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An organization’s ability to identify and plan for its critical roles is key to workforce planning and talent management. However, common pitfalls often arise in this process. In this infographic, I highlight five barriers to identifying critical roles and a few ideas to overcome them. A few barriers include: Hierarchical-Driven—basing a role’s criticality solely on its level and overlooking non-executive roles, when in reality, role criticality is determined by its impact on stakeholder value, regardless of level. Recruitment Difficulty—assuming that the difficulty of filling a role reflects its criticality when, in fact, not all hard-to-fill roles are critical. Near-term View—basing criticality only on current needs without considering future organizational requirements, when the criticality of roles can shift as business strategies evolve. HR practitioners can use this cheat sheet to develop greater awareness of these barriers by regularly reviewing how critical roles are defined and assessed within their organizations. You can also find more resources on my site regarding critical roles, including criteria for evaluation.
