Employee Assessments and Succession Planning

I recently read an article that discusses the relationship between employee assessments and succession planning on the Entrepreneur magazine website.  The article makes several good points, and here is my opinion on some of the assertions that they make:

  1. The article focuses on succession planning within government agencies.  However, I think this is most important in the world of private corporations.  Based on my experience, many corporations have a large population of employees that are reaching retirement age with fewer employees having significant experience to fill the roles of retiring employees.  Without succession planning in the private sector, long established company’s ability to survive after their founders retire will be challenging.
  2. The article also relates that one topic most researchers and practitioners agree on is the importance of employee assessments to succession planning.  I couldn’t agree more with the article on this topic.  I have used job assessments for employees to find out if they are a “good job fit” for the position we either want to hire them for or promote from within.  The test profile we use for each position within our succession plan have proven invaluable for career pathing with our employees.
  3. Finally, the article states according to several published reports, there are four reasons for conducting employee assessments with succession planning management in mind.  Two of these reasons are a) identifying needed leadership competencies based on services or program needs, values and organizational strategies and b) assessing employee strengths, skill gaps, developmental needs and career plans.  I have used the Profile XT assessment centers to accomplish identifying leadership skills, management styles, career interests and employee strengths and weaknesses.  These personality assessments have played a key role in the success of our company’s succession planning.

This entry was posted by heatherladd, on at and is filed under BIS Blog. You can skip to the end and leave a response.

Leave a Reply

Your email address will not be published. Required fields are marked *