focus Succession Planning & Talent Management |
View PDF Format |
 |
How do we put together a strong succession plan for key leadership?
Some jobs are the lifeblood of your organization. They are just too critical to be vacant or filled by any but the most qualified persons. To ensure continuity for these positions, use focus Succession Planning.Subjective judgments of “potential” are often wrong, can drive away good employees, and may even create legal liabilities. focus ranks candidates based on fit with job requirements and gives you ready access to in-depth information on each candidate including on-line resumes of candidates, job preferences, development plans, past results. job performance reviews and more.
Identifying potential back-ups is not enough. focus has extensive employee development functionality. Employees can create detailed development plans, identify action plans, training resources, success measures, and more. Succession Planning tracks each candidate’s development progress.
focus distributes responsibility for oversight of Succession Planning. “Owners” of each replacement chart or pool have tools and reports to help them as well as customizable alerts to problems such as too few incumbents or back-ups, development plans gone awry, failure to meet diversity goals, etc.
focus Succession Planning Features and Benefits
|
Plan
for Jobs or Pools: focus
supports job replacement charts, succession pools, or both |
|
Customizable
Resume: The focus
employee resume is divided into parts completed by the employee and
the organization. Use our default resume, modify, or create your own. |
|
Mentors: Succession candidates
often benefit from a mentor. focus
recognizes mentors and provides them with software functionality to
assist their work with candidates for promotion |
|
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 competency needs, evaluate staff readiness, and put plans in place 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 maximize overall quality of
job incumbents |
|
Valid,
Defensible Data:
Quantitatively and equitably matches people and jobs. Multi-rater
feedback and candidate histories help avoid subjective, error-prone
judgments of “potential” |
Typical Steps to Implement focus Succession Planning
- Identify staffing needed to implement organization strategy. Develop succession planning metrics.
- Select critical jobs. Decide on optimal replacement chart and pool structure.
- Assess candidates.
- Select back-ups.
- Implement development plans.
- Track progress against metrics for individual candidates and the program overall.
"By putting technology in place you have the ability to insure that your organizational goals are being addressed as a team."
|
focus © 1998-2006
Business Decisions, Inc.
•
Contact Us: info@businessdecisions.com
|