Why is it necessary?
Why is Succession Planning Important for your Company?
Succession planning is a systematic and continual process to create a talent pipeline of future leaders who would occupy critical roles in your organization. Succession plan is an ideal strategy that needs to be revisited and re-evaluated from time to time to ensure critical gaps a filled in time.
- Create an internal pool of talented leaders who would take over key roles.
- To minimize the risk of losing critical human capital.
- Identifying and mapping key roles.
What are the different succession planning models?
Succession Planning Model
Key Role
Analysis
Critical roles are identified and a complete role analysis is conducted to establish the prerequisite for hiring.
Competency
Analysis
Internal pool of shortlisted talent is evaluated and nurtured for required competencies to take over leadership roles.
C-suite
Mapping
Internal pool of shortlisted talent is evaluated and nurtured for required competencies to take over leadership roles.
Board
Successions
Identify the next generation of successors and strategically align them to the organization to ensure stability, continuity and sustainable leadership.
What Change will it Bring?
How can Successful Planning Benefit your Organization?
Succession planning is essentially a contingency plan which helps you identify your most-qualified future leaders—ensuring smooth transmission in the event of retirement, vacancy, or death. It also enables you to maintain brand identity and helps the company plan for the long term.
- Disaster-proofs your business.
- Creates a structure for training and development.
- Gives a sense of direction to your business.
- How can we Help You?
Why Choose PeopleNorth’s Succession Planning Model?
At PeopleNorth we help you to create a well-curated pool of talent by nurturing their intrinsic abilities to lead and mentoring them to develop the leadership qualities required to take over critical positions in your organization. We create a succession model most suited for your organisation’s strategic vision.
- Identifying suitable talent fit for key roles.
- Evaluating, analyzing, and nurturing leadership qualities.
- Creating strategies in alignment with the organizational vision.