Succession planning is completely reliant on preparedness. In order to be completely prepared for the full gamut of possibilities, especially when we are working on a global level, we must be able to identify and benchmark global roles based on environment and business goals. This means creating frameworks that account for global competencies, and are based on those specifically defined global roles as well.
After this framework is established, we then focus on our talent pool, a list of high potential employees that can be identified by their performance review scores and multi-rater assessments, learning gaps and timing.
Then comes the global development plan, which we'll discuss in more detail during the presentation, and how to accurately and effectively measure your progress along the way.