Succession Plan in Talenta Performance can be used to identify employees with the potential to occupy key positions in the future and group them into a succession pool.
The following are the steps to create a succession plan:
Log in to your Talenta Performance Management account and select the “Talents” menu, then click Succession plan.
-
You will then be directed to the following page.
Description:
No. Column/Button Name Description 1 Create succession plan Button to create a new succession plan. 2 Filter Use the filter based on division (Organization) and click “Apply Filter” to apply the filter. 3 Key position/Employee Change the list view based on:
- Key position: Contains a list of succession pools based on the Key Position that has been created, along with its organization and successor talent.
-
Employee: Contains a list of employees who have been identified as having potential for each key position.
4 Search bar Use the search bar to search for specific keywords based on the list. 5 View detail Click to view the succession plan details page.
This button changes to the “Action” button when you select the Employee list view. The button has a different function from “View detail.” Continue reading the guide to learn more.
To create a new succession plan, click “Create Succession plan”.
-
You will be directed to the Create Succession Plan - Position & Criteria page as follows.
Description:No. Column/Button Name Description 1 Key position Specify the key position for the succession pool to be created. The list of key positions available here corresponds to Talenta's job positions. 2 Organization Select the organization that corresponds to the Key Position. 3 Service length Enter the employee's length of service if it is required as a condition for identifying an employee as a successor. 4 Employment status Select the employee status in the company, whether permanent, contract, freelance, or other, if employee status is required as a condition for identifying an employee as a successor. -
If the fields have been filled in correctly and completely, click “Next.” You will be directed to the next page, Competency assessment, as follows.
-
Select the assessment type you want. You can select Talenta performance if the assessment is conducted using a cycle in Talenta Performance Management, or Manual input if you use a third party to conduct the assessment of the successor.
The competencies available in the selection can be added, changed, or removed through “Competency item” in the Set up Competency item menu.
Click “Job level,” then select the available competency criteria option. The competency criteria displayed in the plan are determined based on the assignment corresponding to that job level. Then, select “Next.”
-
On the next page, Successor talent, click “Add successor talent” to add employees with the potential to become successors for the key position.
Click the “+” sign to add employees and the “-” sign to remove employees. Then click “Add successor talent” to save.
You can click “Filter” to search for employees based on branch filter, organization, job level, and job position. To remove all applied filters, click “Reset filter.”
Next, you can determine the Readiness (optional) based on the assessment results. You can leave it blank for now and change it later on the succession pool details page after reviewing the assessment result gap for each successor.
The Succession pool you created will then appear as follows. Click “View detail” to view the details.
-
If the specified key position is still unfilled and there is a successor who has met the specified standard competency, you can promote them to that position by clicking “Action” and selecting “Promote.”
After you confirm the promotion action for the relevant succession, the system will send a notification to the Talenta Default Super Admin through the Talenta inbox and email. The Talenta Super Admin can then continue the employee transfer process by pressing the proceed promote button in the Talenta inbox or email.
A confirmation pop-up will then appear. Select “Key position” to promote this employee, then click “Promote” to continue.
In addition, under “Action,” you can change the readiness level by clicking “Edit readiness,” view the comparison between the specified standard competency and the results of the assessment conducted for the successor by clicking “View detail,” and remove an employee by clicking “Remove from pool.”
Click “Edit” to modify the succession pool you created.
You can also add employees by clicking “Add Successor Talent.”
That is how to manage a succession plan in Talenta Performance. Next, you can learn how to set up competencies in Talenta Performance here.