SUCCESSION PLANNING

Examples of services we provide:

Talent Management Programmes

From simple to comprehensive, we design creative programmes for you to implement in-house, to objectively and consistently identify potential and talent according to defined criteria, customized to ensure fit with your company culture.

Career Development Assessments

We conduct comprehensive assessments at all levels, more particularly at middle and senior levels of management, to determine where both strengths (to be capitalized on) and gaps (to be developed) lie. We analyse trends, make appropriate recommendations, and ensure follow-up. We ensure that each person’s career path is customised to fit the abilities and talent of the individual.

Career Development Planning

On the back of effective career development assessments, in conjunction with sound performance management, we support key people to put together a focused plan to develop their knowledge, skills and abilities, and prepare them for advancement or promotion into even more challenging roles.

Assessments for Selection

Effective succession planning starts with recruiting superior employees to fill key roles, to ensure the achievement of long term goals within the company. Knowing these key roles and the competency requirements for successful performance, will enable you to objectively and accurately assess for the likelihood of the individual being successful in such key roles. We therefore define measurable competencies and assess against these in our selection strategy.

 Benefits to you, the client:

• People whom you invest in (through assessment and focused development) are more likely to remain with the company in the medium to longer term. Research shows a direct correlation between executive and middle management retention in companies that have formalised retention and succession programs.

• Succession planning forces you to consider your strategic plan – your vision of where the company will be going in the future; if there is no succession planning process, how will the company develop and nurture its human capital?

• Succession planning forces you to consider who your key people really are. We suggest that virtually every key position and key person in your organisation is a candidate for a career development plan.

• Through the outcomes of career development assessments we help you identify who your key people are, and ensure that you concentrate your efforts on the people and in the areas where returns will be the highest.

• Succession planning ensures a continuing sequence of qualified people to move up and take over when the current generation of managers and key people retire or move on; this saves on hiring costs (which can be considerable at executive levels) and loss of productivity.