WEB-BASED SUCCESSION PLANNING

• US 20090070316A1
• Filed: 09/21/2007
• Published: 03/12/2009
• Est. Priority Date: 09/07/2007
• Status: Abandoned Application

• Current Assignee: Halogen Software Incorporated (Saba Software Incorporated)
• Original Assignee: Halogen Software Incorporated (Saba Software Incorporated)
• Inventors: Beauchesne, Christian, Mackay, Dawn, Wilson, Deborah
• Application Number:
  US11/859,468
• Publication Number:
  US 20090070316A1
• Time in Patent Office: Days
• US Class Current: 1/1
• CPC Class Codes: G06F 16/9535 Search customisation based on user profiles and personalisation

Abstract

A system and method are provided for providing web-based succession planning process. Through a web-based interface, pre-defined talent criteria is utilized to define talent pools retrieved from a database. Each criteria can then in turn have a weight value and a threshold value assigned to it. A gap threshold percentage is assigned to the talent pool. Succession criteria are then assigned from a pre-defined succession criteria database list based upon characteristics of a group of employees being assessed. Candidates for the talent pool are then determined from the group of employees based upon the assessed talent criteria score relative to the gap threshold of the talent pool, and the succession criteria scores for each of the employees from an employee assessment database. The candidates for the talent pool can then be displayed in an html viewer based upon the assessment score and succession criteria scores.

Claims

1. A method for performing web-based succession planning (SP), the method comprising the steps of:

creating a talent pool and associating the talent pool with one or more talent criteria from a pre-defined competency database;

assigning a weight value and a target value for each talent criteria associated to the talent pool;

assigning a gap threshold percentage to the talent pool, wherein the gap threshold defines a differential between a current employee assessment and the talent criteria target value;

assigning succession criteria from a pre-defined succession criteria database list based upon characteristics of a group of employees being assessed;

retrieving assessed talent criteria scores and succession criteria scores for each employee of a group of employees from an employee assessment database;

determining candidates from the group of employees for inclusion in the talent pool based upon the assessed talent criteria score relative to the gap threshold of the talent pool, and the succession criteria scores for each of the employees from an employee assessment database; and

displaying the candidates suitable for inclusion in the talent pool based upon the assessment score and succession criteria scores.

2. The method of claim 1 wherein each weight value is defined as a percentage and a total of the weight values associated with each of the talent criteria is equal to 100 percent.

3. The method of claim 2 wherein the step of determining candidates for the talent pool further comprises the step of identifying gap competencies based upon gap threshold and the assessed criteria

4. The method of claim 3 wherein identifying the gap competencies further comprises the step of utilizing the competency gaps to define a development plan for the candidate employee.

5. The method of claim 1 wherein the talent criteria is selected from the competency database comprising communication, leadership, delegation, integrity &

trust and organization.

6. The method of claim 1 wherein the succession criteria is selected from the succession criteria database list comprising potential for promotion, timing for next promotion, risk of leaving, and reason for leaving.

7. The method of claim 1 further comprising the steps of:

adding candidates to the talent pool; and

managing members of the talent pools.

8. The method of claim 1 further comprising the step of acquiring employee assessment data through web page input and storing the data in the employee assessment database.

9. The method of claim 8 further comprising the step of acquiring talent and succession criteria assessment data through web page input and storing the data in the employee assessment database.

10. The method of claim 1 wherein the step of displaying further comprises generating a html webpage to display information pertaining to the suitable candidates.

11. The method of claim 10 wherein generating the html webpage further comprises generating a high potential report by generating a 9×

9 grid having an x-axis segmented into three ranges for appraisal scores and a y-axis defining potential for promotion segmented into three tiers wherein the number of candidates associated with one of the tiers of promotion potential in relation to their last appraisal scores are identified in each box of the grid.

12. The method of claim 10 wherein generating the html webpage further comprises generating a risk retention report in an html viewer which identifies factors affecting retention of employees.

13. The method of claim 10 wherein generating the html webpage further comprises generating a talent report identifying employees included in the talent pool wherein the talent report identifies a pool score and a pool gap score.

14. A web-based succession planning system comprising:

a memory for storing databases;

a processor for performing the steps of;

creating a talent pool and associating the talent pool with one or more talent criteria from a pre-defined competency database stored in the memory;

assigning a weight value and a target value for each talent criteria associated to the talent pool;

assigning a gap threshold percentage to the talent pool, wherein the gap threshold defines a differential between a current employee assessment and the talent criteria target value;

assigning succession criteria from a pre-defined succession criteria database list based upon characteristics of a group of employees being assessed;

retrieving assessed talent criteria scores and succession criteria scores for each employee of a group of employees from an employee assessment database stored in the memory;

determining candidates from the group of employees for inclusion in the talent pool based upon the assessed talent criteria score relative to the gap threshold of the talent pool, and the succession criteria scores for each of the employees from an employee assessment database stored in the memory; and

displaying the candidates suitable for inclusion in the talent pool based upon the assessment score and succession criteria scores.

15. The system of claim 14 further comprising the step of acquiring employee assessment data and storing the data in the employee assessment database stored in the memory.

16. The system of claim 15 further comprising the step of acquiring talent and succession criteria assessment data and storing the data in the employee assessment database in the memory.

17. The system of claim 16 further comprising a web server for generating html web pages for data from the database stored in memory.

18. The system of claim 17 wherein the web server generates the html webpage comprising a high potential report by generating a 9×

9 grid having an x-axis segmented into three ranges for appraisal scores and a y-axis defining potential for promotion segmented into three tiers wherein the number of candidates associated with one of the tiers of promotion potential in relation to their last appraisal scores are identified in each box of the grid.

19. The system of claim 17 wherein the web server generates the html webpage comprising a risk retention report in an html viewer which identifies factors affecting retention of employees.

21. The system of claim 14 wherein each weight value is defined as a percentage and a total of the weight values associated with each of the talent criteria is equal to 100 percent.

22. The system of claim 21 wherein the step of determining candidates for the talent pool further comprises the step of identifying gap competencies based upon gap threshold and the assessed criteria

23. The system of claim 22 wherein identifying the gap competencies further comprises the step of utilizing the competency gaps to define a development plan for the candidate employee.

20. The system of 17 wherein the web server generates the html webpage comprising a talent report identifying employees included in the talent pool wherein the talent report identifies a pool score and a pool gap score.

24. A computer readable medium containing instructions for performing web-based succession planning (SP), the instructions when executed by a processor perform the steps of:

creating a talent pool and associating the talent pool with one or more talent criteria from a pre-defined competency database;

assigning a weight value and a target value for each talent criteria associated to the talent pool;

assigning a gap threshold percentage to the talent pool, wherein the gap threshold defines a differential between a current employee assessment and the talent criteria target value;

assigning succession criteria from a pre-defined succession criteria database list based upon characteristics of a group of employees being assessed;

retrieving assessed talent criteria scores and succession criteria scores for each employee of a group of employees from an employee assessment database;

determining candidates from the group of employees for inclusion in the talent pool based upon the assessed talent criteria score relative to the gap threshold of the talent pool, and the succession criteria scores for each of the employees from an employee assessment database; and

displaying the candidates suitable for inclusion in the talent pool based upon the assessment score and succession criteria scores.