We recently hosted a webcast with the Human Capital Institute (HCI) that featured research on the market drivers of succession planning, and how progressive organizations are leveraging talent pools for comprehensive talent development and performance management. It’s an ever-important issue, even in this challenging economy. As the market for skilled talent becomes more competitive, succession planning is a critical differentiator for strategic organizations, and particularly for mid-sized companies who rely on quality talent pools.

We’ve talked a lot here about how to best recognize, manage and benefit from generational differences in the workplace. This was just one of the issues that the HR Raging Debates experts tackled, and you can check out their take here. On the whole, the experts weren’t convinced that the generations needed to be managed differently and that it was more about meeting individual needs.

I recently had a guest post over at Fistful of Talent on Pay for Performance as part of their Don’t Feed the Vendors Series. If the comments are any indication, I definitely hit a nerve and sparked some debate on this topic.