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KPI for % of Leadership Positions with identified ready now successors posted in category HR - TALENT DEPTH

WinningKPI - HR - TALENT DEPTH - KPI for % of Leadership Positions with identified ready now successors posted in category HR - TALENT DEPTH

KPI details:

For organisations that are concerned with growing from within, which can offer significant development opportunities with the potential to alleviate potential blockage for the rising star’s; is there an effective way to improve and measure ready now successors in key positions within the organisation?

Posted by Sean Preusse | Help to protect community: Flag for moderation

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I feel managerial drive to focus on this will be the key driver; the measurement is fairly straight forward and will consist of developing a succession program in the organisation. I feel that it is important to split this key indicator into two components. The first component will need to measure all pipelined positions in the succession program that have an identified successor. The second component will need to look at % of identified successors ready in the next two years.

Timeframe: Quarterly with comparisons against quarter to produce a trend.

For the measures to matter, performance targets are suggested so that true internal development can take place to ensure there is a successor for a position. I also realise that there still needs some room for external placements, as new ideas, flavour and enthusiasm could be just as important as internal opportunities for existing employee’s, as it can offer a key retention tool for key parts of the business.

Kind regards,

Sean Preusse

Sean Preusse | December 13, 2011 at 5:09 am

There are two ways for leadership development with in the organization. One is by a deliberation on the part of management to refine talent and reach out to succession. This is normally achieved by training, experience etc.

The other is through the inter locus of control of an individual to step up the ladder. Self development means helping yourself to improve. This may require a disciple in one's attitude and self accountability.

Muhammad Azeem | December 14, 2011 at 2:33 am

Hi Muhammad,

Thanks for your responce. My responce was related to measuring management intervention in relation to the above. How would you propose measuring locus of control, would you consider looking at promotions outside of a succession program for key role groupings such as 'Executive or Senior Management', to be effective?

Sean Preusse | December 14, 2011 at 3:32 pm

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