Succession & Career Planning

Learn how to identify and develop the key people in your organisation

Succession planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in an organisation. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles if and as they become available. Effective succession or talent-pool management concerns itself with building a series of feeder groups up and down the entire leadership pipeline.
The role of Succession Planning and Career Planning

Many leaders fail to understand the importance of a succession plan in supporting their organisational strategy and the realisation of their vision. They need to make sure their strategy links with your performance management and people development processes. Succession and career planning should give your people the opportunity to learn and to develop career paths. It should also aim to get the right people in place for the appropriate jobs at the right time.

DST people Succession and Career Packages offer practical and flexible solutions, which:

  • Maps out the fit between your people talent and your business needs for continuity and success
  • Sets up attraction, development and retention plans for the right people in all key roles
  • Identifies, assesses and addresses risk areas, saving cost, time and stress
  • Focuses talent management on business strategy

How does DST people Succession Planning and Career Planning work?

Step 1. Review current practices, succession obstacles, objectives and needs.
Step 2. Identify risks, possible retention, development and other business strategies for key roles.
Step 3. Key role profile development and workshops to define competency requirements for key roles.
Step 4. Assess current talent and engage profiling and debriefs.
Step 5. Identify and assess gaps, risks and priorities to mitigate these.
Step 6. Agree Succession and Career plan and success measures.
Step 7. Senior Management report focus: retention strategies, development options & responsibility.
Step 8. Strategy review.

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