How can you use HR tech to align talent succession with your business strategy and goals?

Using HR Tech for talent assessment not only make things automated and reduce manual error, it is also very helpful for the talent partners as well as leaders to track the progress, and further analyze the trends. Some HR Tech tools also provide industry benchmarks, and market insights which can be beneficial for growing organizations in creating their own internal goals and benchmarks.

HR Tech can be leveraged by the potential aspirants and successors for tracking their progress, have incremental actions that provide a clear path and progress status for the incumbents as well. A frequent view of self assessment and status will motivate and nudge oneself with reminder on taking their progress in a disciplined manner.

HR tech can play a crucial role in talent succession by streamlining the recruitment and onboarding process, identifying high-potential employees, and creating personalized development plans for employees. By utilizing HR tech, companies can make data-driven decisions, reduce bias in talent selection, and ensure that employees have the skills and knowledge necessary to succeed in their roles. HR tech can help companies develop and retain top talent, improving overall organizational performance and driving business success.

There are 3 key questions I ask when evaluating a system for Talent Management and Succession Planning purposes - 1. Does it enable tracking of action items and accountability - can managers and HRBPs use this system to track what developmental actions/next steps have been agreed for the individual post talent reviews? 2. Can it sync with the analytics platform to provide rich, ongoing talent insights (again, for the manager and/or HR)? 3. Can it accommodate the organisational structure (and associated intricacies) and therefore, can it be optimised across levels (whether it be for succession conversation with the C-suite or talent reviews for managers)?

Once the strategy is aligned with the business goals, it is also important for us to identify critical skills that are needed to accomplish those goals. Together with the critical skill identification, talent gap analysis and strong leadership commitment, one is truly able to leverage the potential of the HR Tech deployed.

HR Tech will be both Quantitative and Quantitative with rounded information of scores coming from Performance Assessment, Surveys, Assessment Tools and Analytics, at the same time, Quantitative information coming from Learning System on learnings achieved towards succession, assessments and surveys feedback can be coupled together for effective and targeted timeline succession.

To maximize the benefits of HR tech for talent succession, HR should focus on integrating and automating their systems, investing in data analytics and AI, and leveraging mobile and social technologies. This means using platforms that can integrate with other HR systems, allowing for a seamless flow of information, and automating tasks to save time and increase efficiency. It also involves using data analytics to make data-driven decisions and using AI to reduce bias in talent selection. Companies should consider mobile and social technologies to engage employees and build a strong employer brand.

What I really appreciate about the Watson Talent Frameworks is the focus on skills and the clarity around proficiency levels.

While I am fully onboard with using digital/AI assistance to identify successors, I remain curious as to how organizations are using that collected data to better manage, train, and support those individuals with competencies for future roles. When dealing with jobs/roles that are more 'people-focused' how do we take the data learned from an HR tech and apply it in the workspace? I'd love to see HR Tech that focuses on digitally enhancing an employee's skills, and offer a human-to-human guide on how to successfully navigate coaching and developing those leaders in the field.

There are a variety of HR tech tools that can be used to support talent succession, including applicant tracking systems, talent management platforms, learning management systems, and predictive analytics tools. These systems can help HR identify and develop top talent, automate key HR processes, and provide employees with personalized development plans. Additionally, social and mobile technologies can be used to build a strong employer brand and engage employees, while virtual reality and augmented reality tools can be used to provide immersive learning experiences. By leveraging these HR tech tools, companies can create a comprehensive talent succession strategy that drives business success.

While assessing which HR tech is best, carefully review your organization’s long term objectives, long term growth plans, and existing talent capabilities.

Keep it simple, is my opinion on the subject. There are times when processes go deep and wide and lose their original purpose. Keep your goal in mind and stay focused. Usually, succession is part of a larger talent management program, which may include several systems for identifying, developing and managing succession. In order to fill the identified gaps, hiring strategies must be developed, as well as development processes. While the process is extremely large, the systems should be supportive rather than making it more difficult to focus.

HR Tech can streamline the process of Talent Succession by clear actionables for HR, Manager, and the Employee. With HR providing the talent pipeline requirements and the path with various tools and techniques combined; the manager effectively and targetted use for required succession practice execution; and the employee who is motivated to be a succession for aspiration role can clearly work towards it within stipulated timeframe and have clear progressive path. If any shortfalls, employee can work towards it, whereas manager can provide additional mentorship and HR can assess readiness for next roles and make the person ready for their 'dream job'.

HR should first identify their key talent needs and goals. This involves analyzing current talent gaps, identifying high-potential employees, and defining the skills and competencies needed for future success. Once these needs are identified, HR can begin researching and evaluating HR tech solutions that align with their goals. It's important to involve key stakeholders in the decision-making process and ensure that the chosen HR tech solutions are scalable, user-friendly, and compatible with other HR systems. HR should plan for implementation, training, and ongoing support to ensure a successful rollout and maximize the benefits of their HR tech investment.