Talent & Succession Planning Guide

Introduction and Why? Why do we do think about talent and succession? We have implemented a simple and straightforward method of identifying and mapping our talent that give us a clear picture of: Those who need support to improve their performance Those who have potential to progress further Future gaps in terms of successors or capability (and therefore the need to plan to train colleagues or seek to buy in skills externally)

Benefits for the business

We retain our best colleagues because they are engaged and feel they have career development. We save costs in recruiting and training new colleagues because we keep our people and promote talent internally. We have some great talent pipelines for leadership roles meaning we always have someone ready to take on the next vacancy, who already knows our business and can hit the ground running

We appeal to job applicants as being an employer of choice because we track, and are known for developing our people from within, meaning we are likely to be able to attract good candidates to us when we do recruit externally.