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Once the positions to be planned for are determined and documented, criteria for selection and a list of potential successors for each role can be determined. Leaders develop profiles to compare candidates, and then look into their organizations and identify the employees with the potential to rise to the next level (or more) and access basic demographic and developmental information on each.
A success profile documents all job requirements and the key competencies needed that differentiate minimum job standards from the ability to exceed them. Key competencies are added, starting with information from the position’s job description used in job postings and performance evaluations.