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Modelling Career and Succession Planning Based on Positions

If your enterprise's career and succession planning is based upon positions, you can create additional position hierarchies to show any type of progression. These might represent existing line management structures, or even cut across departmental or job-type boundaries.

Career paths are based on the structures of your enterprise rather than the people you employ. You may also want to record personal aspirations and progression paths for individual employees. There are several ways to do this.

Work Choices

You can use work choices to help identify a person's career plan. Work choices indicate a person's preference and capacity for work within the enterprise. The information you enter indicates availability for transfer, for working in other locations, and acceptable work day patterns. You can hold similar deployment information as requirements against positions.

Succession Planning on the Web

If you are using Line Manager Direct Access, you can use the Succession Planning option on the Web. You can select a person's next position(s), or view their current position and see who is to succeed to that position. See the online help for Line Manager Direct Access for further details.

Special Information or Attachments

If you are not using Line Manager Direct Access, there are other ways to hold information about successor positions against a person. For example:

To model career and succession planning based on positions:

Note: This option does not require you to have set up career paths using position hierarchies.

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