Creating and maintaining an effective succession plan without the right tools is an almost impossible task. Traditionally these plans exist as spreadsheets and PowerPoint files with limited ownership, resulting in employees maintaining a costly process that is time-consuming, difficult to implement and immediately out of date.
Without an accurate, detailed and accessible succession plan, organisations are vulnerable to debilitating leadership gaps, high replacement costs and lost opportunities through ineffective employee career pathing.
Gayle Stewart, HRIS Advisor, BP Australia
Succession planning, integrated with a workforce planning tool, accurately organises succession data into a visual plan that can be easily shared across your organisation. The process of identifying successors is simplified by using advanced search, 9-box grids and live data relating to readiness, tenure, education level and talent metrics.
This tool allows for bench strength to be automatically updated and instantly accessible across your organisation in a visual format. Allow relevant managers to easily access and update their relevant succession plans.
Want to learn more? Read our article that highlights how to use succession planning to retain top talent.
Create plans using drag and drop functionality
Easily search across your organisation on the metrics that matter (readiness, tenure, education level and talent metrics)
Use a staging area to build a list of potential candidates
Calculate and display bench strength
Identify your top performers and protect key positions
Customise readiness metrics that are relevant to your business
Use conditional formatting to identify gaps, areas of risk, pending retirements and key talent
Control view and edit rights for every department’s succession plans
Enact a succession plan process that is easy to implement, visually engaging and fast to update
Counter the cost and complexity of sourcing external staff
