Consistent with the approach which we apply when determining training and development requirements, our approach to the assessment of career development and succession planning requirements is informed by the client organisation’s strategy and competitive positioning. This approach is adopted in order to ensure that career development and succession plans are assessed on the basis of the organisation’s specific requirements and ultimately support the development and retention of intellectual capital in key business areas.

Career development and succession plans are developed by considering the intellectual capital requirements necessary to support key areas of the business. While there are some benefits associated with broader job rotation, we believe that succession plans should be focused primarily on areas of critical need and that investment should be weighted accordingly. Such areas are therefore identified and targeted, consistent with your organisation’s strategy and competitive positioning.

After specific requirements have been clearly identified and agreed, we design individual career development plans which meet the requirements of first and second level incumbents and candidates. Personal career development plans are agreed with target personnel, thereafter, action plans and associated timescales are also agreed.

This approach is adopted in order to engage succession candidates in the planning process. It also serves to gauge their interest in specific career development opportunities, increase retention levels, provide recognition and generally elicits higher levels of commitment and motivation.

Finally, as skill and capability gaps are identified, we consider the specific job and person specifications which are required to address these gaps and the potential vulnerability which would otherwise arise for the organisation.