Cezanne HR’s Career & Succession module builds on the data you already have in your core Cezanne HR system, providing additional tools and insights to help you better plan for the future of your people and your business.
- Develop people or position-focused succession plans
- Map talent using n-box performance & potential grids
- Manage and track career paths
- Gain insight and stay on top of key dates
Interactive performance and potential grids make strategic HR planning easier, helping you visualise the health of your talent pools and frame performance and potential in a wider context.
Individual employee aspirations and readiness can be set alongside business needs, allowing you to identify and develop people who have the potential and desire to fill roles required now and in the future.
Easily bring together information about positions, people, performance and potential and develop succession plans that really work for your organisation and your people.
Visual tools help you see succession coverage alongside key employee attributes, such as risk and readiness, or position candidates and next planned moves, so you can check the health of succession plans and make better-informed decisions.
Take a multi-dimensional approach to succession and career planning that helps your organisation stay agile and ready for change.
Ensure more effective career planning by mapping out alternative career paths that reflect employee aspirations and wider business needs, and allow for future flexibility.
You’ll be able to match career moves to development so you can better equip employees for future roles, identify risks, and keep track of key progression dates so you can ensure important career promises aren’t missed and staff loyalty put at risk.
From career history and qualifications to development activities and performance ratings, Cezanne HR’s integrated Cloud HR software suite means comprehensive employee profiles are always at your fingers tips.
Gaining insight into the demographics of your workforce is equally straight-forward. Reporting hierarchies and performance and potential grids can be looked at in the context of gender or age, helping you to identify where work may need to be done to find an appropriate balance.
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