Succession Planning with your HRMS
Succession Planning is one of those areas which can make a big difference inside an organization; put the right employees into the appropriate career paths, enable them with training and your company productivity can soar. An HRMS will take you to new heights when implemented to support succession planning…but not so long ago, a very different picture existed.
Prior to having an HRMS, succession planning was often a manual exercise for an HR department. I recall the dark ages, when ‘succession planning’ involved taping biographies and other employee details to the wall in a giant tree structure and then moving the pages to plan out various scenarios. It was difficult to track the follow-on activities - any training or development plans were then put onto paper that was often lost or misplaced until one of the top positions suddenly opened and we rushed to rediscover the plan.
How fortunate the newer HR team members are who have only known life after an HRMS!”
Organizationally, most companies now have competencies assigned to jobs in the HRMS with employees rated on competencies. The system is able to generate possible career paths, as well as identify key employees who are at risk of leaving due to a lack of opportunities. Where there are competency gaps, the HRMS can recommend training. A key part of any succession planning is performance over time and that is documented by having established goals and rating performance against those objectives. Your HRMS can store this data to ensure that the whole employee picture for decision making is there.
The ability to use the HRMS as the hub for these procedures is a time and cost savings for HR as well as others involved in the transactions. Having all of the data in one system for these processes is an immense improvement over previous times, but it needs to be more than just a static holding pen for data, you need to take the next steps to actively use this data to add value to the business. For example, most HRMS these days have delivered functionality that sits on top of the data, such as reports that identify where employees are missing goals or where a position does not have a successor when it is expected to be empty in three to five years. It is this combination of underlying data along with HRMS functionality and HR action that creates the benefit to your HR team.
Four new workforce trends: how your HRMS keeps you flexible
Use your HRMS to propel your workforce into the twenty-first century with these tips
HRMS vs HRIS vs HCM: what’s the difference?
Are they one and the same or not? This handy guide will help you make sense of it all
What to expect when your HRMS vendor is bought out by a larger company
Tips on what to do when your HRMS vendor is involved in a merger/acquisition with another company