For businesses to have the initiative and smooth operation, building a succession team is indispensable. So what is the specific succession team? Why must build a succession team? Let's find out with CoffeeHR through the following article.
What is Legacy Team Building?
The succession plan is a means of identifying key positions. Starting with the position of project manager, department manager and higher positions in the organization
However, succession team is often confused with personnel replacement. Building the successor team has a much broader meaning. Because it can cover other positions in the organization chart that each individual targets. It's not just about planning a replacement for senior management as many people think.
In the plan build a succession team, usually the current personnel structure will be kept the same. But having a “talented pool” gives flexibility to restructuring activities. But still ensure that internal human resources are not affected.
Succession team building plan focuses on developing employees from within. Therefore, organizations need to focus their time and resources on planned training, on-the-job training. Attach other measures to develop working capacity.
Why is building a legacy team important?
Building a succession of teams is important to ensure smooth internal operations. Thereby ensuring the completeness in terms of people and positions. Especially the key talents. This will help businesses get better internal resources. At the same time, it helps to reduce the burden on the shoulders of leadership positions.
A “talent pool” is identified below each level. With the main purpose of preparing as many successors as possible. From there reaching the 80% level ready for promotion to any position at a higher level in the org chart. 20% remaining development requirements will be added after the candidates have assumed higher responsibility. Planning for the next team helps businesses not be pushed into a passive position before change. Especially in the context of the epidemic with a large staff turnover rate.
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Steps in the process of building a successor team
Plan proactively
Sometimes, people holding management or leadership positions will leave the company suddenly for some reason. This can cause employee disorientation, making the team ineffective. To avoid the above situation, you need to actively build a succession plan for the succession team right now by answering the following 2 questions:
- How does Position X have a day-to-day impact on the department and the company?
- If the person in charge of position X of the company leaves suddenly, how will it affect the company's operations?
Selection of successor candidates
After you have developed a plan, you need to select the candidates who will become the people to take over the position. To select the most suitable person for the replacement position, you need to be able to answer the following questions:
- If hiring a replacement for position X, which employee would be the best fit?
- If that employee needs training and natural development, what skills should be trained? Training like?
As a manager, who directly builds the successor team, you need to care about the long-term goals and direction of the work of the people you choose. Under certain circumstances, the person you choose will not accept your offer. So, before making an offer to anyone, you need to determine what their future direction and career goals are? Is it suitable for the position you choose them or not?
Inform candidates about the plan
Next, you need to let the selected candidates know that they are on the plan build a succession team yours. Will they know what position you choose for them? How important is it and how does it fit with their work orientation? However, you also need to confirm that the above change is only relative, all decisions can be changed, depending on the actual circumstances at the company.
Promote candidate development
When selecting the right candidates, you need to provide opportunities for them to practice their skills and learn new knowledge. Besides, you can connect them with experts, who have long experience in the profession to improve their qualifications and learn more necessary skills such as communication skills, ingenuity, ability. convince.
Try out the succession team building plan
The selection of candidates is only relative, you need actual test plans to know if they are qualified for that position or not? In case the senior manager is on sabbatical, you can hand over some work to his successor so that the candidate can gain valuable experience and have more opportunities for career advancement. In addition, you can observe the skills that the candidate lacks to add before stepping into the official successor position.
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Integrate succession planning into recruitment strategy
When selecting a suitable candidate for the successor position. You need to plan to hire someone to replace their old position. Thereby avoiding work clutter. Therefore, the plan to find and select the successor needs to be combined with the recruitment strategy to always ensure high-quality resources for the business.
Think of your own heirs
If you are thinking about starting a job in a different environment or a different position, you need to choose your own successor. This will help you prepare, have more time to fully equip the skills and knowledge necessary for the person selected to inherit your position. From there, ensuring the business is not affected, helping the business to develop sustainably.
Coffee HR – an effective software for building succession plans
- Build an organization chart directly by working position, department,
- Easily grasp the business structure.
- Human resource allocation, location planning helps to analyze current and future human resource needs.
- Career development roadmap with job description and HR capacity model
- Manage and evaluate comprehensive human resources, identify talents.
- Plan for coaching, training and developing talents corresponding to each job position.
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