Understanding Plan Successions
This topic discusses:
Plan successions
(USF) Plan successions
To ensure an organization's continued success, you need to determine who will eventually replace employees currently in key positions. The Plan Successions business process in HR enables you to identify candidates for key positions, anticipate organizational bottlenecks, and develop multiple career paths for individuals who are ready for promotion.
To implement the Plan Successions business process:
Perform the prerequisite tasks.
Create the succession plans.
(Optional) Build the succession trees.
Once the succession trees are in place, you can review career summaries, monitor the progress of key employees, track changes to key positions, and make adjustments to successions plans as the requirements of the organization change over time.
Integrations
The Plan Successions business process integrates with:
The Manage Profiles business process in HR.
The Plan Careers business process in HR.
The Manage Positions business process in HR.
See Defining Key Positions, Identifying Potential Candidates.
PeopleSoft Talent Acquisition Manager.
The Plan Successions business process for U.S. Federal Government users enables you to set up and manage succession plans and succession trees for government workers.
The Succession Planning USF menu contains the same pages as the Succession Planning menu. The Key Positions (POSITION_DATA) component under the Succession Planning, Define Key Positions menu is the same as the Identify Key Positions component (POSITION_DATA) under the Succession Planning (USF) menu.
The Succession Planning USF components are discussed in (USF) Plan Successions as well as PeopleSoft HR Manage Profiles and PeopleSoft HR Manage Positions.