"To what extent does your organization's learning function play the following roles in the succession planning process?"
The Institute for Corporate Productivity (i4cp) and the American Society for Training & Development (ASTD) asked this question, among others, in a recent study on succession planning. The full results are examined in the ASTD/i4cp report Improving Succession Plans: Harnessing the Power of Learning and Development. An interactive chart highlighting data collected for the report is available below.
Use the checkboxes and radio buttons to filter the results based on your company size. For instance, among companies with 10,000 employees or more, there is a large gap between high-performance organizations and lower performing ones when it comes to integrating succession planning with other talent management processes. This gap is much smaller among companies with fewer employees.
Other succession planning resources:
- Analysis Report: ASTD/i4cp report on succession planning
- Interactive Data (requires i4cp membership): Succession Planning
- Article: "Don't Plan Succession, Manage It"
- Free white paper: "The Five Best Practices for Developing Succession Plans"
Learning functions play the following roles in the succession planning process:
- Defining content for leadership development programs
- Delivering training to succession candidates
- Integrating succession planning with other talent management processes
- Management/oversight of succession planning
- Follow-up/evaluation of succession planning efforts
- Identifying candidates for the succession planning process