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Career and Succession Planning

Once you have found out your employees aspirations, and set their short- and long-term objectives, you'll want to prepare them for their next position within a career plan. After all, now you have motivated your employees through your performance management system, you'll want to keep them motivated by linking their own career aspirations to enterprise aspirations. By planning succession, you enable employees to see their future role within the enterprise, keeping them motivated, and you from lengthy and costly recruitment.

Not only does succession planning enable you to keep and retain your high-flyers, it also enables you to highlight, for example, roles requiring scarce technical or commercial skills. By being able to identify these early, you can develop these scarce skills within your enterprise and replace current employees in these positions, as required.

See: Career and Succession Planning

Work Choices

Using work factors, you can track an employee's, applicant's, contractor's or ex-employee's capacity to be deployed within the enterprise.

You can a person's work choices, such as their willingness to travel or relocate, their preferred working hours and work schedule, and the length of time they would like to stay in their next post. You can then compare these choices with the work requirements of jobs or positions when you are planning redeployment.

See: Entering Work Choices for a Job or Position

See: Entering Work Choices

See Also

Understanding the Business Cycle

Career Management Extensible and User-Defined QuickCodes

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