Successful succession planning is a process for identifying and preparing existing people resources with the potential to fill key business leadership positions in the company. Done right, it will increase the availability of experienced and capable employees that are prepared to assume these roles as they become available.

In their effort to improve performance, quality, and services they face enormous challenges in retaining the staff to make it all happen. Often this is due to unavoidable changes in their employee base as their employee demographics change.

  • The Aging Work Force – As retirements increase over the next few years, how will you transfer the knowledge, experience, and institutional memory that will walk out the door with these retirees? Where will you find the right staff to get the work done?
  • Less qualified candidates are available – due to downsizing over the past several decades. There must be adequate processes and systems in place to train the next generation of employees.
  • Difficulty in finding candidates that are qualified – is difficult in a wide range of occupations, including manufacturing, high tech, service, healthcare and many other disciplines. Not only is this an issue locally, but also nationally and across the globe.
  • It is difficult to retain existing employees – due to the highly competitive environment for skilled and qualified employees.

Planning for a changing workforce, no matter the dynamic the change, has become a critical success factor for any successful business. The AMS Group excels at meeting this challenge in creative and sustainable ways.

Our reputation speaks for itself. It’s time for The AMS Group’s business professionals to help your organization become more effective.

We’re seeing collaboration and communication between departments, between co-workers, between management and employees like we’ve never seen before.”

– Vice President of Operations, Paper Mill

The one thing I have learned as a CEO is that leadership at various levels is vastly different. When I was leading a function or a business, there were certain demands and requirements to be a leader. As you move up the organization, the requirements for leading that organization don’t grow vertically; they grow exponentially. – Indra Nooyi