This includes identifying high potentials in the lowest levels of an organisation, and grooming them through development efforts to expand their knowledge, skills and competencies.
Here is a 12-step process (adapted from Halogen Software) to an effective succession plan to ensure the right talent pools are created to further take an organisation to greater heights.
Identify all areas/functions currently strategic to organisation’s success and survival.
Identify key roles and employees in these strategic areas/functions.
Identify emerging areas/functions that will be strategic to future success and survival.
Identify roles and employees in these emerging areas/functions.
For each area/function/role, identify competencies, knowledge, skills and experience required for exceptional performance.
Identify learning resources and initiatives that can help develop each competency.
Identify high-performing employees.
Identify all high-potential employees – those who demonstrate interest, drive and passion to progress in their careers.
Hold “stay-interviews” with high-performing and high-potential employees. Find out what motivates, engages and frustrates them.
Create talent pools for each current and emerging strategic area/function.
Recruit from these talent pools when opportunities or vacancies open up.
Repeat Step 1 and onwards.
Related article: 5 Steps To Retain And Grow Your Talented Players
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Published in English daily The Star, Malaysia, 16 May 2015