For a company, it is essential to have proper workforce and succession planning in place in order to have the right employees in the right place at the right time. Implementing a step by step succession plan that incorporates competencies is an excellent way.
We recommend the following six steps to formulate a succession plan based on competencies.
Step 1: Company Vision, long and short terms goals, key strategic initiatives, and organizational capabilities/gap assessment are important in determining future talent needs, target markets and will give an indication of how to develop your employees.
Step 2: Skills Inventory Assess current employees to determine suitability for higher roles. Using a competency framework, you can identify specific competencies needed for success. Skills inventory helps assess employees against these competencies making it easier to determine what is already present and what is still required.
Step 3: Identify & Recruit If you already have the right talent pool, you can move to Step 4. Otherwise, you will have to recruit talent based on the competency gaps you identify in your skills inventory.
Step 4: Evaluate & Inform Conduct competency assessment of employees to see if their current competencies levels match or are close to those required for the proposed position. It is good to let your employees know they have future opportunities in your Company.
Step 5: Develop Once you have a selection of employees who have the potential for growth, it is important to develop their skills according to competency assessment. The company must provide learning and development opportunities.
Step 6: Engage Retention is an issue for many organizations, so you need to ensure your high potential employees are engaged and want to remain with your organization.
For a company that gives priority to sales, we shall illustrate how such competency is defined & performance level established.
Proficiency levels may range from Level 1 (Novice) to Level 5 (Master). Each role will have a Desired Proficiency Level (DPL).
The analysis of competencies required for higher roles and mapping them with proficiency shown by potential leaders, a clear road map for succession planning can be created.
Effective succession planning has advantages both for employers and employees. Employees benefit by knowing the organization has plans for their future development opportunities, and an increased perception of self-worth and value.
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By: Brig R. K. Sharma