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Succession Planning
This highly important business process establishes the way in which an organisation recruits employees, develops their skills and abilities and prepares them for advancement, while retaining them to ensure a return on the organisation's training investment. Succession planning involves:
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Defining the organisation's long term goals and objectives
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Identifying the workforce developmental needs
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Determining workforce trends and predictions
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It is important to note that succession planning does not just apply to key management positions. It is also used in other positions in a variety of job categories.
With good succession planning, no gaps are left in the organisation when someone leaves and it can help develop a diverse workforce by enabling top management to look at the future make-up of the organisation as a whole.
So how has Knowledge Assessment from SkillsEdge been used to help?
Identifies gaps in current employee and candidate competency levels:
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Assesses current and known future competency requirements
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Provides the basis of Individual Development Plans for employees
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Helps develop a recruitment strategy
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Develops an evaluation plan for succession management
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A number of organisations in both Public and Private sectors have used Knowledge Assessment for precisely these reasons resulting in:
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Better retention of employees
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Valuable training goals
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Increased preparation for leadership
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Greater employee satisfaction
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Enhanced commitment
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Improved corporate image
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