In the HRplus Succession module, the process of talent selection and succession planning involves distinct roles for HR, managers, and executive management, creating a comprehensive approach to identifying and developing future leaders. This collaborative effort combines HR’s strategic focus on organizational needs, executive management's overarching vision and objectives, and managers' insights into employee performance and potential. Together, these stakeholders guide the process from the outset to ensure that succession planning aligns seamlessly with the organization’s long-term goals.

1. Identification of Critical Roles: HR, in collaboration with department managers, identifies roles essential to business continuity and strategic objectives, focusing on positions that are key to succession planning. Managers contribute by pinpointing critical roles within their departments, offering valuable insights based on their operational expertise. HR then updates the module to reflect these critical roles, ensuring that high-potential employees are groomed for positions integral to the organization’s success.

2. Initiating the Talent Pool Nomination Event: Before managers begin the nomination process, HR must first initiate the event within HRplus. This step involves setting clear guidelines regarding the assessment period and defining the start and end dates for the nomination process. By providing these parameters upfront, HR ensures that managers are well-informed of the timelines and standards for assessing potential talent. This preparation phase often aligns with broader discussions between HR and executive leadership to ensure the nomination process supports the organization’s strategic objectives.

   Once the event is initiated, managers can begin nominating employees to the talent pool, using the guidelines provided by HR as a foundation for their selections.

3. Manager Nomination of Talent Pool Candidates: Managers play a vital role by nominating high-potential employees for the talent pool, using appraisal scores, 360 feedback, and the strategic value of each role to guide their choices. Each nomination is reviewed to confirm that employees meet the necessary performance and potential standards before being added to the talent pool.
4. HR-Driven Talent Pool Additions: Based on upper management recommendations, HR can also add employees to the talent pool, broadening succession considerations. These additions are subject to completion of relevant assessments by managers, ensuring that each candidate’s readiness is objectively evaluated.
5. Talent Pool Assessment and Placement: Managers then conduct detailed assessments of nominated employees, evaluating their leadership potential and readiness. All of these employees have now been qualified and are then formally added to the talent pool. HR coordinates the 9-box placement, after which employees undergo further evaluation by executive leadership to determine their suitability as candidates and identify the roles for which they are best suited. During this phase, HR oversees succession tracking, ensuring that development efforts align with strategic leadership needs and role requirements.

Through these defined roles, HR and managers work together within HRplus to create a structured talent selection process that aligns with both immediate organizational needs and long-term strategic goals.