Talent Management and Development

6.

Succession Planning and Talent Mobility

6.1.

Fundamentals of Succession Planning

6.1.1.

Purpose and Benefits

6.1.1.1.

Business Continuity

6.1.1.2.

Risk Mitigation

6.1.1.3.

Talent Development

6.1.2.

Identifying Critical Roles and Positions

6.1.2.1.

Role Criticality Assessment

6.1.2.2.

Impact Analysis

6.1.2.3.

Succession Risk Evaluation

6.1.3.

Differentiating Succession Planning from Replacement Planning

6.1.3.1.

Strategic vs. Tactical Approaches

6.1.3.2.

Development Focus

6.1.3.3.

6.2.

Identifying and Developing High-Potentials (HiPos)

6.2.1.

Criteria for Identifying HiPos

6.2.1.1.

Performance Metrics

6.2.1.2.

Potential Indicators

6.2.1.3.

Leadership Behaviors

6.2.1.4.

Learning Agility

6.2.2.

Assessment and Calibration of Potential

6.2.2.1.

Talent Review Meetings

6.2.2.2.

Calibration Sessions

6.2.2.3.

Multi-rater Assessments

6.2.2.4.

Assessment Centers

6.2.3.

Development Programs for HiPos

6.2.3.1.

Individualized Development Plans

6.2.3.2.

Leadership Development Opportunities

6.2.3.3.

Stretch Assignments

6.2.3.4.

Executive Coaching

6.3.

Building Talent Pools

6.3.1.

Creating Pools for Critical Role Segments

6.3.1.1.

Technical Talent Pools

6.3.1.2.

Leadership Talent Pools

6.3.1.3.

Functional Expertise Pools

6.3.1.4.

Geographic Talent Pools

6.3.2.

Managing and Developing Talent Pools

6.3.2.1.

Ongoing Assessment

6.3.2.2.

Targeted Development Initiatives

6.3.2.3.

Pool Refresh Strategies

6.3.2.4.

Cross-Pool Movement

6.4.

Internal Mobility

6.4.1.

Promoting Internal Hires

6.4.1.1.

Internal Job Boards

6.4.1.2.

Career Fairs and Talent Marketplaces

6.4.1.3.

Internal Recruitment Processes

6.4.1.4.

Bias Mitigation in Internal Hiring

6.4.2.

Cross-functional Moves

6.4.2.1.

Lateral Transfers

6.4.2.2.

Project Assignments

6.4.2.3.

Rotational Programs

6.4.2.4.

Skills Transfer Support

6.4.3.

Project-based Assignments

6.4.3.1.

Short-term Projects

6.4.3.2.

Cross-departmental Teams

6.4.3.3.

Innovation Projects

6.4.3.4.

Change Management Roles

6.5.

Succession Planning Implementation

6.5.1.

Succession Planning Process

6.5.1.1.

Annual Succession Reviews

6.5.1.2.

Emergency Succession Plans

6.5.1.3.

Development Planning

6.5.2.

Governance and Oversight

6.5.2.1.

Board Involvement

6.5.2.2.

Executive Sponsorship

6.5.2.3.

6.5.3.

Communication and Transparency

6.5.3.1.

Stakeholder Communication

6.5.3.2.

Candidate Notification

6.5.3.3.

Progress Updates

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