Succession Planning
How do we put together a strong succession plan for key people?
Some jobs are the lifeblood of your company. They are just too
critical to be vacant or filled by any but the most qualified persons.
If you do not have succession plans in place your company is exposed
to the probability of key positions becoming vacant with potentially
serious results for business. To ensure continuity for these positions,
use focus Succession Planning.
Subjective judgment of potential can be and often is wrong, it
can drive away good employees, and may even create legal liabilities.
By contrast, focus provides data that ranks candidates based
on their match with the job requirements. You may then review on-line
personal CVs of candidates, look at job preferences, development
plans, or even past results.
Identifying potential back-up is not enough. focus has extensive
employee development functionality. Employees can create detailed
development plans, identify an action plan, training resources,
success measures, and more. Succession Planning tracks the expected
date that a candidate will complete development, and whether the
candidate is on track or not.
focus distributes responsibility for the oversight of succession
planning. Owners of each job or pool have tools such as the customisable
metrics report that alerts them of problems such as too few incumbents
or back-ups, development plans gone awry, failure to meet diversity
goals, etc.
focus Succession Planning Features & Benefits
- Plan for Jobs or Pools
focus supports job replacement charts, succession
pools, or both.
- Customisable CV
The focus employee CV is divided into parts completed
by the employee and the company. Use our default CV, modify,
or create your own.
- Mentors
Succession candidates often benefit from a mentor. focus
recognises mentors and provides them with rights to work
with candidates.
- Develops Bench Strength
Individual development plans, development tracking, responsibilities
clearly defined for present and future positions, and measures
of development success all build bench strength.
- What ifs
See a major strategy change coming? focus
lets you model hypothetical jobs or skill needs, evaluate
staff readiness, and put into place plans to prepare people.
- Chain of moves analysis
Moving a person may create a gap that can't be filled. focus
tells you the best combination of moves to maximise overall
quality of job incumbents.
- Valid, defensible data
Quantitatively and equitably matches people and jobs. Multi-assessor
feedback and candidate histories help avoid subjective,
error-prone judgements of potential.
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Typical Steps to Implement focus Succession Planning
- Identify talent needed to implement company strategy.
Develop succession planning metrics.
- Select critical jobs. Optionally, create job pools and
criteria.
- Assess candidates.
- Select candidates.
- Implement development plans.
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