When it comes to using stacked ranking for workforce cuts, most human resources professionals disapprove. They also believe that the government should decide on executive compensation for bailed-out companies and that companies should inform employees if they have been selected for succession. These opinions come from a recent poll of HR professionals on controversial topics in business and talent management. The poll was conducted in conjunction with a panel webcast that took place with seven HR thought leaders as part of performance management software provider Halogen Software’s Raging Debates in HR online forum.

The webcast polled more than 400 HR practitioners, with an average of 200 responses for each question. The results provide a collective view on topics ranging from generational management to merit-based pay, social media in the workplace, HR metrics, Employee Free Choice Act complacency and the future role of HR.

Succession Plan Disclosure
Eighty-four percent of HR professionals said yes when asked if they supported telling an employee that he or she was part of a talent pool for succession. Response here broke down as follows:

Should you tell an employee he or she is part of a succession plan?

• Yes. Tell the employee; it is part of his or her development: 84 percent
• Maybe. Only if you think the employee is at risk of leaving: 1 percent
• No. Not a good practice; sets unmanageable expectations: 15 percent

Forum panelist Kris Dunn, vice president of people at software company Daxko and blogger at HR Capitalist, reinforced the importance of disclosure. “There may be a lot of employee relations issues around disclosing, but you have to do it,” Dunn said. “A big benefit of succession planning is retention — if people know they’re on the list.”

Josh Bersin, president and CEO of consultancy Bersin & Associates, said, “Our research shows that high-performing companies do tell high potentials that they are in fact in such a pool. Such conversations create the rigor and open dialogue about what constitutes a [high potential] and create engagement and retention in high performers.”