Future-proof your company from impending skill gaps and strategic vacancies with increased visibility, low-latency tracking, and actionable succession plans.
Successful succession planning and decision making rely on having access to the most relevant data, quickly. Gloat allows for real-time, scalable insights into company structure, resources, and talent allocation, letting you make informed decisions when and where they matter most.
Gloat lets you instantly recognize gaps in capabilities and staffing in light of company strategy, by continually assessing current and future projects, jobs, and talent and skill availability.
Once Gloat recognizes gaps, you can address them immediately, with the click of a button. Executives and managers can identify emerging needs before they turn into pain points, and your HR leaders can set new recruitment goals and staff new projects and positions quickly and economically. Planning for the future has never been easier.
Succession planning is the process of identifying the critical positions within your organization and developing action plans to ensure your business will continue to have the talent needed to fill those roles. It’s not about pre-
selection, but rather preparation; generally, HR teams will take the lead on identifying jobs, skills, and potential competency gaps and designing
initiatives to prepare the next generation to step into leadership roles. Succession planning is critical for future-proofing your workforce,
as it ensures that your organization will have the right talent in the
right places, not just now, but for years to come.
Succession planning starts with creating a clear vision for your company’s
future. Leaders need to come together to identify how they see the business progressing, both in the short and long term. Decisions need to be made
about which positions are integral for your company’s success and what roles your organization cannot survive without. Once these high-priority functions
are identified, the next step is building a talent pipeline that your business
will be able to rely on for the future. In the past, succession planning decisions have often been influenced by external factors, such as personal connections or preconceived notions about what the best fit for a role “should” look like. However, AI-powered talent marketplaces can
take bias out of the equation by identifying employees from across
the organization who have the skills and experience needed to step
into crucial roles. It’s important to remember that succession planning
isn’t a one-time event; it’s an ongoing process. To make the most of it,
all employees should have ongoing access to professional development resources, including both learning curriculums and hands-on experience
that gives everyone the chance to put these lessons into practice.
Succession planning is an essential process if you want to future-proof your workforce and ensure talent continuity. If leaders fail to think strategically
about the challenges and business priorities that they are going to face
in the future, there’s a real risk that they won’t have employees with the
skills needed to support their organization in its next chapter.
Succession planning provides organizations with actionable steps
that they can take to make sure they have the talent needed to
outpace their competition not just now, but for years to come.
Succession planning starts by bringing your organization together to create a shared vision for your future. This requires cross-functional collaboration and input from stakeholders who are supporting every function of the business. Rather than relying on traditional succession planning tactics that may have prioritized and uplifted a small subsect of your workforce, organizations can
now harness two-sided, AI-powered talent marketplaces to
identify the next generation of leaders from across their company
and give everyone the opportunity to build the skills they need to
lead your business into the future.
Investing in potential, the PepsiCo journey
Managing a workforce of hundreds of thousands, PepsiCo’s HR thought leader Allan Church discusses the revolutionary potential of the Talent Marketplace, and looks more deeply into its ramifications for high-potential employees.