Succession Planning

Prepare for any future shifts your business may face and avoid being short on talent when you need it most.
Succession planning focuses on the most critical positions to the future needs of your business and applies to employees at every level of your company. It targets your business’s long-term needs and helps you cultivate the talent it needs to stand out.
It also demonstrates to top performers that the company is committed to enhancing their knowledge & skills and is dedicated to advancing their careers.
Succession planning is usually outsourced as it can be challenging for in-house HR managers to set the right succession chart objectively.

It is linked to many other human resources management functions like:

Career management: Through succession planning, you can make sure that people are gaining the necessary skills, awareness, and experience they need to make constant contributions to your company.

Training & learning: Providing your employees with structured training can give them the knowledge & skills they need to succeed in several positions throughout their careers.

Performance management: Aligning your performance management with your succession planning is extremely important to ensure that future managers receive ongoing feedback, mentoring, and evaluation needed to continue their professional development.

We give careful thought to selecting potential candidates for succession planning. And while typical succession plans usually distinguish current management employees, we don’t overlook other employees who show true promise & potential.
Once we identify those people, we work on establishing cost-effective methods to develop them for the future. These methods may include in-house training, external courses, or even special programs designed exclusively for the employee.

Some common mistakes are usually made when tackling succession planning:

01

Making it a once-in-a-year activity rather than an ongoing management activity.

02

Developing succession plans without an external opinion.

03

Establishing human resources needs by solely basing them on past experiences.

Our professional HR consultants help you avoid making these missteps by following an extensive process that doesn’t leave anything to chance.

A thoughtfully designed succession plan will:

Make employees feel satisfied with the personal development initiatives you’ve made.
Make management feel pleased with employee performance and job readiness.
Help employees achieve their goals and those of the company.

Changes in management are inevitable, but our efficient succession planning can help provide stability in leadership and avoid expensive vacancies in key positions.