William J. Rothwell, PhD, SPHR, CPLP Fellow, is president of Rothwell & Associates, Inc., and Rothwell & Associates, LLC, and professor of workforce education and development at the University Park campus of Penn State University, University Park, PA.Robert D. Jackson, PhD, is director of development for The TEAM Approach®, a talent consulting organization in Lancaster, PA. Cami L. Ressler, MEd, is owner and founder of Career Mobility, LLC, a consulting and talent management organization.Maureen Connelly Jones, PhD, is a partner at Rothwell and Associates, LLC, and is on the faculty at Penn State University.

• PrefaceAcknowledgmentsPart I. Making the Business Case for Moving Beyond Career and Succession Planning: Why They Must Be IntegratedONE: Reflections on the Contemporary Business Scene: Why Career and Succession Planning Must Be IntegratedTWO: An Approach to Integrating Career and Succession Planning ProgramsPart II. Foundations for Integrating Career and Succession PlanningTHREE: Human Capital, Workforce Planning, and Learning and DevelopmentFOUR: Establishing an Infrastructure to Support the Integration of Career and Succession PlanningFIVE: The Diverse Workforce: Generations at WorkSIX: Competencies and Values: Keys to Successful Career Development and Succession PlanningSEVEN: Assessment and Evaluation for Career Development and Succession Planning ProgramsEIGHT: The Role of Technology: Using Information Management to Enhance Career Planning and Succession ManagementPart III. Strategies for Integrating Career and Succession PlanningNINE: Coaching and MentoringTEN: Self-Directed and Lifelong LearningELEVEN: The Self-Assessment Approach: Finding Value in a New MethodologyTWELVE: Emerging Leaders and Leadership DevelopmentTHIRTEEN: Employee EngagementFOURTEEN: Skill Gaps and Other Approaches to Employee Responsibility and Organizational ResponsePart IV. Addressing the Future Of Career Development and Succession PlanningFIFTEEN: The Future of Career Development and Succession PlanningSIXTEEN: Frequently Asked Questions and Their AnswersAppendixesAppendix 1. Pitching Transformation: How to Build a Business Case for HR and Talent Management SolutionsAppendix 2. Lexicon of Workforce-Related TermsAppendix 3. 2011 National Survey of Working America Commissioned by the National Career Development Association (NCDA), Appendix 4. Characteristics of Four Generations That May Be Found in the Same WorkplaceAppendix 5. Coaching vs. Mentoring: 25 Ways They're DifferentAppendix 6. Introduction to Talent Development Reporting Principles (TDRp)NotesIndex