Critical roles
Mark roles as critical to the organization's success. Critical roles get priority attention in succession planning — you see at a glance which have strong pipelines and which are at risk.
Features
Succession Planning
Build the pipeline before you need it. TalonHR succession planning identifies critical roles, nominates successors, and tracks readiness against the competencies each role actually requires — so succession decisions are defensible, not political.
The competency-based advantage
Effective succession planning requires an equally practical system that can identify the knowledge, skills, and abilities required in a key position, and match them to potential candidates. A competency-based system lets you:
Create accurate role profiles
Define the competencies and proficiency levels required for key leadership and management roles.
Identify and develop candidates
Build a pool of candidates who can be groomed for key roles, with development plans targeting the specific competencies they need.
Track progress
Monitor individual candidates' progress toward the competencies their target role requires.
Measure readiness
Give candidates specific, measurable indicators that show when they're ready for the role — not a vague "ready now" or "ready in 1–2 years."
Successor nominations
Nominate potential successors for each critical role. TalonHR shows how each candidate's current competency profile compares to the role's requirements, so you can see the gap they need to close.
Readiness tracking
Track each candidate's readiness over time as they complete development activities and close competency gaps. Readiness is measured against the role's job profile, not a subjective judgment.
9-box talent reviewComing soon
Plot employees on performance and potential axes to visualize talent distribution. The 9-box grid helps prioritize who gets development investment and which roles have strong succession pipelines.
Succession and workforce planning
Succession planning is the leadership-focused half of a broader workforce planning effort: matching the talent you have (and will have) against the roles the organization will need filled. A competency-based system ties the two together by defining critical roles in terms of the same competencies used across development and individual development plans — so a succession candidate's readiness and an employee's growth plan are measured against the same yardstick.
See succession planning in action
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