🫵 Succession planning
Best practice
Simon Löwy
Last Update 2 ปีที่แล้ว
Succession planning aims to fill key positions in the company and ensures that they are always filled.
💡 For a description of the theory of succession planning, see the Skilltree blog here.
Succession planning can be divided into the following process steps:
- Finding a single point of knowledge/key competency
- Finding key positions
- Creating job profiles
- Requirements analysis
- Succession identification and internal recruiting
- Training courses and further development
Those process steps are described in the Skilltree blog from the side of theory. The following chapter describes how these process steps can be implemented in Skilltree.
Finding a single point of knowledge/key competency
To identify which skills, certificates, or knowledge are only mastered by one person, it is necessary to take a look at the skill distribution.
To do this, simply open "Insights" and select "All skills". The bar chart that appears now shows the distribution of skills (or certificates, knowledge, ...) in your organization. You can also filter them by departments, skills, or locations.
In the bar chart, you can quickly see which skill is owned by only one person.
Skills that you have defined as important key competencies can also be checked here for their distribution in the organization. If, for example, the key competence is only mastered by a few or even only one person, a corresponding succession should be considered.
Finding key positions
This involves identifying roles that are essential for achieving the company's goals and success.
If you understand which company roles this concerns, it is possible to search for those roles and the corresponding people. The "Skill finder" feature can also be used for this purpose.
Creating job profiles
Job profiles or requirement profiles enable you to plan re-staffing in a more structured way. Skill profiles, in particular, help with staffing and continuous career planning.
Job profiles and their skills can be easily recorded in Skilltree. Here you can read the article where it is described how easy it is.
Requirements analysis
In the previous paragraphs, we learned to analyse and connect individual talents to the company's determined key positions and key competencies.
Hereinafter, the company can critically analyse extended absences or the termination of certain employees.
Reasons for such absences or terminations may be:
- Retirement
- Parental leave
- Maternity leave
- Dissatisfaction with work
- Illness
- (...)
If there is a reasonable risk that a key person will be affected by one of these reasons, succession planning is recommended.
Succession identification and internal recruiting
In a skill gap comparison, it can be analyzed which employees can be trained or promoted to ensure the succession of those identified as key positions. How such a skill gap comparison/skill matrix can look is described here.
The following video shows the filtering of the skill "Cisco" according to level 2 and 3. Through this, it was determined for the employee Urbano that he still lacks the 3rd level. Urbano could achieve the 3rd level for "Cisco" through training and thus act as a successor for a possible leaving employee.
It is also possible to search the internal skills database to find suitable successors internally. For this purpose, Skilltree can be searched for the corresponding skills that are expected from a successor.
Training courses and further development
Once a suitable employee has been found, training and further education measures need to be set. These can be managed in Skilltree in the form of goals to show the corresponding training measures in a more structured way.