Top 10 Succession Planning Tools and Software

Digital HR Tech

A rapidly aging workforce and a growing need to upskill people make succession planning – and therefore the use of succession planning tools – increasingly important. In this article, we’ll focus on the top 10 providers of succession planning tools.

Succession Plans – Beneficial Across All Categories

Hospital Recruiting

Most private practice physicians plan their retirement well in advance. They bring in new associates, transitioning patients long before their planned departure. A succession plan guarantees a smooth conversion for patients and the office’s practice.

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Why Succession Planning is a Top Priority for the Federal Government


Against the backdrop of this stark reality, the OPM issued a 46-page 2018 Federal Workforce Priorities Report earlier this year. In the report, OPM outlined federal workforce priorities. Succession Planning and Knowledge Transfer.”.

Doesn’t everyone have a succession plan in place?

OmegaHR Solutions

As I talk to small businesses or I teach a class that has an HR representative from a small or midsize company we stumble a bit when we get to the subject of succession plans. In fact, most of these businesses don’t have a replacement plan in place. The problem with these plans, especially succession plans, is that they are perceived as being a “big” company issue. Succession has to come from the top.

Why HR Needs Data-Driven Workforce Planning to Avoid Talent Shortfalls


In the following graph, we see how many hires are being made, by comparison to the number of job openings: For nearly the entire history of the JOLTS data, more hires are tracked than job openings, but recently this relationship has switched. The Better Way to Do Workforce Planning.

4 Key Areas of Evaluation in Succession Planning


From Drew Bledsoe to Tom Brady; David Robinson to Tim Duncan; transferring power from one leader to another can be a seamless and successful process, not just in the sports world, but within the corporate one too. Key Areas of Evaluation in Succession Planning. Career planning.

Succession Planning by the Numbers: 3 Best Practices

Oracle HCM - Modern HR in the Cloud

Based on the research from PwC, Stanford, and others, few companies are able to successfully plan ahead for leadership turnover. But today’s HR leaders have new tools available to help design successful succession planning strategies.

Putting big data to work

Bersin with Deloitte

Organizational Network Analysis helps reveal insights “hiding in plain sight” in untapped email data. This is data that companies generally don’t tap into, let alone turn into valuable information. A rich untapped data pool—but is it useful?

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5 Steps to Avoid Talent Shortfalls Using Data-Driven Workforce Planning


a big postwar question, and ushered in an era of new revolutionary practices, such as coaching, job rotation, 360-degree feedback, high-potential tracks, and succession planning. Companies with poor workforce planning were at risk of going out of business or being sold off.

Delving Into Data

HRO Today

Three organizations share how they use people data and analytics to amplify business strategy. People analytics” has been a hot catchphrase in the business world for years, with data promising to revolutionize recruiting, talent management, and myriad other HR processes.

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Evolving leadership in the social enterprise

Bersin with Deloitte

We characterize this shift as the rise of the social enterprise about which we have published a comprehensive discussion in the 2018 Deloitte Global Human Capital Trends report. Successful organizations still require business leaders with strong financial acumen, who can direct teams.

[Report] 3 New Global HR Trends from Globoforce & RES Forum


If you’ve been following the Globoforce blog these past few months, you may recall that we recently published a report with findings from the 2016 SHRM/Globoforce employee recognition survey. Click here to download a copy of the full report. Succession planning (56%).

Making Data-driven Decisions with HR Reporting - Sapling Blog


reporting can help People Ops professionals prioritize which areas need the most attention, and track the progress made on each. This allows them to make more strategic, data-driven People decisions. 9 ways you can use HR reporting to build a more strategic People Ops function1.

How Bad is Your Succession Management?

China Gorman

“ 84% of organizations report having a lack of candidates in the pipeline ready to assume open and critical positions. ”. Laci Loew , Vice President and Principal Analyst at Brandon Hall Group, recently published their State of Succession Management 2015.

HR Data Sources for Analytics

Analytics in HR

A question we commonly hear is “what are data sources that can be used for analytics?” In this article, we will list a number of common data sources in HR and the broader business that will be helpful in your people analytics efforts. HRIS data. Other HR data. CRM data.

5 Steps to Knowing and Keeping Your Best People

TLNT: The Business of HR

At the end of the first quarter of 2017, 45% of small businesses reported that they were unable to find qualified applicants to fill job openings. Our own research, The Use of People Science shows that growth can be particularly challenging from a workforce perspective.

8 Questions to Ask for Effective HR Reports


HR departments and companies invest billions to develop and upgrade their databases without spending enough time to design relevant and useful HR reports. That’s why staff members complain and protest about inaccurate assessments, data-driven errors and unpopular decisions – HR reporting fails to deliver unless the HR reports dig down into the databases to get the most accurate and relevant performance information, employee profile data and business intelligence.

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Why Banking On Your Workforce Boosts Business Results


There is a clear connection here between what happens in the workforce and the success of the organization. In my last post , I discussed how innovative new ideas that drive success come at the intersection of the workforce and the business.

A Comprehensive Guide to Building a Talent Management Process

Digital HR Tech

Promotion and succession planning. Common talent management practices include hiring and selection, learning and development, engagement and culture building, and succession planning. For each of the steps, I will state an implicit goal that acts as a success criterium.

What is a Talent Management Dashboard? 5 Critical Components

Digital HR Tech

As an HR professional, a talent management dashboard (TMD) can be an important tool to understand your workforce and plan for the future. A talent management dashboard is a customizable workforce reporting tool that helps recruiters and hiring managers to create an effective selection and treatment of talent. A talent management dashboard relies on five pillars: Recruitment, performance management, succession planning, learning & development and compensation management.

Reaching New Heights

HRO Today

In fact, results suggest that companies with above-average diversity scores reported 19 percent higher innovation revenue than their competitors with below-average diversity scores (45 percent versus 26 percent, respectively). Create a structured talent planning process.

The Data You Need: Global Talent Trends


More than 80% of companies require changes to their talent review and success planning in next 12 months. The post The Data You Need: Global Talent Trends appeared first on Mercer PeoplePro Blog. Data and Insights HR Strategy & Talent Management head hunters human resources recruiters report research talent talent managemetIs your company ready?

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What is HR Reporting and Which Suites Do It Best?

TrustRadius HR

Today’s post on HR Reporting suites is written by TrustRadius guest writer, Cally Conklin, Staff Attorney at Legal Aid of Northwest Texas. What is HR Reporting? The complexity of managing humans necessitates the need for HR Reporting. Top 3 HR Reporting Suites.

Jon Stewart Isn't Worth Two Cents!

Compensation Cafe

When I heard this and the resulting response, three things came to mind: Executive Pay, Equity Compensation and Succession Planning. If your equity plan is 10% more effective than your peers, it can mean the world in real shareholder returns.

#Movethedial: Steps to Boost Female Representation in Tech


a 2017 benchmark report (of which Ceridian is a sponsor) exploring the gender gap in Canada’s tech sector – and there is a gap. Read the full report here. We know the facts: Having women in leadership roles is good for business.

Becoming—or grooming—your organization’s next CHRO

HR Times

However, as called out in this year’s Global Human Capital Trends report, it is actually a CEO issue that affects brand, culture, corporate purpose, and performance. Posted by Tom Morrison and Joanne Stephane on August 1, 2017.


Future-Proof Your Organization with Talent Pools

HR Daily Advisor

With looming retirements and the increasing propensity of talented employees to change organizations, the need for succession planning best practices to build a strong and flexible talent bench has never been greater. How to create a succession planning strategy.

The Solution to Talent Shortages Facing Life Sciences Companies


On average, pharma hiring decision-makers report they are currently 14 percent understaffed and have roughly 212 open positions at this time. Additionally, they report that it takes an average of 105 days, essentially 3 ½ months, to recruit and hire non-executive positions. Pharmaceutical and life sciences leaders will need to increasingly leverage data and analytics to bring greater accuracy, efficiency and predictability to the hiring process.

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The Top 20 Most Popular Talent Management Software Report Methodology


Whereas HR software focuses on managing administrative tasks (such as payroll, benefits, and PTO), talent management software focuses on developing top talent within your organization through functionalities such as performance management, performance reviews, and succession planning.

Becoming—or grooming—your organization’s next CHRO

HR Times

However, as called out in this year’s Global Human Capital Trends report, it is actually a CEO issue that affects brand, culture, corporate purpose, and performance. Posted by Tom Morrison and Joanne Stephane on August 1, 2017.


Special Report from CareerBuilder—Changes in Workforce Composition, 2001–2014

HR Daily Advisor

Major demographic shifts in the United States since 2001 have led to a workforce that looks quite different today, according to a new report from CareerBuilder. The report, “The Changing Face of U.S. The analysis is based on data from Economic Modeling Specialists Intl.

Reevaluating Business Objectives with Data from Performance Management and ERP


From there, an automated performance management module becomes a vital need for companies who want to connect their business-critical data to improve the day-to-day for everyone involved. The data attained will allow leadership to address these areas in an appropriate manner. Reporting.



Many report directly to the CEO, as Ulrich and Filler note. The data they examined to arrive at their conclusion included the salaries for CEO, COO, CFO, CMO and CIO. executive compensation HR leadership HR profession succession planning CHROs


More Big Data Dangers, from Distribution to Interpretation

HR Daily Advisor

Yesterday’s Advisor outlined five big dangers of big data; today, more potential pitfalls of this information resource, including problems with distribution, stratification, and more. ( But dig into the data. Those two outliers are skewing the data. Succession Planning.

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Diversity And Inclusion: Why You Need Both, And How Data Can Help You Achieve Them


Millennials now believe D&I is essential to business success. This is sometimes described as moving from “simply counting people” to “making people count,” and along that path to true D&I, data often points the way. From data to D&I.

Pitney Bowes’ Andrew Gold: Are Your People Analytics Professionals Data Gladiators?


Recent meetings of i4cp’s Workforce Analytics Exchange have focused in part on the new i4cp and ROI Institute report, 4 Ways to Advance Your People Analytics. This included mention of motivating his colleagues across HR to become what he called “data gladiators,” an intriguing nickname to say the least. We always had an analytics function, loosely speaking, in that there were always questions that would arise where data was needed.

The onus, or bonus, of human analytics?


As Facebook’s Mark Zuckerberg’s highly publicized congressional testimony in April 2018 confirms all too well, and somewhat uneasily depending on who you ask, companies that work with big sets of personal data know far too much about each and every one us, and make a lot of money doing it.