The HRToolbench Succession Planning module enables organizations to strategically plan future workforce development and staffing, and to collaborate with employees in balancing their personal career aspirations with the organization's talent requirements. HR professionals and senior managers can analyze workforce talent levels in different career tracks and quantify the readiness of current employees to fill specific jobs in the future. A companion Career Path Planning feature enables employees to explore other jobs in potential career paths, to assess personal competencies against future job competency requirements, and to identify personal development needs for future career advancement.
Define Career Tracks and Job Progression Ladders:
The HR administrator can create customized career tracks and job progression ladders for different functions and job families. Employees are automatically assigned to career tracks based on their current job.
Employee Personal Information:
Employees collaborate in the succession and career path planning process by entering and maintaining personal information related to their formal education, fields of study, past work experiences, licenses and professional certifications, language fluency, and relocation preferences. HRToolbench enables employees to research alternate career tracks in different functions and to self assess their personal competencies against required competencies of potential future jobs. Employees can then formally declare personal career aspirations to move into alternate career tracks. If the employee's career aspirations can be balanced with the organization's needs, the client HR administrator can assign the employee a mentor associated with the alternate career track.
Employee Readiness Profile:
Supervisors record and maintain various data related to each employee's organization compatibility, future potential, replacement difficulty, risk of voluntary termination, and estimated time required for the employee to achieve readiness status to fill specific jobs in the employee's career ladder. Supervisor perspectives are supplemented by additional employee information pulled automatically from the integrated modules of HRToolbench, such as the employee's job competency levels, historical performance evaluation ratings, and multi-rater 360 feedback responses. All information is compiled and is displayed on a personal Employee Readiness Profile and a Succession Planning Report.
Succession Planning Report:
A Succession Panning Report can be generated for each Career Track displaying all, or selected, data elements for an isolated job or for all jobs in the Career Track. Employees currently in the Career Track talent pipeline are displayed for each job including their pertinent information. Talent gaps in a Career Track can be quickly identified and can be used to plan workforce development and recruitment strategies that address potential talent gaps in critical functions.
