What are the talent and succession gaps we must address to ensure sustained performance?
Human Resources must understand both the skill gaps and talent risks within the organization and plan accordingly. A Talent and Succession review allows HR to assess recruiting, staff transfer and succession planning needs—to see how skills and qualifications meet requirements for today and tomorrow's performance.
Other data such as turnover analysis, average tenure and time in position also help define succession plans.
With the Talent and Succession decision area, you can set planning goals and scorecarding metrics for performance management elements such as:
- Employee satisfaction index (#).
- Succession and talent gaps (#).
- Average skill / experience rating (current and target).
- Average tenure (years).
- Retirements (#).
Most importantly, you can analyze these goals and metrics by a number of dimensions to find the hidden gems in the data underpinning better performance:
- Fiscal month / year.
- Skill type.
- Full time / part time.
- Job grade level.
- Job type.
- Division / department.
Using the Talent and Succession decision area
You set targets based on your goals and metrics in Talent and Succession. You monitor your success by looking at how you measure up against your objectives. Further, you dive into your results to find out more about these elements driving performance management.
- Succession gaps (#): What skills will future management candidates require? What training will be needed to develop those skills in-house?
- Talent gaps (#): Do our recruitment programs attract our future managers?
- Average skill / experience rating: Do we have the right skills mix to achieve our short-term and long-term business goals?
