Using Assessments to Guide Succession Planning
The value of assessments to help guide smarter talent decisions is no longer up for debate. Aberdeen research over the past four years has shown that organizations using assessments in hiring, to guide development, and to provide insights into promotion and succession planning perform better in the near and long term. Out of 516 organizations using assessments in data collected between March and April 2011, 247 indicated the use of high stakes assessments (defined in this study as "in-depth, simulation based, applying experiences and knowledge"). This research brief will help make the case for the use of such solutions, and discuss how they should be applied at various levels of the organization in order to maximize impact and deliver the kind of future leaders that will drive ongoing performance.
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Best-in-Class companies have found that using multi-dimensional and/or high stakes assessments may be a good supplement to manager recommendations of who should be promoted. These companies are more likely to allow assessment tools/objective data to give input to their succession planning decisions (Figure 3).
How Demand Metric Can Help
If you are conducting an assessment of the leadership abilities in your company in an effort to formulate succession plans, check out the following templates:
Management and Leadership Audit
Management and Leadership Metrics Dashboard
Performance Review Appraisal Template
Succession Management Planning Template
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