Workforce Succession Planning Model Page 3

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WORKFORCE PLANNING MODEL
Step 5 – Individual Development Plans
Design a plan for each candidate – developmental plans should be available for candidates
and then incorporated into their performance management plans. Plans may include
identifying career paths for high-potential candidates and others who have the interest and
ability to move upward in the organization
Provide development opportunities – This can be accomplished through job assignments,
training, or job rotation, and it is one of the best ways for employees to gain additional
knowledge and skills
Step 6 – Maintain Skills Inventory
Continually monitor skills and needs to determine any gaps and develop plans to meet
deficiencies
Keep an inventory of current and future needs and maintain the information for individual and
group development
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