Improving succession planning programs

Retaining valuable employees is a top priority for any organization. Since valuable employees can be lost, however, the question of who can be considered their successors arises. Network analysis helps us answer this question.

Regardless of whether an organization has implemented a succession planning program or not, a network analysis can identify a list of potential successors by ranking (in seven different aspects of business or social relationships) each position based on employee analytics.

In the classical approach, succession planning programs involve five basic stages:

  1. Selecting positions where succession planning is critical.
  2. Establishing criteria for selecting successors.
  3. Selecting potential successors.
  4. Developing an individual development plan for and preparing potential successors.
  5. Monitoring succession program effectiveness.

We can provide you with significant benefits in the implementation of stages 3 and 5.