When an organisation is trying to spot its future leaders, competency framework, career paths, and succession planning are often part of the discussion. While the three terms are inter-related and often used together, each holds a distinct identity.

Competency Framework: A certain set of behaviours and skills that the firm expects of an employee. This framework will propel talent growth and enable success in new roles. The employee is usually provided with a map of the behaviours and skills the organisation will value, recognise and reward, giving a clear direction on how to develop and prepare for bigger roles.

Career Paths: A systematic process used to plan an employee’s career development path in the organisation. The staff member can conduct a self-evaluation of individual abilities, aspirations and interests and then identify the future roles best-suited for those qualities. l.

Succession Planning: Usually carried out on the basis of organisational needs, where talent is recognised and nurtured to fill in critical roles. This activity is generally driven by the HR department.

The Benefits of Competency Framework, Career Paths & Succession Planning

  • Enable the firm to fill important roles as soon as they are vacated, thus saving cost and cutting short the gap-time between an employee leaving and a new hire joining
  • Lead to greater loyalty and retention, as the organisation assists employees to create a robust growth plan
  • Lead to comprehensive training programmes and mentoring, as the management knows exactly which skills and competencies need to be developed to groom select employees for future leadership

How Sannam S4 Can Help

Sometimes it makes more sense to fill positions with qualified employees already with the organisation rather than hiring someone new. Competency framework, career paths and succession planning can make this process more effective. We can help by:

  • Redefining jobs and career paths to foster internal and external employee mobility
  • Providing support in succession planning and retention, encouraging proactive talent development
  • Empowering the staff with the movement of talent and skills across lines to support business requirements
  • Planning and executing end-to-end talent strategies to ensure that skilled and experienced people are deployed to fill critical roles

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