Career Path Definition & Succession Planning: Evaluating , Reviewing and Refining

Organizations find it immensely important to employ measures to provide its high potentials with the tools necessary to manage their own development. To nurture talent and retain them, various programs are implemented. It is necessary to rate the performance of an employee and identify the growth needs. To optimize the output from the human capital available, organizations must plan how to train and advance their success.


Study Objective

The findings collected in this report contain best practices from benchmarked companies, key research into specific systems used by companies to assign responsibility for career path development and succession planning processes at each level of the organization. The study also reveals ways to communicate with employees about employee development and career path planning; refining the employee development and succession planning process.

Sample Key topics

Individual:

• Measuring the effectiveness of training
• Developing a system of classifications to compare employee performance

• Structure succession plans and development opportunities to reinforce corporate goals and missions.
• Continuously evaluate the succession planning process order to make incremental improvements each year.

• Utilize performance management plans and 360-degree feedback to allow individuals to manage their own leadership futures.
• Reward employees for successful progress on personal development plan by linking development and performance measures.
• Utilize employee satisfaction measurements to develop improvement plans
• Avoid segregating potential leaders to foster an inclusive atmosphere for leadership opportunities

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