Compare the current and future requirements of your organizational leadership. Then, focus on how to overcome the identified gaps via succession planning and recruitment.
4. Plan successions
Identify critical job roles not only in corporate management, but in all parts of your organization. Use information systems to help you work with the data obtained during job and assessment interviews and career planning. Your system should also be able to compare individual talent profiles among employees based on their skills, competencies and performance.
5. Plan careers
Develop individual employee career plans linked to their career development opportunities.
6. Create skills maps
Once you identify employees with a high potential to become future leaders, you will need maps of skills these workers still need to acquire. Work with both formal and informal learning, including the latest tools such as social networks.
7. Keep your leaders
Linking employee performance and salary is not enough. Focus on how to link employee compensation with the fulfilment of corporate goals.
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