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Clearview® Performance Systems brings you ... ... a Culture of Results & Engagement™

Resources ...

Succession Management 7-Step™

[The Right People in the Right Roles with the Right Skills at the Right Time!]

Here are the RESOURCES you'll need for Step 1 ...

Step 1: Quick Synopsis

In spite of many recent advances in predictive analytics and modeling technology, many managers still decide in a vacuum on their need for talent. When this occurs, the industry experience of the manager, in addition to the amount of data available to make decisions, will define the quality of the output. At best, this is a hit-or-miss strategy. In sharp contrast, within higher-performing organizations, managers are guided through this decision-making process using a key-position/demand-driver model based on strategic objectives and job criticality.

On a quantitative basis, this key-position/demand-driver model evaluates talent supply by job role after considering turnover, retirement, and internal job movement. On a qualitative basis, this model also looks at capability, capacity, and performance for existing and emerging occupations to determine talent acquisition opportunities.

One caveat to this process: Whenever we're asked to analyze, evaluate, judge, rank order, or, in any other way, use our power of observation and/or perception, there's some subjectivity introduced. The system we're about to initiate will increase objectivity, but keep in mind that this process is not an exact science; it requires your common sense and judgment; it requires your experience; it requires your intuition ... and much of this is gained from practical application–from becoming immersed in the process.

 

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