Organizational Assessment and Succession Planning

The right people in the right place at the right time is effective management of your most valued resources.

Succession planning is a strategic process to prepare for current and future human resource needs. Succession Planning can arise from several different situations. In its most abrupt form, a major player leaves and her/his position has to be filled quickly.

In another form, an employee is targeted for another position and is groomed to take over. In its most successful form, Succession Planning is an ongoing function in which leaders of an organization consistently prepare for its future needs while producing to meet today's plan.

No matter the situation, Succession Planning should be an ongoing process that insures a company's readiness for changing business situations. For this reason, Succession Planning is a major board and management responsibility.

Daily employee performance is a constant expression of the strengths and weaknesses of your human capital. By constantly monitoring performance against expectation, a manager is aware of how present resources match the needs of the operation. At the same time, this assessment indicates the ability of individuals to meet future demands for services and products.
DDJ Myers, Ltd. has developed the Star Performer Model - used for Succession Planning and Role Competency Development. This model is ideal for role assessment, career development, leadership development and strategic hiring.

For more information please contact Deedee Myers or Mark Haeussler.