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Every organization takes a forward-looking approach, and it is critical to identify positions that need to be filled. Talent development of high-potential employees is crucial not only for personal growth but also from a company point of view. Recruiting new talents helps fill critical job positions.
Talent succession management is a systematic process that helps any organization develop and retain employees by identifying prospective employees. While it reduces risks, it also enhances operational stability and provides opportunities for self-advancement on the career track. This comes with a good talent strategy and planning.
The entire process also helps identify business challenges, analyze critical positions, and consider high-potential employees to fill the positions post-skill assessment.Â
These templates would be helpful to you in the planning process. They would help you analyze the key characteristics to work on future occupancy filling.
Template 1: Talent Succession Management Framework
This template helps in talent strategy and planning. Under strategies, businesses can have a business strategy, critical talent strategy, target metrics and management, process governance, and system strategy. The HR system and metrics include sourcing and recruiting, performance management, and keeping a plan for succession management. Starting from career planning to calibration meetings and talent reviews, it helps develop leadership through assessment, evaluation, coaching, and mentoring. One can specify leadership competencies, functional competencies, and developmental assignments.
Template 2: Identify the critical position 1/2
This template covers the critical positions that require succession planning along with the time frame. The critical business position can be mentioned in a specific timeline. The head of sales can be a position, and the timeline would help to see when the person can be promoted to a key job role. If a key person is ready now, they can put in the necessary details as to why they should be considered now. Rest, a detailed timeline - be it 1-2 years or more than two years can be estimated depending upon how well the employee has been performing. Employee development strategy can be used to help the employee grow over time.
Template 3 : Succession Plan Sample Flowchart
This template shows a business succession planning specimen defining designations and employee readiness to take over those positions. There might be employees from various departments who would be ready for the leading position. It is crucial to ensure that they are evaluated properly. The names of such prospects can be mentioned with a readiness status. It is done via a close evaluation of work and how much progress is required for them to learn better and get a higher designation. The readiness status would help in seeing if the candidate fits the bill and is eventually promoted.
Template 4: Succession Planning Modelling chart
This template specifies various planning elements, objectives, and necessary planning tools that are required for succession planning implementation. The succession planning elements can include building a leadership pipeline, developing critical function successors, and staff development. Other elements can be added as per the company's planning needs. The objective against each element can be tuned, be it ensuring leadership sustainability, mitigating the impact of attention, or developing layers to perform organizational functions. The successful planning tools would help in monitoring, staff development planning, updating, and attaining organization knowledge.Â
Template 5: Key succession & Career planning metrics
This template specifies the various metrics like potential - which is employees' ability to demonstrate their strengths and take on additional responsibilities and roles. The risk of loss can be evaluated by seeing if the employee is excited about their current position or even ready for a career move, readiness - if the employee has the necessary skills needed to be ready for the next role, the impact of loss would be if seeing the impact on the organization if the employee is leaving. All these metrics can be evaluated, and more can be added to show how important they are.
Template 6: Manage ongoing process 1/2
This template helps in assessing the employees on the basis of a variety of factors to determine their readiness for succession planning. The name of the individual can be mentioned with various metrics on which the employee is being evaluated. These can be business acumen, dealing with ambiguity, decision quality, developing direct reports and others, drive for results, interpersonal skills, managerial courage, managing vision and purpose, managing and measuring work, and priority setting. Each candidate will be evaluated on this basis and given a rating - be it effective, very effective, somewhat effective, effective, Not sure, etc.
Template 7: Roadblocks to succession and career planning
This template specifies the obstacles in succession planning in percentage. The lack of top management support, the organization's inability to encourage the sharing of resources, the lack of a talent assessment database, etc., can be various roadblocks to planning, and it is important to note which is creating more issues for employees' career progression. Keeping track of this helps in evaluating the roadblocks better, and then the organization can make corrections and take rectifying actions accordingly, which leads to better workforce attrition.
Template 8: Overcoming roadblocks in succession and career planning
This template shows the action plan that needs to be followed in order to overcome succession planning roadblocks. The goals of the organization, like prioritizing the process of employee identification, streamlining the frequency and duration of interventions, and common tools for progress monitoring, can be mentioned. The action items that will prevent the success can be mentioned: what can you do to reduce this barrier, what are your start and end dates for reducing the barrier, who can help you reduce this barrier, what will be evidence of completion, how will you measure success for this goal. These questions can be asked, and the answers thought of will help in better planning for overcoming roadblocks.Â
Template 9: Performance improvement plan
This template helps create specific plans for training and developing employees for future positions. All of these can be mentioned, including the improvement objectives, success criteria, additional support that'll be required, and reviewing the scheduled objective outcome. Under each, there can be suggestions for a plan that would improve performance. It could be what an individual should do to improve performance, setting the success criteria; support can be planned by seeing shat an individual would require to achieve standards, what the progress will be reviewed, and action to be taken if objectives are not met.Â
Template 10: Key development practices
This template lists the talent and development initiatives for succession planning along with the development practices that need to be undertaken. The initiatives are action learning, cross-functional job rotations, 360-degree feedback, exposure to senior executives, external coaching, global job rotations, exposure to strategic agenda, experiential learning, education, and coaching. These practices help in keeping track of progress.Â
Final Word
These templates come in handy for you. In cases where the current employees of the organization leave, the existing ones will already be ready to fill in the gaps, and this would be possible only with company leaders choosing the right candidates.
