1. 1
I need to develop a talent pipeline and succession plan for my organization
Manager of Managers & Leaders
IDENTIFY HIGH POTENTIALS EVALUATE READINESS DEVELOP HIGH POTENTIALS MONITOR PROGRESS
Great
Good
Fair
Poor
HR
Services
• Value of analysis of High Potential criteria
Enablers
• Talent Management planning tool
• Utilization of current core competencies
• Consistent definition of High Potential employee
Measures
• Time of fill
Moments that Matter Current State Desired State
Technology
HRBP facilitates
internal talent meetings Establish and implement
development plans
Employees update their
profile every 2 years via
self-service
Discuss the stretch
roles and opportunities
for the Hi-Pos to be a
viable successor
Monitor progress
Employees update their
profiles throughout the
year
Managers and HRBPs
have ongoing access to
employee data
Managers and HRBPs
review data at Talent
Meetings with HR asking
questions targeted to the
business need
Managers and HRBPs
identify a list of Hi-Po
employees
Establish and implement
development plans
Monitor progress