The organisation is experiencing concerns about leadership continuity and the availability of suitably qualified employees to take over critical positions when senior employees leave, retire or move into different roles. Management wants to establish a structured succession planning approach that identifies future leadership requirements and develops internal talent.
The client requires an HR professional to assess the organisation’s current succession planning practices and develop a strategic leadership pipeline that supports business continuity, talent development and long term organisational capability.
PROJECT OBJECTIVE
The objective is to develop a comprehensive succession planning and leadership development framework that identifies critical positions, assesses internal talent, addresses capability gaps and prepares future leaders for key organisational roles.
WHAT WE NEED
Assess the organisation’s current succession planning practices.
Identify critical roles that present significant business continuity risks.
Evaluate the organisation’s current leadership pipeline and internal talent pool.
Analyse existing employee performance and potential assessment practices.
Identify current and future leadership competency requirements.
Assess skills and capability gaps among potential successors.
Evaluate opportunities for career development and internal mobility.
Develop criteria for identifying high potential employees.
Recommend approaches for talent reviews and succession discussions.
Develop leadership development and targeted development pathways.
Assess the role of mentoring, coaching, job rotation and stretch assignments.
Develop strategies for retaining high potential and critical employees.
Identify risks associated with weak succession planning.
Recommend a succession planning governance structure involving HR, managers and senior leadership.
Develop implementation priorities and HR metrics for measuring succession effectiveness.
DELIVERABLE
Submit one comprehensive HR management report in Microsoft Word containing the current-state assessment, critical role analysis, talent pipeline assessment, succession planning framework, leadership development strategy, risk assessment, implementation plan, conclusion and Harvard referenced sources.
RESEARCH REQUIREMENTS
Use credible HR literature, academic research, CIPD resources, leadership development research, talent management literature and relevant Canadian workplace guidance.
WRITING REQUIREMENTS
Use Canadian business English and a professional strategic HR management style. The report should demonstrate critical analysis and clearly connect succession planning with workforce planning, leadership continuity, employee development and organisational performance.
