At your company, they may refer to it as personnel development, talent management, succession planning, team-building, etc. Whatever they call it, most medium to large size companies recognize the growing importance of leadership development planning - identifying and grooming employees to move into strategic positions within the company.
Leadership development planning is the polar opposite of crisis management. Rather than waiting until a star performer retires or suddenly leaves the firm thereby creating a talent vacuum, savvy managers start employee development planning well in advance. This ensures that someone with the right leadership skills is waiting in the wings to take over.
Planning For Personnel Development
Here is an overview of the steps involved in effective leadership development planning:
- Identify the kinds of leadership skills the company needs.
- Identify employees with those skills.
- Develop an incentive program to interest and motivate them.
- Invite staff to participate in employee and organization development planning.
- Use training and mentoring to prepare employees for leadership roles.
Identifying Future Leaders
Figuring out who the future leaders are is perhaps the most challenging aspect of any succession planning effort. A software program such as Halogen's eSuccession automates the entire employee development process, permitting HR managers and supervisors to accurately identify leaders, top performers, and loyal staffers through a best-practices, talent pool method, integrated with web-based multirater assessments and employee appraisals.
Halogen eSuccession is part of Halogen's comprehensive Employee Performance and Talent Management Suite.
See for Yourself!
Take an online product tour to see the power of Halogen eAppraisal and Halogen eSuccession.
Try our software for free and see your forms and process working in our system.
