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Finding skilled workers to fill open positions is among the top challenges in virtually every organization. Workplace and generational changes, strategic uncertainty, the impact of social media and data overload, and the increasing velocity of business, indicate mounting people challenges ahead for businesses large and small. Hiring external candidates to meet talent needs is merely a stop gap solution. Hiring retired employees, consultants, or temporary workers, adapting work conditions, and other short term solutions only bridge the gap temporarily. This article addresses four pillars to expand succession planning for long term success:
- When evaluating talent there are many fundamental decisions that must be made
- Eligibility for a job must be addressed
- Suitability for the job needs to be considered
- Performance level must be accounted for
These factors, combined with clearly defined career options, provide a framework for employees to have visibility to their long-term opportunities while providing HR and stakeholders a solid basis for planning and assessment of pipeline strengths or gaps.
Taken collectively, the four pillars provide the essential elements to create a visible, measurable talent pipeline. The first pillar provides the solid foundation for execution and the other three can be automated and driven by currently available technology solutions.