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Succession Outputs
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Our succession planning system provides a variety of rich outputs.
Individual Employee Capability and Development Report:
One report is generated for each employee. The report answers the following questions.
- What is Susie Employee's current level of capability? What is her future potential?
- How well is her current capability matched to her role? i.e. Is she under employed, well matched, or over her head?
- How well is she matched with her manager's current level of capability? i.e. Is she currently receiving appropriate leadership from her mananger?
- When will Susie be ready for a higher level of work if given opportunities for gaining experience and training?
Manager's Human Capital Action Planning Report:
Managers receive a summary report for all their employees. This is used to create action and development plans for each of their employees.
Organizational Design Effectiveness Review:
Do you have the right amount of layers to carry out your mission or:
- Is your organization too flat, leaving your employees struggling to cover several layers of work?
- Do you have too many layers, creating a bureaucratic mess?
Global Anaysis of the Short and Long Term Strength of Your Human Capital:
Short term:
- Who is underutilized, representing untapped leadership potential and a turnover risk?
- Who is over committed and in need of reassignment?
- Who will be ready for promotion now or in the near future?
- Who will be comfortable in their current position for years to come?
Long term:
- How will each person's leadership potential increase over time and
- How does forecasted leadership potential match our predicted talent needs?
- Who are our high potentials in need of breath of knowledge?
- Who are our experts in need of depth of knowledge?
- Do we need to modify our recruiting process to attact more experts or more high potentials in order to meet our succession needs?
Managerial Training in Identifying Leadership Potential:
By participating in the business succession planning process, managers learn how to:
- More accurately match employees to jobs,
- Make accurate promotion decisions,
- Identify leadership potential,
- Tailor employee development plans to suit both high potentials and expert mode employees,
- Isolate the cause of employee performance problems as one of three issues: lacking capability, lacking knowledge/skill, lacking motivation. With this information, they can rectify issues quickly.
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