Workforce Succession Planning Model Page 2

ADVERTISEMENT

WORKFORCE PLANNING MODEL
Step 1 – Identify Key Positions
Succession Planning identifies necessary competencies within key positions that have a significant
impact on the organization. Criteria for key positions may include:
Positions that require specialized job skills or expertise.
High-level leadership positions.
Positions that are considered “mission-critical” to the organization.
Step 2 – Build Job Profiles for each Key Position
Determine the key success factors of the job and how proficient the job holder would need to be.
This information can be obtained several ways, including performing job analysis or gathering critical
information during the performance appraisal process. The information that should be gathered
includes the knowledge, skills, abilities, and attributes that the current employee in a position
possesses that allow for the competent and efficient performance of the functions.
Step 3 – Competency Gap Analysis
Using the job profile of competencies determine the tool required to gather data on current
employee competencies for the key positions
Analyze the difference between current employee competencies and future needs
Document findings for development opportunities
Step 4 – Development Opportunities
Assess the abilities and career interests of employees
Candidates should demonstrate high potential or ability that will enable them to achieve
success at a higher level within the organization. Preferably, the list of possible replacements
should be stored in a database so that the organization can easily track candidates.
2

ADVERTISEMENT

00 votes

Related Articles

Related forms

Related Categories

Parent category: Business
Go
Page of 3