In part one of our series on succession planning, we recommended HR leaders identify important roles and match them with employee competencies. Here are a few more tips to make sure that the succession of an employee into a new role is a smooth one.
Once you have identified competencies, create a written inventory of internal candidates and their respective skills and potential for advancement. It will be easier to develop pipelines of talent, allowing for vertical and horizontal succession, once you have organized and categorized your talent pool.
Finally, engage with high-potential employees on a regular basis. Even if a candidate might not be a perfect fit for a certain role right now, that doesn’t mean that they won’t develop with additional support and training.
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