On the 9th April 2020, Nolwazi Dube our HR & Training Consultant will be sharing with us Ziyana Business Consulting and Training’s new strategy and approach to digitalization. Please tune in on all our social media platforms.
Digitising is transferring analogy information and processes into digital using digital technology as part of an organisations strategy to provide an efficient and effective customer experience.
Digitisation minimises noise and cuts out the middle man which results in increased profits.
Digitisation is a disruptor of the status quo.
Digitisation interventions are long term strategies and require extensive research.
Use of digitisation makes data analytics readily available to organisations to understand customer trends and needs.
Covid19 crisis has forced us to re-look at how we render our services to our clients without compromising quality in a digital age.
South African organisations find themselves in a war for talent and competing for a shrinking pool of talented workforce. Strategic planning for any business needs to ensure that there is sufficient talent workforce to meet the future business demands. What is also imminent in the ever-changing economy is the retirement of skilled workforce and high staff turnover. People change jobs all the time. It is for this reason why a planned strategic succession planning is imperative.
In today’s aggressive market it is important for organisations to take steps in attracting, developing and retaining of critical employees. There is a perception that succession planning costs a lot more for organisations, however organisations need to come up with creative ways for implementing succession planning. I still believe the cost of implementing strategic succession planning is better than the cost suffered when having none.
Imagine what would happen in an organisation that has no strategic succession planning in place should a CEO/ CFO or any position deemed critical decides to submit a resignation letter? This can create unnecessary panic amongst employees, customers and suppliers and over and above this would mean that a recruitment of a new CEO/CFO would need to be underway. It may take up to 6 months to find a suitable best fitted CEO and recruitment of such critical position costs a lot of money too.
What does strategic succession planning mean for organisation:
Key benefits of strategic succession planning:
Mike Jackson (68), CEO of AutoNation was quoted by Automotive News saying “We have a very robust, professional succession plan in process which the board and I worked on together”. This is after the COO Bill Berman’s abrupt resignation. The question is, does your organisation have succession planning in place should a critical skill resign?
1 Comment
I’m truly excited about this one. I can’t wait for this information. Digitalization is the way to go!