Peopleclick

Succession Planning
Succession Planning
Build a leadership pipeline within your organization. Effectively assess the bench strength behind critical roles and build and maintain succession slates to fill those roles with top performers.
Citrix Systems Powers their Talent Management Strategy with Peopleclick Authoria
Learn why Citrix Systems chose Peopleclick Authoria as their GoTo talent solutions provider
 
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Succession Planning

Peopleclick Authoria Development & Succession helps managers and HR professionals build an internal leadership pipeline. You can effectively assess the talent capabilities that align with critical roles, and likewise, build and maintain talent pools to promptly fill those roles. Using talent profiles to capture skills, performance history, compensation and other vital information—all in one single place—you not only identify top performers but have the ability to assess their potential flight risk. These capabilities make it easy to turn your succession planning process into a strategic business function.
 

 

Talent Profile and Inventory Collection

Talent Profile and Inventory Collection

Managers and HR professionals can view all relevant employee information in a single location. This includes performance reviews, competencies, work history, career interests, language skills and compensation. This information is readily accessible and searchable as managers develop succession plans, perform talent assessments and fill open positions. The Talent Profile can also include current information provided by employees, such as their career aspirations and willingness to relocate.

Talent Assessment and Review

Talent Assessment and Review

Evaluate and compare potential successors to critical roles by reviewing talent profiles. Drilling down into talent pools gives ready access to vital performance, compensation, experience, competencies and development information. Managers are able to assign appropriate development activities to enhance successors’ readiness throughout the year while maintaining a level of confidentiality.

Succession Pools and Slates

Succession Pools and Slates

Managers and HR professionals can build and maintain succession slates to fill key roles within the organization. High-potential employees can be added to a slate by a manager, from a talent pool, or they can be identified by searching employee Talent Profiles.

Multi-Rater Feedback

Multi-Rater Feedback

In most performance evaluations, reviews come from an employee’s manager or other superior. With Talent Management’s multi-rater evaluations (360 reviews), feedback can be received from indirect managers, other superiors, peers and subordinates as part of a standard evaluation or as stand-alone feedback. This provides a broader perspective on employee performance including development needs and strengths.

  • Multi-rater evaluations can be part of any performance plan (Interim, Final or Stand-alone evaluations)
  • Evaluations can include goals, competencies or overall ratings captured in configurable workflow states and forms
  • Feedback provided by reviewers can contain a certain level of confidentiality while allowing employees to request additional information for clarity
     

Calibration Sessions

Calibration Sessions

Calibration sessions are used to evaluate the current performance and future potential of a specific segment of the workforce. Using a 9-box (or nine box) template, managers and HR professionals identify strengths and growth areas. If needed, the calibration sessions are used to initiate development plans based on needs or concerns.

Career Development

Career Development

As assignments become available, managers and HR professionals can use employee Talent Profiles to view all relevant information and search for particular qualifications. If there are candidates who don’t have the competencies as identified in Job Profiles (which includes job descriptions; skills, experience and knowledge required for success; and the candidate pipeline), managers can create development plans to address any deficiencies.

Succession Planning

Succession Planning

Managers and HR professionals can quickly see the availability and readiness of successors to key positions directly from their actionable organizational charts. These charts visually display the bench strength behind positions and identify the potential successors. Managers can drill down to see details on the source of potential successors and their talent profiles.

Bench Strength Validation and Calibration

Bench Strength Validation and Calibration

Managers and HR professionals can gain valuable insight into the bench strength and health for critical positions. They can see the slate of potential successors for particular roles and evaluate the readiness and flight risk of those people. They can also report on the diversity of succession pools and slates along with the risk of “over-utilization” of key people slated for multiple roles.

  • Quickly identify positions with low bench strength using color-coded “Successors” count
  • Develop previously overlooked high potential, under-utilized employees for specific roles
  • Reduce the risk of overstating bench strength by identifying top-performing employees who are on too many succession slates
  • Report overall bench strength across the organization or within a particular business unit
  • Filter for key positions or workforce segments
     

 

 
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