Global HR research and advisory firm McLean & Company has released its latest research, Guide to Identifying Critical Roles, which emphasizes the importance of a structured, objective approach to determining which roles are essential to an organization’s success by informing talent initiatives like succession planning. The new guide underscores that critical roles are not always the most visible or senior positions – rather, they are the roles that could significantly disrupt operations or derail strategic initiatives if left vacant.
The firm’s research findings indicate that organizations that lack a standardized process for identifying critical roles risk making reactive, assumption-based talent decisions that fail to support long-term workforce planning and succession strategies. McLean & Company’s newly published guide provides HR professionals with the tools and frameworks needed to navigate role criticality discussions with key players, develop objective evaluation criteria, and proactively address potential talent gaps.
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“Many organizations struggle with critical role identification because they confuse high-performing individuals with critical roles,” says Karen Mann, senior vice president, HR Research, Learning Solutions & Advisory Services, at McLean & Company. “By separating the role from the person, HR leaders can ensure a data-driven approach to succession planning and workforce forecasting, improving organizational resilience and reducing the risks of talent shortages.”
McLean & Company‘s research highlights that while 68% of HR professionals recognize workforce planning (WFP) as highly important, only 25% report high effectiveness in executing these strategies. Similarly, just 16% of HR respondents rate their organization’s succession planning efforts as highly effective. The Guide to Identifying Critical Roles helps close this gap by equipping HR teams with a replicable, objective approach to assessing and prioritizing roles for talent development and succession planning.
SOURCE: PRNewswire
