks’ creates a sense of urgency.

Step 4: Identify skills gaps and development opportunities

Compare your current skills with those needed for your target career to achieve your goals. Take AIHR’s T-Shaped HR Competency Assessment to pinpoint knowledge areas that need development. This online assessment evaluates your depth of HR expertise alongside your broader business acumen, digital fluency, and data literacy needs.

Step 5: Build your action plan

Finally, create a concrete, step-by-step action plan using AIHR’s Career Aspirations Template to map out specific activities, timelines, and resources to bridge your skills gaps and reach your development goal.

Take the next step

Ready to unlock your full HR potential and propel your career forward? AIHR’s certificate programs are your springboard to success. Earning an AIHR certificate shows your commitment to your professional development and positions you as a valuable asset in today’s competitive job market.

Start with individual courses or sign up for Full Academy Access for unlimited access to our extensive library of HR professional development courses, templates, resources, and more. Enroll today to build the HR skillset to take your career to the next level.

The post How To Advance Your HR Career With Human Resources Professional Development (In 2024) appeared first on AIHR.

Employee participation may be the answer. Companies where employees know their voices matter and opinions count are more likely to have an engaged, motivated workforce, leading to greater productivity and a healthier work environment.

Contents
What is employee participation?
Employee participation versus employee involvement
Why is employee participation important?
How to increase employee participation
7 steps to developing an employee participation program
Company examples of an employee participation program
Measuring employee participation program effectiveness
FAQ

What is employee participation?

Employee participation is a strategic approach that ensures all employees have a voice and a shared responsibility in decision-making processes. This collaborative approach can foster a strong sense of belonging and ownership, creating an environment where you can harness your workforce’s collective potential to meet business goals. 

Elements of employee participation

Key elements of employee participation include:

• Opportunities for collective decision-making: Enabling employees to contribute meaningfully to discussions and solutions on matters impacting them, the organization, and its clients.
• Teamwork and collaboration: Leveraging diverse perspectives and problem-solving skills among employees to drive innovation and achieve specific goals.
• A greater sense of ownership and belonging: Giving employees a voice and making them feel invested in the company’s direction and development.
• Empowering growth: Offering training and development to realize employees’ potential and propel their professional growth.

Your organization’s employees can bring a wealth of experience and new ideas to the table. Organizations can benefit from tapping into their unique perspectives on areas like innovation, training, benefits programs, budgeting discussions, team-building activities, and employee rewards programs.

Employee participation versus employee involvement

Although the terms ‘employee participation’ and ‘employee involvement’ are often used interchangeably, there are a few differences between the terms.

Why is employee participation important?

Employee participation can be an impactful, strategic driver of business success. Here’s how: 

It deepens communication

A company culture that prioritizes employee participation encourages open dialogue between employees and management. This allows team members to freely share ideas and concerns, knowing that receptive managers will listen to and support them.

It boosts morale and makes work meaningful

When employees feel valued because their opinions matter, they develop a sense of ownership, and their job satisfaction naturally increases. This facilitates a positive work environment and can inspire other employees to follow suit and become more engaged.

It lowers the employee turnover rate

Happy, engaged employees are unlikely to actively seek employment elsewhere. This translates into lower turnover rates, saving HR time and resources they’d otherwise need to spend on attracting, recruiting, and onboarding new hires.

HR tip 

Use intrapreneurship to grow participation

Run workshops that teach employees how to think and act like ‘intrapreneurs’ to identify company challenges and develop innovative solutions. Additionally, encourage them to consider how their ideas can fuel growth and offer resources to help them build and test prototypes. This will foster a culture of ownership and generate a pipeline of fresh ideas to drive innovation.

It promotes productivity and innovation

A participatory environment encourages innovation and problem-solving. Engaged employees are more committed to their work, which means they tend to be more productive and efficient in their daily tasks, completing projects and finding solutions to problems.

It breeds quality

When employees have a stake in business outcomes, they’re more likely to do everything to the best of their abilities and even go the extra mile. This, in turn, results in a higher quality of work and minimal errors overall.

How to increase employee participation 

There are various ways to increase employee participation. One way is through financial and non-financial employee participation incentives.

1. Financial incentives

Compensation and benefits are a key factor in attracting and retaining talent. According to Indeed, 39% of job seekers started searching for new employment because they wanted better compensation or benefits. You can incentivize employee participation with any of the following financial benefits:

• Bonuses or profit-sharing: Reward employees when the organization hits or exceeds its financial targets. Being able to share in the profits makes employees feel more invested in the company’s financial health and motivated to contribute to its growth.
• Gainsharing plans: Reward employees with bonuses for contributing to improvements in certain areas of the business. For instance, say a factory reduces its product waste due to an employee participation initiative. A portion of the savings can be divided among the workers to allow them to share in the financial gains from their improved performance.
• Stock options: Incentivize employees by giving them a long-term financial stake in the organization’s growth. As the company thrives and its stock price increases, these options link employee performance to rewards, motivating them to focus on and contribute to the company’s financial success.”
• Competitive total packages: This helps you attract top talent who value financial and job security, indirectly leading to a more motivated, innovative workforce.
• Paid health insurance and employee assistance programs: Offer employees assurance and security in case of illness or other issues, thereby improving their wellbeing. This, in turn, makes them more likely to be engaged and motivated at work.

2. Non-financial incentives

• Recognition programs and awards: Allow the company to publicly acknowledge and celebrate employee contributions, thereby fostering a sense of accomplishment, inspiring others, and making a great addition to any résumé.
• Career mapping: Linking participation in key initiatives to clear internal advancement opportunities demonstrates how the company values its employees. This motivates employees to perform to the best of their abilities.
• Paid sabbaticals: Sabbatical leave gives employees time and space to rejuvenate their creative zest and build new skills.
• Tuition reimbursement programs: Encourage employees to invest in their development, which may result in improved problem-solving skills. This can, in turn, benefit the organization.
• Employee training programs and workshops: These enhance employees’ professional skills and knowledge and demonstrate that the company is invested in their growth.
• Mentorship programs: Connect experienced employees with newer team members, fostering knowledge sharing and building the confidence necessary to speak up and participate more actively at work.
• Diversity and inclusion programs: Create an environment where all employees feel accepted and more comfortable sharing their ideas, leading to richer and more varied participation.
• Surveys and focus groups: Regularly gathering employee feedback and responding to and acting on it will motivate employees and assure them that the organization values their opinions.

HR tip

How an organization handles failure is crucial, especially if it encourages employees to take initiative and risks. Accounting software company Intuit gives a special award for the ‘Best Failure’ and holds ‘failure parties’ as it believes every failure carries a special lesson that can seed the next great idea. 

A former Coca-Cola CEO also once said: “If we’re not making mistakes, we’re not trying hard enough.” 
Microsoft also pursues bold experimentation and innovation by demanding that its culture reward both risk and failure.

7 steps to developing an employee participation program

You’re now aware of the merits of employee participation, but how can you make it happen? By creating a formal framework for employee input, HR can unlock valuable ideas and perspectives from the workforce to benefit your team and organization.

Here’s a guide to developing an effective employee participation program:

1. Conduct a needs assessment: Begin by understanding your organization’s current state. Consider using surveys, focus groups, or one-on-one interviews to identify areas where your managers and teams believe employee participation would be most beneficial.
2. Develop the program structure: Determine your program’s format. Will it be driven by committees, suggestion boxes, or online forums? Define clear goals and objectives and determine how to integrate employee input into decision-making processes. Be sure to obtain buy-in from all senior stakeholders and managers before you proceed further.
3. Get budget approval: Get all relevant parties to sign off on the resources you’ll need to make your program a success. This may include software for online forums, training for managers on fostering participation, or recognition programs for employee contributions.
4. Design a communication plan: Clearly communicate the program’s purpose, structure, and benefits to all employees. Use multiple channels, such as town halls, email blasts, and internal communication platforms, to inform and update everyone.
5. Implement your program: Launch your program with a clear timeline and expectations. Provide training for employees on how to participate effectively and get the most out of it.
6. Collect feedback and adjust: Regularly gather feedback from your team and managers through surveys or suggestion boxes to assess the program’s effectiveness. Analyze the data and be prepared to adjust your program based on employee input.
7. Recognize and reward employees: Acknowledge and celebrate employee contributions. Publicly recognize valuable ideas and participation by offering financial and non-financial incentives for continued engagement.

Company examples of an employee participation program 

Toyota 

‘Kaizen’ is one of the 12 core principles of Toyota’s famous production system. The concept translates into ‘change for the better’, also known as ‘continuous improvement’. The auto manufacturer prioritizes this philosophy, requiring employees to come up with two ideas for improvement per month.

Toyota values employee participation so much that every team member is given 15 minutes each day to identify possible improvements in efficiency and waste reduction. The company also discourages managers from opposing changes, even if they’ve failed before. This is because the company believes trial and error is necessary for personal development.

Toyota favors intrinsic motivators over individual financial rewards for improvements but does provide collective bonuses. Consequently, each employee takes ownership and strives to make their work easier for themselves while improving the quality of Toyota’s vehicles. 

Facebook

Facebook’s legendary ‘hackathons’ are round-the-clock company-wide events where willing employees are organized into groups to pitch and prototype creative, innovative ideas. The objective is to develop a proposal so innovative and compelling that it inspires the company’s product team to bring it to life.

The ‘hackathon’ concept originated in the company’s early years when employees eager to try out new ideas would order takeaways for dinner and work on novel projects at the office until 6 AM the next morning.

Facebook engineer and driver of its nocturnal hackathons, Pedram Keyani, said: “The thing around here is, code wins arguments. You could argue something for two days, or you could just make it and prove your point in an hour.” He added: “Lots of other groups – legal, HR, business development – can use hackathons to rethink how they do their job or how they can restructure what they’re doing. I think the core idea is to take ideas you haven’t had a chance to focus on and think about them in a different way.”

Facebook hackathons continue to this day, giving employees who participate the chance to win the ‘mic-drop award’ and have senior-level executives review their ideas and potentially roll them out.

Semco: Adopting total employee participation

Brazilian industrial manufacturer Semco is perhaps the most radical example of employee participation in action. The company has a policy of no policies. Instead, it provides employees with a 21-page ‘Survival Manual’ to introduce them to its culture.

Here’s a snippet: “Our philosophy is built on participation and involvement. Don’t settle down. Give opinions, seek opportunities and advancement, and always say what you think. Don’t just be one more person in the company.”

In fact, Semco became internationally renowned for upending business as usual with its revolutionary HR practices. The company operates without traditional job titles, organizational charts, or a fixed headquarters. Employees, including factory workers, can set their own schedules and determine their salaries, choosing from 11 different compensation options.

Additionally, the company’s financial information is public, so all employees know their colleagues’ salaries. This transparency discourages unfair pay practices, so those who overpay themselves may face their peers’ resentment. Employees also have to reapply for their positions every six months, creating accountability and further discouraging unfair compensation.

Salaries are also directly linked to the company’s profits, fostering peer pressure to practice responsible budgeting. At the same time, employees have the authority to select their own managers and assess them twice a year, with the assessment results made public. At each board meeting, employees have two seats set and voting rights reserved for them on a first-come, first-served basis.

Measuring employee participation program effectiveness

Measuring the success of your employee participation program goes beyond simply tracking participation rates. You must also understand its effect on business goals and employee well-being. Here’s how to use key metrics to analyze your program’s effectiveness:

• Overall productivity: Employee participation fosters innovation and problem-solving. Track metrics like output per employee or project completion rates (and correlate these with job satisfaction data for richer results) to see if participation has translated into improved efficiency and production.
• Goal achievement rates: Did teams with high participation rates achieve goals at a higher rate? Monitor specific department or team goals and analyze whether employee participation has played a role in meeting or exceeding company targets.
• Employee engagement: Effective employee participation fosters a sense of ownership and purpose. Use 360-degree surveys and tools that measure employee engagement to gauge whether participation has led to a more invested and motivated workforce.
• Job satisfaction: Meaningful participation empowers employees and increases their sense of value. Conduct quarterly or bi-annual employee satisfaction surveys to measure improvements in morale and overall job satisfaction. Remember also to poll workers on their managers’ level of participative leadership.
• Employee retention and turnover rates: Employees who feel satisfied and engaged are less likely to resign. Track your turnover and retention rates to see whether your participation program has positively impacted employee retention.

HR tip

Are your managers cut out to support employee participation? 
Encouraging employee participation goes beyond simply asking for ideas – it requires a company culture that values psychological safety. This way, employees are more likely to feel comfortable sharing their ideas. In fact, a recent Global Workplace Study found that employees are 14 times more likely to be fully engaged when they trust their team leader.

That’s why it’s vital to equip your managers with soft skills such as empathy and active listening. They must also be able to steer collaboration, communicate effectively, and provide constructive feedback — the building blocks necessary for building trust and participation.

To sum up

Your employees possess a wealth of collective potential, input, and ideas. If you’re not taking full advantage of harnessing this rich resource for innovation to drive your business forward, beware of your competitors who are.

FAQ

The post Your (2024) Guide to Employee Participation: What It Is and How To Increase It appeared first on AIHR.

In another study highlighting the significance of succession planning for nurturing internal talent, it was found that among Fortune 500 companies, only 54% of boards were actively developing a successor for their CEO. And 39% had zero suitable internal candidates who could immediately fill the role.

Staring at a blank page to craft your succession plan can be daunting. But there’s a shortcut: Learn from the successes and failures of other companies. Read on to discover practical examples of succession planning and learn how you can apply effective strategies and avoid pitfalls.

Contents
What is succession planning?
What are the goals of succession planning?
Building the succession plan model
6 succession planning examples
Common mistakes to avoid in succession planning

What is succession planning?

Succession planning is all about having a game plan for when key people in your organization move on. This could be due to retirement, a promotion, or even an unexpected departure.

It involves identifying talented individuals and preparing them for future leadership roles. This benefits both high-potential employees, who see a clear career path forward, and the company, which retains knowledge and experiences through smooth leadership transitions.

HR plays a crucial role in identifying strong internal candidates, overseeing development programs, and facilitating career discussions. To ensure a robust pipeline, HR should also proactively keep an eye out for external top-tier talent to build a talent database.

Why is succession planning so important? It’s crucial for business continuity and future success. It helps minimize risk and disruption by ensuring a seamless transfer of knowledge and expertise when key personnel depart. Succession planning also serves as motivation for top-performing employees by offering a clear career path and showing the organization’s dedication to long-term planning for different scenarios.

What are the goals of succession planning?

As with any HR initiative, your main objectives should be focused on achieving business outcomes that benefit your organization and its team – and succession planning is no different. 

Here is a list of success planning objective examples to help you kick off your planning:

1. Identify the positions and skills most critical to your organization’s success
2. Find high-potential employees and nurture them for future leadership roles
3. Offer clear career paths, growth opportunities, and recognition to retain your best people
4. Ensure smooth transitions and business continuity by having qualified internal candidates ready
5. Identify underperformers or those whose goals don’t align with the organization and take necessary actions
6. Foster transparency throughout the process to avoid anxiety and fear in leaders who may feel threatened by potential replacements.

Building the succession plan model

Now that you’re clear on your main objectives, the next step is to build a succession planning model. The cornerstone of effective succession planning is a structured approach to building a culture of leadership development.

By using a robust framework or model you can identify critical roles and align development plans to ensure a pipeline of qualified talent is nurtured and prepared to step into key positions when needed.

Set SMART succession planning goals

Once your succession planning model is in place, it’s time to set your goals. By using SMART succession planning goals, you can ensure that your planning efforts are focused and measurable, leading to a ready pool of qualified talent for future leadership roles.

Here’s how to frame your SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) for effective succession planning:

• Specificity means clearly defining what success looks like in developing talent. For example, a SMART goal could be ‘to train three high-potential employees for leadership roles within the next 18 months.’
• Measurability refers to tracking progress toward goals. This could involve metrics like the number of training hours completed or readiness for a promotion based on assessments.
• Achievability relates to setting ambitious but attainable goals. When setting your goals, consider the resources available and the capabilities of your employees.
• Relevance means ensuring your goals align with both employee development needs and the organization’s future leadership requirements.
• Time-bound means setting deadlines for achieving development milestones to ensure you keep the process on track.

6 succession planning examples

Sometimes, looking at others’ mistakes can be more instructive than studying their successes. That’s why we’ve included hits and misses in this list. Let’s take a look at a few examples of where companies get succession planning right and where they go wrong—beginning with the most important role in any organization: Your CEO.

Example 1: P&G CEO transition, take two

Successful transitions in the key role of CEO are difficult – take it from a company with a well-deserved reputation for excelling as an incubator of C-Suite talent.

P&G (Procter & Gamble) is known as a frontrunner in employee development and fostering future leaders, and the metrics back this up. At P&G, new employees rotate through different roles, averaging five within 10 years, and almost all senior leaders (99%) are internally promoted.

So, when legendary CEO Alan G. Lafley retired in 2010, no one imagined he’d be back in the same role just four years later after his successor Robert McDonald stepped down following disappointing financial results.

Example 2: The Coco-Cola Company CEO debacle

Even the corporate giants make succession mistakes—just ask the Coca-Cola Company. While this is not a recent event, it remains instructional.

In 1999, Doug Ivester resigned after only two years as CEO of Coca-Cola. Why? Despite having been a highly effective CFO at the business and being personally mentored by Roberto Goizueta, the previous CEO, for over 10 years – Ivester simply lacked the critical leadership skills required for the role.

When Goizueta passed away unexpectedly, the board promoted his protégé to CEO, believing this was in line with their former leaders’ wishes. During Ivester’s brief tenure, it became evident that he was insensitive to socio-political contexts and was unable to address stakeholder concerns.

The resultant impact included mishandling the company’s greatest health scare (which involved children in Belgium falling sick) and the loss of business in Europe as a result of not tackling the anti-Americanism sentiment of some executives in that region. This provoked the resignation of Coke’s highest-ranked African American executive, which caused an uproar. It was evident that while Ivester may have been a good manager, he was not a capable leader.

Example 3: Starbucks CEO succession planning missteps

Starbucks’ recent CEO transition highlights the critical, often overlooked, importance of effective succession planning. Howard Schultz’s three stints as CEO, punctuated by struggles to find a suitable successor, showcased a company grappling with this fundamental responsibility.

This was summarized by Gautam Mukunda, an Assistant Professor at Harvard Business School, who quipped, “Howard, you have a lot of amazing skills, but maybe picking a successor isn’t one of them.”

In 2022, when Kevin Johnson announced his retirement following five years at the helm as CEO, Schultz stepped back into the role on an interim basis. Schultz publicly stated that the company was not considering internal candidates for the permanent CEO position.

The business justified its external search by citing the need for fresh perspectives to tackle new challenges. However, this decision sparked criticism from some commentators, who claimed that this was a failure on Starbucks’ part in both succession planning and leadership development.

HR tip

Looking inside or outside? Research shows that at least 30% of newly hired executives fail in their first 18 months due to poor culture fit. That’s why many experts on CEO succession suggest that internal candidates are the preferable choice.

Example 4: PepsiCo CFO succession success

If finding a successor to your CFO is keeping you up at night, you’re not alone. CFO turnover has hit an all-time record, with stats showing that CFO turnover is at its highest in a decade in the US and Europe, and one-third of FTSE 100 companies hired new CFOs last year.

In an interview on how to prepare for the CFO role, a former Chief Financial Officer of Global Operations at PepsiCo, Arun Nayar, shared his insights. A few years into his role in the treasury department at PepsiCo, Nayar realized that to progress higher within the organization, he’d need to enhance his financial expertise with operational know-how.

To gain that experience, he lobbied the company’s leaders to give him a lateral role overseeing finance in the global operations division, an area of the business he knew nothing about. “When I went into those meetings, it was a different language,” he explained. “That was my steepest learning curve. It put me in the deep water, and I had to swim or drown.”

The experience was crucial in helping him achieve his goal of becoming a CFO, and it prompted him to establish the ‘No Fear Club,’ where he continues to guide other up-and-coming finance professionals.

Case study: Operational management succession success at Toyota New Zealand

Former CEO of Toyota New Zealand, Alistair Davis knows a thing or two about succession planning, with a career that spanned more than 40 years with the company.

Speaking as CEO, he said, “We always look internally at the management level. In the last twenty years, there have only been two external management appointments. Succession planning has always been important to Toyota New Zealand; we’ve always had that mentality. I was groomed into the role of chief executive over several decades.”

The company is highly committed to the development of its employees and conducts 360-degree annual reviews at the management level and above. Another crucial aspect of succession planning is the emphasis on ongoing education. This includes company-specific training, on-the-job learning, and encouragement for further tertiary education.

“While we obviously try to marry talents to positions, it is my feeling that to be a successor or land a management role, our people require broad and proven experience across all areas of the business,” said Davis.

Example 5: How Unilever grows its future leaders

Fast-moving consumer goods multinational company Unilever takes a long-term view on developing future leaders, as one former HR executive confirms.

Jade Wright-Komal, secured a place on the coveted Unilever Future Leaders Program (UFLP) after graduating from university. Within three and a half years, she was promoted to her first management position.

Wright-Komal explained how the program accelerated her HR career: “During this period, I gained both breadth and depth of HR professional skills, having held roles within Expertise specialist teams as well as in HR Business partnering. Upon completing this program, I was promoted to an HR leadership position as HR manager, partnering with a large manufacturing site within a unionized environment. In 2020, I was promoted to HR Director for Africa. I also passionately led the Equity Diversity and Inclusion agenda across Africa.”

Example 6: How ASHE is filling the gap for specialized roles

What protects a hospital against fire? What happens when a hospital loses commercial power, and how are surgical instruments sterilized?

Hospitals rely on specialized staff, with facility managers playing a critical role in overseeing factors that can mean the difference between life and death. However, succession planning for these crucial positions is often neglected.

The American Society for Healthcare Engineering (ASHE) is attempting to address this gap. ASHE President Philip Stephens identifies two key challenges: A lack of clear career paths for aspiring facility managers and the impending retirement of many baby boomers currently holding these posts.

Stephens explains, “I’ve seen positions stay open for a year, and the department loses a tremendous amount of continuity and productivity in the meantime. Things just stop.”

Successful facility managers demonstrate excellence in various areas, including project management, budgeting, industry codes, and operations management. They also need to comprehend how different systems, such as HVAC, electrical, fire, and sprinkler systems, function within a healthcare environment. Additionally, they require strong, soft skills to be effective leaders.

Hospitals today face a shrinking pool of qualified candidates to fill these specialized roles. To address this challenge, ASHE has adopted a long-term view focused on developing the next generation of healthcare facility professionals.

Common mistakes to avoid in succession planning

To ensure smooth leadership transitions and maintain a strong pool of talent for succession, it’s important to avoid common mistakes when developing your succession plan:

• Don’t be short-sighted: Develop a long-term plan for future growth and leadership gaps; don’t just focus on current needs or emergencies.
• Don’t use a one-size-fits-all approach: Tailor development plans to specific roles and employee aspirations. Not all high-potential employees crave promotion, so engage them to understand their personal aspirations and career goals.
• Don’t neglect development: Provide opportunities for high-potential employees to gain the skills they need and equip them with training, mentoring, and challenging assignments.
• Don’t overlook internal talent: Seek and develop your internal talent before looking externally.
• Don’t let your plan gather dust: The needs of business and employees are dynamic, and your plan should be, too. Review and update it regularly to remain relevant.
• Don’t keep succession planning a secret: Play open cards with employees to manage expectations and build trust.
• Don’t make empty promises: Be transparent about promotion timelines – unrealistic expectations can lead to discouragement.

HR tip

Counteract fear and insecurity. Succession planning may cause unease among current leaders who fear it signifies their departure, leading to secrecy and hindering the process. Here’s how to break the cycle:

• Make employee development a core value by investing in development programs for all employees, not just those on a predetermined leadership track
• Appoint vice presidents as deputy roles to your senior leadership across departments
• Embrace transparency by openly communicating succession goals and the process itself to reduce anxiety and build trust.

To sum up

Studying succession planning examples from successful companies can help HR professionals benchmark their strategies and discover best practices for developing talent pipelines and preparing future leaders. Embracing best-in-class ideas can spark innovation and guarantee that their initiatives effectively support the growth of outstanding talent.

FAQ

The post 6 Succession Planning Examples From Companies (the Good & the Bad) appeared first on AIHR.

When it comes to onboarding, first impressions count. Research has shown organizations that run impactful onboarding processes enjoy an 82% improvement in new hire retention and a productivity boost of over 70% within the first year compared to those that don’t.

Ready to get your onboarding process in shape? Begin by establishing a set of clear, well-organized onboarding documents to help your HR department obtain the info and contracts it needs and help your recruits confidently navigate their new role.

Contents
What are onboarding documents?
Employee onboarding documents checklist
Onboarding documents for new hires
1. Preboarding
2. Onboarding
3. Additional new hire employee forms

What are onboarding documents?

Onboarding documents are an essential part of the onboarding process, enabling HR to gather the necessary employee data and signed contracts. They are also there to help the new hire become familiar with your company’s policies and culture, understand their key responsibilities, and gain the upfront knowledge needed to be successful in their new role.

Onboarding documents typically include legal paperwork such as your employment contract, company policies, handbooks, and code of conduct, along with role-specific details such as job descriptions, manager and team contacts, and more.

Employee onboarding documents checklist

Onboarding documents for new hires

Take a moment to review this list of essential onboarding documents and cross-check whether your organization has established policies and templates in place. We have some handy templates you can use to help you fill the gaps. 

Preboarding

Preboarding is the process that takes place from the moment recruits accept your offer until they join your company. It’s an opportunity for you to share information to create a good impression, clarity, and excitement around the new role.

A strong preboarding process includes new hire paperwork that is designed to keep your incoming employees engaged and informed. Here are some examples of onboarding documents to use in your preboarding for a smooth on-ramp:

1. Offer letter

An offer letter is a precursor to an employment contract that formalizes your company’s hiring intent and clarifies the key job details for the role. It’s more than just a notification, though. While it does not carry the legal weight of an employment contract, it does outline compensation and benefits, responsibilities, and start date to help the candidate make an informed decision whether to accept or decline your position.

For companies committed to strengthening their employer brands, this document provides an opportunity to showcase your professionalism by clearly presenting your offer and communicating your value proposition to potential hires. This positive first impression can help shape the candidate’s decision to accept your position and set the tone for a successful working relationship.

2. Employment contract 

Comprehensive employment contracts are critical for detailing the organization’s and employee expectations and responsibilities within a legal framework to protect both parties.

A well-crafted contract should address aspects like job duties and compensation, including salary, benefits, overtime, working hours and parameters, confidentiality obligations, intellectual property ownership, and termination procedures. If applicable, it should also specify at-will employment status, which is common in the US, where either party can terminate the relationship without cause.

Depending on your organization’s workplace requirements, you may need multiple types of employment contracts, including:

• Permanent: Full-time, indefinite employment with benefits
• Part-time: Regular, but less than full-time work, potentially including benefits
• Fixed-term: Employment for a predetermined period, typically for specific projects
• Temporary: Short-term employment to fill a temporary need with limited or no benefits
• 1099: Independent contractor agreement, where the worker is responsible for their own taxes
• Casual: Unscheduled, on-call work with no guaranteed hours or benefits
• Internship: Educational experience with potential mentorship and limited compensation
• Apprenticeship: Structured learning program combining classroom-type instruction with on-the-job training
• Remote work agreement: Specified terms for working outside of a physical office.

Get your legal team to review your employment contracts to avoid ambiguities that could lead to costly disputes. Regular updates should also take place to ensure compliance with changes to labor laws and minimize legal risks.

3. Welcome to the team email 

A well-crafted welcome to the team email sets the stage for smooth onboarding by establishing a warm tone and building excitement about the position.

To ensure a positive first impression, HR professionals should include essential information for the new employee’s first day, such as details on their role, information about their team, the start date, work hours, any necessary documents, logistics (such as parking and arrival instructions), and a first-day schedule. Some companies also include a high-level snapshot of the recruit’s overall onboarding plan. A welcome email also provides a platform to highlight important aspects of your company culture.

Additionally, your welcome email should include key contact info for HR, the new recruit’s manager, and anyone else they may need to reach.

Finally, add a personal touch by expressing your appreciation for them joining your company and highlighting how excited you are to have them on board.

Onboarding

Once preboarding is over, the focus shifts to collecting important employee data and familiarising your candidates with your company’s policies and culture.

4. 30-60-90 day onboarding template 

If you want to establish world-class systems in your company and HR department, 30-60-90 day onboarding plans are a must for delivering a goal-oriented onboarding process. These structured plans will help you track a new hire’s progress in gaining knowledge, developing skills, and achieving performance goals to help them excel in their role.

A 30-day plan typically focuses on foundational knowledge and skills. It should outline essential company policies, basic job duties, and initial training completion. The 60-day plan builds on this by introducing more complex tasks and tracking early performance indicators. Here, the focus may shift to project involvement or team collaboration. 

Finally, the 90-day plan typically assesses overall competency and goal achievement. This stage may involve independent project work or client interaction, demonstrating the employee’s ability to contribute meaningfully without high levels of supervision.

Tailoring your 30-60-90 day plan onboarding documents to each role will ensure new hires receive personalized and targeted guidance. For example, a marketing hire’s 30-day plan may include social media training, while a sales hire’s plan might focus on product knowledge and sales process.

Sharing detailed plans during onboarding sets clear expectations for both employee and employer by establishing direction and transparency from the very beginning.

5. Employee information form

An employee information form is an important document used during onboarding to collect essential employee data that streamlines record-keeping and ensures payroll accuracy.

The form typically gathers full legal name, contact details, emergency contacts, tax, and banking information. It also captures details relevant to benefits program enrollment and job-specific requirements.

6. Employee emergency contact form 

As the title suggests, an employee emergency contact form gathers vital information in case of workplace accidents or emergencies. It should include names and contact information for emergency contacts (family, close friends) and any relevant medical history or allergies the employee wishes to disclose.

Importantly for HR, gathering emergency contact information is not a ‘one-and-done’ exercise. This data should be updated every six to 12 months to allow for a swift response during critical situations.

7. Hybrid work schedule

As employees look for greater flexibility and work-life balance, a hybrid work schedule clarifies your organization’s expectations for employees splitting their time between the office and off-site work.

The schedule outlines core work hours or days when physical presence is required at your premises while also defining flexibility for remote work on designated days. This transparency creates clear boundaries and ensures employees understand when they’re expected to be available.

An in-depth hybrid work schedule should also outline communication protocols and accountability expectations for remote work to ensure everyone feels informed and empowered.

8. Employee handbook and HR policies

When orienting new employees, a strong employee handbook and clear HR policies form the cornerstone of a smooth onboarding process.

An employee handbook serves as a central go-to reference point, informing new hires about company culture, benefits, and expectations. This reduces confusion and empowers recruits to assimilate into their roles.

Meanwhile, HR policies outline everything from dress code to vacation time to ensure consistency and fairness throughout the organization.

By providing access to this information from the get-go, you can help new hires feel informed and confident through their transitions.

HR tip: Onboarding activities

• No one wants to join a new company simply to be shown to their desk and given a hefty handbook to read for their onboarding. Instead, onboarding activities should be multifaceted to maximize impact and engagement.
• Consider pairing job-specific training with interactive orientation programs that equip new hires with the knowledge and confidence they need to excel. Social events and team-building activities foster connections and a sense of belonging, while mentorship programs provide invaluable guidance and frequent manager check-ins, build connections, and solidify expectations and goals.
• By incorporating some or all of these elements, onboarding becomes an engaging experience, setting up both the employee and employer for success.

9. Company mission, vision, and values

Until a new recruit understands and embodies your company’s mission, they are a product of the values and vision of their previous employers. That’s why a clearly defined company mission statement shared with new recruits during onboarding is essential for setting a new tone and standard.

An effective mission statement serves a dual purpose. Firstly, it paints a clear picture of the organization’s purpose, its aspirations, and its guiding principles. This can help foster adoption and a successful long-term fit between your recruit’s values and your company’s mission.

Secondly, it can ignite enthusiasm by showcasing the impact the new hire can have in their individual capacity. It also helps them understand how they can contribute to the company’s bigger picture and inspires them to be part of something larger than themselves.

10. Equal-opportunity employer statement

An equal opportunity employer (EEO) statement is vital for fostering an inclusive workplace and a strong employer brand. It establishes a company’s commitment to fair treatment and opportunity for all qualified candidates. This creates a welcoming environment of universal belonging for diverse talent and stimulates innovation by including many perspectives.

A strong EEO statement should clearly articulate your company’s stance against discrimination based on factors like race, gender, religion, or disability. It should also emphasize your organization’s commitment to building a diverse workforce through your recruitment process and promotion policies.

By showcasing these values, your company can position itself as a progressive and ethical employer. This will help you attract today’s top talent who seek workplaces that value inclusion. This, in turn, not only benefits your company culture but also enhances your reputation among customers and stakeholders who increasingly prioritize social responsibility.

11. Paid time off (PTO) policy

A paid time off (PTO) policy benefits both employers and employees by clarifying expectations for time off, ensuring fairness and consistency across the organization, and reducing confusion and the potential for conflict.

For employees, a clear PTO policy that allows for paid time off contributes to a healthy work-life balance by enabling them to recharge and return feeling refreshed, leading to increased productivity and morale.

A well-defined PTO policy should include details such as accrual rates (how much PTO is earned over time), eligibility requirements (who qualifies for PTO), carryover limitations (if unused PTO can be saved for future use), and how to request time off.

12. Code of conduct policy

An effective code of conduct policy establishes clear expectations and boundaries for professional behavior in the workplace. It outlines acceptable and unacceptable conduct, promoting a respectful and inclusive environment.

The policy should cover discrimination, harassment, bullying, workplace violence, confidentiality, and proper use of company property. Providing a clear framework empowers employees to report misconduct and serves as an important tool to uphold a culture of accountability.

13. Attendance policy

An attendance policy is essential for a well-functioning workplace. It lays out clear expectations regarding work hours, absences, tardiness, and leave requests, and when implemented effectively, it promotes fairness, minimizes disruption, and ensures adequate staffing levels.

Your attendance policy should outline acceptable reasons for absences, such as illness and emergencies, the proper procedures for reporting them, and the consequences for violating these rules. The policy should also address procedures for requesting time off, including paid time off and sick leave.

14. Bereavement policy

In providing a framework for compassion and support, a bereavement policy demonstrates that your company values its employees’ wellbeing during a time of personal loss.

Your policy should offer clear guidelines for paid or unpaid leave following the death of a close family member or loved one. This can reduce the stress on grieving employees to some degree by alleviating uncertainty about time away from work.

The policy should define covered relationships (spouse, child, parent, and extended family members, for instance) and the amount of leave allotted for each. It may also outline notification procedures and details on returning to work, such as easing back into duties or offering access to employee assistance programs if applicable.

15. Anti-harassment policy

No one wants to work in a company where they are vulnerable to abuse. That’s why an anti-harassment policy is a must to establish safe and respectful work environments.

A code of conduct typically outlines broader standards for professionalism and behavior, such as punctuality, dress code, and social media use. An anti-harassment policy specifically focuses on preventing offensive behavior and protects employees from discrimination-based factors that may include race, gender, religion, nationality, or age.

A thorough anti-harassment policy will outline the complaint process, and ensure a fair investigation together with the appropriate disciplinary action. Having such a policy in place will empower your employees to report incidents and will help to discourage instances of future harassment at your company.

16. No-call no show policy

When an employee goes absent without leave (AWOL), it can be considered a serious offense. A no call no-show policy establishes clear expectations for employee communication during absences.

This policy outlines punitive steps taken when an employee fails to show up for work without notification and a valid reason. It serves to deter unscheduled absences, protect the workplace from staffing shortages, and ensure fairness by holding all employees accountable.

Your policy should define a timeframe for acceptable notification, outline progressive disciplinary actions for violations, and provide clarity on your appeal process.

Additional new hire employee forms

17. Vacation request form

A vacation request form specifically focuses on requesting paid time off for leisure purposes. This form is designed to streamline leave management by ensuring a clear process regarding who to notify, the approval process, and deadlines for notification to promote fair scheduling and avoid overlapping employee absences.

The form should allow all details to be captured and provide a section for management approval.

18. Time off request form

Time-off requests cater for a wider range of absences beyond just vacations, such as sick leave, personal days, and bereavement leave.

A time-off request form should include the employee’s details, the type of leave they are requesting (vacation, sick leave, etc.), the start and end dates of the absence, and any additional relevant information regarding the request, such as a reason for the leave request.

Over to you 

Creating a well-defined onboarding process with all the necessary new hire paperwork and HR documents takes considerable time and effort. The long-term benefits, however, are undeniable as an effective onboarding program streamlines the experience for new hires, reduces confusion, and accelerates their productivity.

Using the AIHR links provided above to download pre-built templates and forms for essential onboarding templates can significantly cut down HR’s setup time.

But remember, great onboarding programs aren’t static – they require continuous improvement. So, collect feedback from new hires to identify areas of strength and opportunities for improvement. This continuous feedback loop, along with updates on evolving company policies and changes to labor laws, will ensure your onboarding stays current and effective.

The post 18 Must-Have Onboarding Documents (+ Free Templates) appeared first on AIHR.

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