Find, Retain, and Develop Your Future Leaders with Succession Planning Software

For many organisations, succession planning strategy is a reactive experience or focused only on executive level positions. Softscape’s Succession Planning solutions provides the ability to identify, assess, and develop talent at every level across the organisation, and ensures continuity of leadership.

Softscape’s Succession Planning system comes bundled with the following:

		Career Planning
		Competency Management

Softscape Succession Planning helps managers identify, prepare, and track candidates for promotion. As key positions open up in the company, powerful nine-box tools let you visually calibrate and compare employees who are candidates for promotion, and evaluate their potential for successful placement. This system can also highlight areas where a potential candidate may need reinforcement and project a timeline for readiness. Information and documents are automatically routed to those reviewing and tracking succession plans.

Skill assessment and gap analysis will also project the differences between the current skill sets and what is needed for the future of the organisation. It offers a way to identify potential leaders in a new organisation structure as well as skills that current leaders will need to polish or acquire.

Key Benefits of Succession Planning Software

• Increases job satisfaction & reduces turnover
• Identifies top talent and high potentials
• Creates retention strategies
• Discovers talent deep within the organisation

Key Features of Succession Planning Software

• Dynamic talent pools to compare/develop talent against any position
• One-click editable, nine-box calibration viewsUnlimited hierarchies and cross-functional groups
• Competencies tied to both job type and position
• Dynamic organisation chart with ability to drill up and down
• Supports job replacement charts, succession pools, or both
• Position competencies can be derived directly from existing incumbent
• Configurable to organisation specific workflows
• Talent identified based on performance and competency profiles
• Integration with hiring management
• Gap analysis on identified successors
• Multiple levels of successors and related data
• analyse impact of succession moves