We all know that engaging, developing, and keeping employees is important to the success of any business. Unfortunately, these points often get swept under the rug as we move through our busy days and try to keep the business alive and productive. Fortunately, HRIS software can now help with tasks such as succession planning, minimizing the time spent and keeping your business running more effectively and efficiently.
HRIS can considerably improve the ease and effectiveness of succession planning, thereby creating a simple and easily communicated plan that can be altered or updated with the click of a button. The following tips can help improve succession planning processes. They can also ensure better user adoption and effectiveness in boosting organizational performance when processes are switched to a HRIS.
What is Succession Planning?
Succession planning is defined as a method for identifying and developing people within an organization that has the potential to be able to fill leadership positions in the company. Succession planning is superior to replacement planning, in which employees are prepped to fill specific roles, just as those roles need to be filled. Succession planning is a strategic process that is used to continually develop people within the organization so that there is always someone eligible for a position when it opens up.
Why is Succession Planning Helpful?
Succession planning can help to reduce productivity issues within organizations that occur as a result of turnover. As employees move through planned development phases, they learn new skills and information that is relevant to the company and the positions that they may be eligible for in the future. Developing people in this way can help companies to become more efficient.
How Can HRIS Help with Succession Planning?
HRIS can help with every aspect of succession planning, saving managers the time and frustration of having to create graphs and look up tons of employee information. Many HRIS solutions come with succession planning options that will automatically organize employee information into an easy-to-view format. Employers can simply pull up the succession planning options and see where each employee is in the succession planning scheme.
Educate Employees about System Benefits
Many managers and employees are resistant to change when they don’t realize how the changes will benefit them. If managers and employees study the benefits of automating succession planning, they will get excited about switching to a HRIS for succession planning. Employees and managers may benefit from expedited decision making, improved approval processes, and fast-tracked people development programs.
Train for Success
After succession planning has been successfully automated, employees and managers must witness a demonstration on how to use the feature. If special attention is placed on how automated succession planning will make some of the employee and manager’s current tasks easier, it will help garner support and increase user adoption. Employers should be prepared to answer questions and allow employees time to adjust to the new tool.
Integrate Succession Planning with Other Talent Management Systems
Integrating succession planning with training programs, performance management systems, and other talent management systems within an organization can breathe life into succession planning.
Instead of simply being words on a paper or screen, succession planning becomes a pathway to success for employees that take advantage of the program. When employees can click to access training videos and quizzes that will help them develop their skills, succession planning will become more interactive.
Link Succession Planning to Compensation
Linking succession planning to compensation and keeping employees thoroughly informed about how the two are linked can improve the use of the system and its overall organizational performance. It’s also important to set expectations for continuous development. If employees are compensated-or docked-based on their participation in that development, their motivation for attaining success will significantly increase.
Employ a “Bottom-Up” Approach to Succession Planning
Dictating an employee’s path by creating a hierarchal structure that must be followed for development has shown to be ineffective. Many employees become disengaged when they feel like they have little control over their own destiny with a company. Often, this turn of events increases turnover and causes discontent.
Using a “bottom-up” approach to succession planning allows employees to communicate their own goals. This approach allows employers to align organizational goals with individual goals, while employees can actively participate in their own development.
Use Succession Planning Reporting for Promotions
One major point of succession planning involves establishing a plan for filling every key position in the organization. If an employee decides to vacate their job, it is most important for the succession planning tool to accurately report who is best qualified for the open position. Failure to utilize the succession planning tool in this way will likely decrease morale and negatively impact the use of the system.
Identifying Employee Eligibility
HRIS solutions may provide information about which employees are eligible for open positions and which employees need more training or have not met standards needed to move forward. Some HRIS solutions will automatically identify employee next steps so that managers can easily assign training modules or schedule cross-training or mentoring. With fully integrated HRIS solutions, it may be possible to assign tasks and make schedule changes right from the same dashboard with a few clicks.
Employee Succession Planning Benefits
Employees benefit from working at a company in which succession planning is used, as they are constantly learning new skills and knowledge that can help them in their careers in the future. Succession planning can help employees move into leadership roles quickly and comfortably. Once in new leadership roles, employees are also more likely to be productive and may be less likely to leave than when they are rushed through training and into the position.
Employee Engagement and Contentment
Many employees say that a key reason for disengagement or discontent is that companies do not offer enough development opportunities. By having a succession plan in place from the moment an employee starts with the company, employees are likely to feel more valued and see more opportunity for growth. This can help companies to reduce turnover and enjoy higher employee satisfaction levels.
Many companies are realizing the value of succession planning and seeing great benefit from using their HR software to assist with organizing it. If your legacy system isn’t capable of succession planning, we can help you upgrade. Visit our vendor match page to get started.
Authored by: Dave Rietsema