Create a
Free Account

 

 ✓  Enjoy platform access

 ✓  Create your HR roadmap

 ✓  View open content in library

 ✓  Access dozens of practices:

        ⤷  The HR Strategy program

        ⤷  Explainers and deep dives

        ⤷  Supplemental guides

        ⤷  Insight articles

        ⤷  Weekly best practices

        ⤷  And more!

 

 CREATE FREE ACCOUNT 

100% Free. No credit card required.

Planning for Future Succession Needs in Key and Critical Non-management Roles.

Top creators

Wowledge Expert Team
Principal level
511 Wows earned

How it works

The planning process flows first and foremost from the organization’s strategies and objectives, then from a review of the resulting workforce needs. It is through this process that current and upcoming talent gaps, new positions, and at-risk incumbents are identified. 

looks_oneDevelop a succession strategy

The strategy can be developed after reviewing the organization’s strategic plan and/or business plans. Such plans will reveal future changes and evolutions that may have an impact on the number and type of executive and critical roles needed for successful execution. Strategies for growth, recession (reducing or eliminating products, services, or markets), new product or service introductions, and acquisitions or mergers can all influence the need for new executive or critical skills roles, capabilities, or locations that drive changes in the future makeup of organizational and technical leadership. 

...

Access full document

Become a member

Enjoy access to scalable practices, step-by-step guides, and tools to build strategic HR programs.

      Get started for FREE