Your HR team needs to start succession planning. What tools should you use?

9 box grid High Performers, High Potential,Top Right-Excel in roles, leadership potential Solid Performers, High Potential,Upper Middle-Perform well, potential with development. High Performers, Limited Potential,Top Left-Excel but may have limited growth. Solid Performers, Limited Potential,Middle Middle- Perform well but limited advancement. Average Performers, High Potential,Bottom Right-Average roles, potential with development. Average Performers, Limited Potential,Middle Bottom-Average, limited growth. Low Performers, High Potential,Bottom Left-Struggling, potential for improvement. Low Performers, Limited Potential,Lower Middle-Below-average, limited growth. Uncertain Performers,Lower Right-Requires further assessment or development.

SAP Succession Wizard: This software is designed to help organizations identify potential succession gaps and plan future staffing needs. It offers features such as “good fit” role recommendations to find positions that match employees’ skills and interests, and the option to inform recruiting plans and proactively identify potential open roles. It is used by companies such as AGCO and Terex . Cornerstone OnDemand: This cloud-based platform offers a range of talent management solutions, including succession planning. It provides tools to help organizations identify and develop their top talent, and to create personalized development plans for employees.

Plum: This software uses predictive analytics to help organizations identify employees with the potential to succeed in leadership roles. It offers features such as skills assessments, behavioral assessments, and job simulations to help identify the best candidates for leadership positions. UltiPro: This cloud-based platform offers a range of HR solutions, including succession planning. It provides tools to help organizations identify and develop their top talent, and to create personalized development plans for employees.

TalentGuard: This software offers a range of talent management solutions, including succession planning. It provides tools to help organizations identify and develop their top talent, and to create personalized development plans for employees

To ensure sustained success, we must initiate a robust succession planning strategy in our HR department. Equipping our team with the right tools is crucial. Here's a concise overview: 1. Talent Management Software 2. Leadership Development Programs 3. Mentorship and Coaching Platforms 4. Succession Planning Workshops 5. Performance Analytics and Reporting 6. Regular Talent Reviews 7. Flexible Career Pathing Tools

To create a Talent Matrix, utilize tools that facilitate a systematic evaluation of employees based on performance and potential. Performance management tools like BambooHR or Cornerstone OnDemand help track and assess current job performance through goal setting, feedback, and reviews. Combine this with potential assessment tools such as the 9-Box Grid feature in talent management platforms like SuccessFactors or custom Excel-based matrices. Ensure alignment with organizational goals and competencies for a comprehensive view of talent. Regularly update and revisit the matrix to adapt to changing business needs and individual growth, fostering a dynamic approach to talent management.

A talent matrix is a strong visual aid that e-valuates and contrasts staff performance and prospe-cts. It's a chart where HR folks can see- worker's current abilities and the-ir potential for growth. It's great for spotting star performe-rs, rising stars, and who needs a helping hand. The- chart's not just one and done, it's updated re-gularly. It changes as folks in the company do. It's a visual guide for be-tter choices, linking staff skills with company targets for a supe-r workforce.

A talent matrix is a strategic tool used by organizations to assess and manage their workforce. It involves evaluating employees based on skills, performance, and potential, placing them within a matrix for effective talent development. This visual representation aids in identifying high-potential individuals, addressing skill gaps, and making informed decisions on training, succession planning, and resource allocation, ultimately fostering a more dynamic and competitive workforce.

Talent matrix helps managers and leadership team to measure, track and recognize the employee's skill, competency level, area of improvement and progress over the time. There are many tools available inside HCM/WFM system as well as independent third-party website or tools are there. It is easy to use method for comparison and progress map.

I believe in the benefits of technology and automation for succession planning. However, it is crucial to remember that software is just a tool, not a solution. Developing a robust succession program and culture also requires a solid HR strategy (fully integrated talent management framework), buy-in from key stakeholders, and effective communication processes.

SuccessFactors by SAP offers comprehensive succession planning tools, providing insights into employee skills, performance, and readiness for key roles. Workday's succession planning module integrates seamlessly with HR processes, offering in-depth talent profiles and analytics. Halogen TalentSpace is another option, focusing on talent development and succession planning. These tools enable HR teams to create succession pipelines, assess bench strength, and implement development plans, ensuring a proactive and strategic approach to leadership continuity.

Succession planning tools like- SAP SuccessFactors and Oracle Talent Manage-ment simplify the daunting task of pinpointing and grooming future le-aders. These utilitie-s evaluate employe-e capabilities and promise in a structure-d way. With a unified hub for data keeping and re-view, it's quicker to spot standout employe-es and craft their individual caree-r trajectories. Using technology for succe-ssion planning leads to strategic and forward-thinking methods, le-ss hands-on work, improved precision, and a strong talent flow tie-d to the goals of the business.

Succession planning software streamlines the complex process of identifying and developing internal talent to fill key roles within an organization. like 9 BOX Grid. By automating the tracking of employee skills, performance, and potential, this software enables proactive identification of future leaders. It ensures a smooth transition during personnel changes, reduces the risk of knowledge gaps, and fosters a culture of continuous development and preparedness for the future.

Succession planning tools helps in implementing the HR policies, identifying right people, skill mapping, providing feedback, tools for learning and grooming and many other talents management related feature help in making whole process flexible and feasible for all. Many tools like UKG Pro, SAP SuccessFactors, Oracle Fusion, Workday etc. provides these features through which company can plan succession of potential employees.

To Mentoring and providing coaching to the emplyees, here a tool can help to track the progress for every kind of employee i.e. higher trained or the employee who are left behind. With this, created his/her own database / or a tool can be a game changer. You can plan and act accordingly in the improvement of the business.

Mentoring and coaching programs play pivotal roles in personal and professional development. They provide valuable guidance, support, and skill enhancement, fostering individual growth and organizational success. These programs create a conducive environment for knowledge transfer, skill acquisition, and goal achievement. Through mentorship and coaching, individuals gain insights, build confidence, and navigate challenges, ultimately contributing to a culture of continuous learning and improvement.

Mentoring and coaching is important for grooming of potential candidates for promotions. It helps them in gaining right context of future role and responsibilities. It nudges them into right learning journey. Many talent management tools provide various channels/medium for mentor and mentee to identify, mentor/mentee, to connect, to chat and to provide feedback.

Once potential successors are identified, personalized development plans are crafted to address skill gaps and prepare them for future leadership responsibilities. Training and mentoring opportunities play a crucial role in equipping these individuals with the necessary skills and knowledge. The creation of succession pools is essential, ensuring that multiple employees are adequately prepared for each critical position.

For effective HR planning and forecasting, integrate tools such as workforce planning software/methodologies, predictive analytics platforms, scenario planning tools, succession planning software, even excel tool, employee engagement platforms, and comprehensive HR analytics. This strategic mix enhances decision-making, aligns workforce strategies with organizational goals, and ensures adaptability to changing scenarios.

Scenario planning is a strategic tool that helps organizations navigate uncertainty by envisioning multiple plausible future scenarios. By identifying key drivers and uncertainties, businesses can develop robust strategies to thrive in diverse futures. This method fosters adaptability, preparing companies to proactively respond to changing landscapes. Through systematic analysis and foresight, scenario planning enables informed decision-making, enhancing resilience in an ever-evolving business environment.

Regular reviews and adjustments to succession plans are crucial to align with changes in organizational strategy, employee performance, and market dynamics. Effective communication is vital throughout the process, fostering transparency and motivation among employees. Feedback and continuous evaluation help refine the succession planning program, ensuring its relevance and effectiveness.

I like to use a skill matrix and have found it to be very advantageous to building capability. I used to do this on Ms Excel and built it like a map for planning who can step into important roles at work. You can rate the employee from 1-5 or use traffic light colours as indication of skill level. I make it as fair as possible by allowing the employee to rate themselves too. This way we can both evaluate our ratings and work from there. It helps figure out what skills everyone has and what the company needs. By looking at the map, we can see who might need more training and who could be a good fit for a bigger job. It's a fair way to make decisions and talk about future plans.

In essence, succession planning is a dynamic and ongoing commitment that requires adaptability to meet the evolving needs of the organization. By establishing a robust succession planning framework, HR contributes significantly to the organization's long-term sustainability and growth, ensuring a pipeline of capable leaders ready to navigate future challenges

It is essential to monitor the strength of your succession planning efforts. For example, monitor the number of appointed employees that were indeed planned successors for a certain position. Furthermore, this is not a once-only exercise. The 9-grid and succession plans should be reviewed at least yearly. Furthermore, the personal circumstances of planned successors might change which might make them more or less suitable for the job.

Depending over the tool never can be a solutions. Its not easy to evaluate "skills, candidate's appoaches towards the role and acquired talents" with a tool only due to different requirements of the different industries which is subject to change everywhere. I believe that candidate's experience, learnablity / past observations and executions with the learnability are also key points to consider.