The approach we use in implementing our succession planning solution is based on the 5 steps in the diagram shown below:
The Process - Explained
Identify key positions in the organization
In Step 1, Meirc will work with the program sponsors (senior management and HR) to identify the critical roles which require a strong bench. The approach Meirc uses in this step will be based on a multi-dimensional review of roles to determine their criticality.
Assess employees based on performance and competence
In Step 2, Meirc will assess staff using its Meirc Talent Tool software. The deliverable from this step will be a matrixed graph which identifies the organization’s pool of talent and high potential based on the two criteria of performance and competence.
Identify employees who can fill the needed position
In Step 3, Meirc will perform the gap analysis between the current personal profile of each employee in the identified pool from step 2 and the job profile of the critical roles identified in step 1.
Produce Personal Development Plans (PDPs) for employees identified in Step 3 (with training and development recommendations)
In Step 4, Meirc will utilize the outputs from step 3 to produce a Personal Development Plan (PDP) for each employee in the identified pool. Said PDP will map the profile of the critical role against that of the targeted employee in order to produce a % of match (or compatibility). In addition, each PDP will include suggested training and development interventions for each gap.
Map identified key positions with potential successors
In Step 5, Meirc will use the algorithm in its Talent Tool to produce a prioritized list of key positions according to their criticality and the readiness of potential successors.