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Operative Development


Can anyone provide guidance on how best to design and implement a succession planning system for front-line operative employees. Specifically, using basic psychometric tools to identify skills, potential internal transfers and most importantly a transparent and fair process.

Thanks, Lisa
Lisa Fitzsimons

One Response

  1. Succession planning
    Assuming that all employees have a full job description that is backed up by detailed competencies. Then succession is a matter of measurable key performance objectives and compentency success – matched against peers on a sustainable and recorded basis.
    Measurable and recordable are the key words for any succession plan be it Nationalization, attrition or general succession.
    Fancy tools are OK, but at the end of the day it is performance that counts and a basic tool is to ensure that candidates have met or exceeded the requirements of the position, by having goal orientated, measurable and recorded achievements. Which I guess means that someone has to take responsibility for appraising employees or controlling an appraisal system. If you cannot do that then your succession plans will not work effectively.


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