In most organisations that utilise psychometric data as part of the hiring process, the data is only used for selection purposes. Taking into account that assessments are often relatively expensive and that results are still valid after the individual has joined the organisation, it seems like a waste to not reuse the data for other […]
Succession planning is not simply replacement planning. Replacement planning suggests that an organisation simply identifies one or two potential individuals who can work as a backup, for a temporary period, in a role, until someone appropriate is found.
Poor succession planning can have detrimental effects for an organisation such as reputational damage, profit loss and structural inefficiencies.
Talent reviews are a critical step in Succession Planning and are used to discuss talent information from many different perspectives. Instead of solely relying on one person’s perception, the power of team-based decision-making is leveraged, and used to improve the accuracy of organisational decisions.
Critical roles are crucial to an organisation’s current and future success and can be identified against the backdrop of two factors: (1) the prominence of the role in the success of the company and (2) the degree to which the role encompasses a scarce skill.