Succession Planning
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Succession Planning
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Succession Planning – appoint the right people to key positions

Identifying successors and planning career tracks are essential tasks in ensuring that key positions are never left unoccupied for any length of time. Planning the future in this way is decisive for the steady growth of the company and long-term success. Identify the most important line management and general management posts. Focus on these key positions and make personnel risks transparent so that qualified successors can be appointed in good time. By plotting the trajectory of careers, you also show employees the way up and give them a glimpse of what they could achieve within the company.

Benefits: Succession Planning

What we do differently:

  • Focus on key positions
  • Make personnel risks transparent and thus proactively minimize risk
  • Systematically foster line and general management careers
  • Talent pools for high-potential employees
  • Support managers in their duties
  • Assure job satisfaction among employees by offering them prospects and through transparent planning

Identify potential easily

Identifying potential is a decisive factor in succession planning. The task should be set up in an intelligent but uncomplicated way so that the line manager will not have too much work with regard to drafting assessments and so that the most important information is saved straight to the application. You should also ensure that the potential assessment is drawn up according to requirements, independent of rigid career tracking processes.

Identify potential easily
General assessment of high potential candidates by managers.

General assessment of high potential candidates by managers.

General assessment of high potential candidates by managers.

Not only can a manager submit an assessment of a high potential candidate, she can also assess the risk of the relevant employee leaving. This is important for planning future appointments to key positions.

Involve employees

Find out more about the ambitions of your employees and involve them in identifying successors. Potential successor posts can be viewed in the internal job market. Successor appointments can be organized like a recruiting process – by asking job-specific questions, you gain a swift and direct comparison of candidates and can clearly identify top candidates.

Involve employees
Internal job market

Internal job market

Successor posts can be viewed by all employees in order to advance their careers.

Comparison & Calibration

Often, recruiters check the internal talent pool before they look outside the company for suitable candidates. Vacancies can be instantly seen in the software and potential successors are flagged. In a matter of clicks you can compare all potential candidates for the job, including key data.

Comparison & Calibration
Direct comparison at a glance

Direct comparison at a glance

By means of drag & drop you can have the system display and compare in a calibration measurement all the potential candidates on the basis of key data (likelihood that they will leave, potential rating).

Organizational chart in real time

In our real-time organizational chart the positions of relevant employees are shown. In key positions, you also have a potential matrix of the current holder of the position and of the planned successor. By means of drag & drop you can have the system display and compare in a calibration measurement all the potential candidates on the basis of key data (likelihood that they will leave, potential rating).

Organizational chart in real time
Real-time analysis and comparison

Real-time analysis and comparison

Compare potential swiftly and easily and assess the risk of the employee leaving.

Downloads

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Success Stories

"We think the uncomplicated integration of managers, which is particularly important in decentralized company structures, is great. Simple, efficient and great value for money."

"A simple system that can adjust for the unexpected, and which does not restrict the user unnecessarily, but actually supports him in daily work."

"We significantly reduced our time-to-hire, i.e. the time from advertising the job to actually hiring the selected candidate, from 121 to 17, on average, between March and October 2011."

"This was one of the few IT projects that was successful right after its introduction. The introduction was an automatic success."

"The software can be tailored perfectly to the individual requirements and thus offers the highest possible degree of efficiency and flexibility."

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